通讯作者: 程军, Chengjun3366@126.com

DOI：10.12201/bmr.202605.00003

• 摘要：为了探究公立中医医院退休返聘人员的就业影响因素及激励需求，构建科学合理的返聘激励机制，助力中医药事业传承与老年人力资源开发。本文以北京中医医院退休卫生技术人员为调查对象，采用文献与政策分析法、问卷调查法、专家访谈法，结合二元Logit回归分析，梳理返聘现状、对比公立与民营机构激励机制差异，识别现存问题。结果显示北京中医医院退休医生群体返聘意愿达68%，分析发现，文化程度对再就业呈显著正向影响（OR=2.515，P<0.01），年龄、专业技术职称、健康状况呈显著负向影响（P均<0.01），公立医院返聘存在薪酬激励不足、权益保障不健全、激励手段单一等问题，与民营机构市场化激励模式存在明显差异。最后提出应基于双因素理论，从夯实保健因素、强化激励因素两方面，构建制度化、人性化、创新性的返聘激励机制，平衡个人价值与医院发展，实现多方共赢。

  关键词： 公立中医医院; 退休返聘; 激励机制; 老年人力资源; 中医药传承

   

  Abstract: To explore the employment influencing factors and incentive needs of rehired retired personnel in public Traditional Chinese Medicine (TCM) hospitals, construct a scientific and reasonable reemployment incentive mechanism, and promote the inheritance of TCM cause and the development of elderly human resources. Taking retired health technical personnel of Beijing Hospital of Traditional Chinese Medicine as the research objects, this paper adopted the methods of literature and policy analysis, questionnaire survey, expert interview, combined with binary Logit regression analysis, to sort out the current situation of reemployment, compare the differences in incentive mechanisms between public and private institutions, and identify existing problems. The results showed that the reemployment willingness of the retired doctor group in Beijing Hospital of Traditional Chinese Medicine reached 68%. The analysis found that educational level had a significant positive impact on reemployment (OR=2.515, P<0.01), while age, professional and technical title, and health status had significant negative impacts (all P<0.01). Public hospitals had problems such as insufficient salary incentives, imperfect rights and interests protection, and single incentive methods in reemployment, which were significantly different from the market-oriented incentive model of private institutions. Finally, based on the Two-Factor Theory, it was proposed to construct an institutionalized, humanized and innovative reemployment incentive mechanism from two aspects: consolidating hygiene factors and strengthening motivation factors, so as to balance personal value and hospital development and achieve win-win results for all parties.

  Key words: ; ; ; ; 

  提交时间：2026-05-01

  版权声明：作者本人独立拥有该论文的版权，预印本系统仅拥有论文的永久保存权利。任何人未经允许不得重复使用。
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• 序号	提交日期	编号	操作
  1	2026-04-26	10.12201/bmr.202605.00003V1	下载

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