Department of Business Administration, Lund University School of Economics and Management, Lund, Sweden.
J Health Organ Manag. 2024 Mar 22;38(9):125-142. doi: 10.1108/JHOM-12-2022-0379.
A large number of studies indicate that coercive forms of organizational control and performance management in health care services often backfire and initiate dysfunctional consequences. The purpose of this article is to discuss new approaches to performance management in health care services when the purpose is to support innovative changes in the delivery of services.
DESIGN/METHODOLOGY/APPROACH: The article represents cross-boundary work as the theoretical and empirical material used to discuss and reconsider performance management comes from several relevant research disciplines, including systematic reviews of audit and feedback interventions in health care and extant theories of human motivation and organizational control.
An enabling approach to performance management in health care services can potentially contribute to innovative changes. Key design elements to operationalize such an approach are a formative and learning-oriented use of performance measures, an appeal to self- and social-approval mechanisms when providing feedback and support for local goals and action plans that fit specific conditions and challenges.
ORIGINALITY/VALUE: The article suggests how to operationalize an enabling approach to performance management in health care services. The framework is consistent with new governance and managerial approaches emerging in public sector organizations more generally, supporting a higher degree of professional autonomy and the use of nonfinancial incentives.
大量研究表明，医疗服务中强制性的组织控制和绩效管理形式往往会适得其反，引发功能失调的后果。本文的目的是讨论在绩效管理的目的是支持服务提供的创新变革时，医疗服务中的新方法。
设计/方法/方法：本文代表了跨边界工作，因为用于讨论和重新考虑绩效管理的理论和经验材料来自几个相关的研究学科，包括对医疗保健中审计和反馈干预的系统评价，以及现有的人的动机和组织控制理论。
医疗服务中以绩效为导向的管理方法可以为创新变革做出贡献。实施这种方法的关键设计要素是对绩效衡量指标进行形成性和以学习为导向的使用，在提供反馈和支持符合特定条件和挑战的本地目标和行动计划时，诉诸于自我和社会认可机制。
原创性/价值：本文提出了如何在医疗服务中实施以绩效为导向的管理方法。该框架与公共部门组织中新兴的新治理和管理方法一致，支持更高程度的专业自主权和非财务激励的使用。
