Affiliations: [a] School of Management, Hefei University of Technology, Hefei, Anhui, China | [b] School of Management Engineering, Anhui Polytechnic University, Wuhu, Anhui, China | [c] Institute of Digital Economy and Industrial Development, Anhui Polytechnic University, Wuhu, Anhui, China | [d] Health Commission of Wuhu City, Wuhu, Anhui, China
Correspondence:
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Corresponding authors: Rongjing Huang, Institute of Digital Economy and Industrial Development, Anhui Polytechnic University, Wuhu, Anhui 241000, China. E-mail: huangrongjing_ahpu@126.com. Guofu Li, School of Management Engineering, Anhui Polytechnic University, Wuhu, Anhui 241000, China. E-mail: liguofu_2007@163.com.
Abstract: Performance-based salary distribution is one of the important contents of modern hospital management system. In general, the distribution of performance salary in public hospitals of China can be divided into two stages: one is from hospitals to departments, the other is from departments to individuals. It is of great significance to improve the performance-based salary distribution system in clinical departments of public hospital, which is beneficial to ensure the public nature, motivate hospital staff to work hard, and raise public healthcare service quality. Therefore, this paper focuses on the issue of performance-based salary distribution in clinical departments of public hospital, adopts super-efficiency DEA model to evaluate the performance of each clinical department, introduces a new utility function for processing the original values of DEA efficient DMUs in order to encourage more clinical departments to pursue higher performance, and finally verifies the comprehensive model by empirical analysis. The result of empirical analysis shows that the performance of DMU7 is highest with an efficiency value of 1.53, followed by DMU3, DMU8, and DMU1. The efficiency value of DMU9 is lowest in all clinical departments.
Keywords: Performance-based salary, SE-DEA, utility function, distribution ratio
