a Graduate School of Public Health , University of Pittsburgh , Pittsburgh , Pennsylvania , USA.
J Aging Soc Policy. 2014;26(3):229-48. doi: 10.1080/08959420.2014.899185.
The research presented here provides some descriptive information of nursing home pay for performance (P4P) initiatives and an examination of the opinions of nursing home administrators (NHAs) about P4P. Opinions on three common elements of P4P were examined: the incentive format, program format, and quality format. Information came from a mail survey of 2,426 NHAs. Most of the summary scores show that few NHAs gave positive responses to P4P. Very few NHAs believed that P4P would increase their revenues. NHAs were skeptical that P4P systems were for quality improvement and instead believed they were developed for purposes of cost reduction. Relatively few NHAs believed that P4P would improve quality of care. Given that we have limited experience with setting performance goals and incentive formats for NHAs, the findings presented may prove useful in modeling future P4P systems.
本研究提供了一些有关养老院按绩效付费（P4P）计划的描述性信息，并考察了养老院管理人员（NHAs）对 P4P 的看法。考察了 P4P 的三个常见要素的意见：激励形式、计划形式和质量形式。信息来自对 2426 名 NHAs 的邮件调查。大多数汇总分数表明，很少有 NHAs 对 P4P 做出积极回应。很少有 NHAs 认为 P4P 会增加他们的收入。NHAs 对 P4P 系统是否有助于提高质量持怀疑态度，而是认为它们是为降低成本而开发的。相对较少的 NHAs 认为 P4P 将提高护理质量。鉴于我们在为 NHAs 设置绩效目标和激励形式方面经验有限，提出的研究结果可能有助于为未来的 P4P 系统建模。
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