RAND Health, 4570 Fifth Ave, Ste 600, Pittsburgh, PA 15213-2665, USA.
Am J Manag Care. 2010 Jul;16(7):497-503.
To describe improvements in the design of pay-for-performance (P4P) programs that reflect the psychology of how people respond to incentives.
Investigation of the behavioral economics literature.
We describe 7 ways to improve P4P program design in terms of frequency and types of incentive payments. After discussing why P4P incentives can have unintended adverse consequences, we outline potential ways to mitigate these.
Although P4P incentives are increasingly popular, the healthcare literature shows that these have had minimal effect. Design improvements in P4P programs can enhance their effectiveness.
Lessons from behavioral economics may greatly enhance the design and effectiveness of P4P programs in healthcare, but future work is needed to demonstrate this empirically.
描述反映人们对激励反应心理的绩效薪酬（P4P）计划设计的改进。
对行为经济学文献的调查。
我们描述了 7 种通过激励支付的频率和类型来改进 P4P 计划设计的方法。在讨论了 P4P 激励为什么会产生意想不到的不利后果之后，我们概述了减轻这些后果的潜在方法。
尽管 P4P 激励措施越来越受欢迎，但医疗保健文献表明，这些激励措施的效果微乎其微。改进 P4P 计划的设计可以提高其效果。
行为经济学的经验教训可以极大地增强医疗保健中 P4P 计划的设计和效果，但需要进一步的工作来经验证明这一点。
