通讯作者: 李迪, 2668312882@qq.com

DOI：10.12201/bmr.202606.00019

Conceptual Framework and Connotation of the Doctors Annual Salary System in Public Hospitals : An Analysis Based on Domestic and International Practices

• 摘要：医生年薪制已成为中国公立医院薪酬制度改革的重要探索方向，但其概念内涵尚不清晰。本文从薪酬确定方式、薪酬结构、与服务量关联程度以及绩效引导机制四个维度构建分析框架，以此分析英国、德国、澳大利亚及中国福建省三明市公立医院医生年薪制的实践特征。由此，提炼出医生年薪制概念的四项核心要素：薪酬事前确定、基础薪资主导、服务量弱关联与多维度价值评估。上述要素共同表明，医生年薪制并非单一固定薪酬模式，而是一种兼顾收入稳定、激励约束与价值导向的复合型薪酬制度安排。因此，推进公立医院医生年薪制改革，应准确把握其概念内涵，围绕核心要素优化薪酬结构与绩效体系，并将其置于“三医联动”改革框架下统筹推进，因地制宜探索实施路径。

  关键词： 公立医院；医生薪酬；医生年薪制；概念内涵; ; ; 

   

  Abstract: The reform of the annual salary system for doctors has become an important direction for the reform of the remuneration system in public hospitals in China. Although the annual salary system for doctors is frequently discussed, its conceptual connotation remains unclear. This paper constructs an analytical framework from four dimensions: salary determination methods, salary structure, the degree of association with service volume, and the performance guidance mechanism, in order to analyze the practical characteristics of the annual salary system for doctors in public hospitals in the UK, Germany, Australia, and Sanming City, Fujian Province, China. Based on this, four core elements of the concept of the doctors annual salary system are extracted: predetermined salary, a salary dominated by the base salary, weak association with service volume, and multi-dimensional value assessment. These elements collectively indicate that the doctor’s annual salary system is not a single fixed salary model, but rather a composite remuneration system that balances income stability, incentives, constraints, and value orientation. Accordingly, advancing the reform of physician compensation in public hospitals requires a clear understanding of its conceptual connotation, optimization of compensation structures and performance system around these core elements, and coordinated implementation within the framework of the “Three-Medicine Linkage” reform, with context-specific approaches tailored to local conditions.

  Key words: Public Hospitals; Compensation System; Doctor Annual Salary System; Conceptual Connotation

  提交时间：2026-06-08

  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。
• html

• 图表

• 段晖, 何晓雯, 杨永政. 我国公立医院医生价值医疗服务动机探究 ——概念、结构与测量. 2024. doi: 10.12201/bmr.202403.00004

  文跃然, 王丹阳, 刘颖. 国内外医院薪酬研究分析对制度设计的启示：基于 Citespace 和 Vosviewer 的文献计量. 2023. doi: 10.12201/bmr.202301.00004

  张利江, 伟奇, 孙建伟, 孟勇. 公立医院医生开展互联网诊疗服务的偏好研究——基于离散选择实验. 2022. doi: 10.12201/bmr.202212.00004

  李志远, 季惠斌, 李姗, 吴华章. 新医改以来公立医院补偿机制改革政策的主题识别与演化分析. 2025. doi: 10.12201/bmr.202508.00042

  陈心足. 公立医院“人科院”高质量融合发展的实践与创新. 2026. doi: 10.12201/bmr.202604.00048

  夏冕, 高艺宁, 陈芝玲, 王明欧, 张亮. 政策工具视角下的我国公立医院薪酬政策文本分析. 2023. doi: 10.12201/bmr.202312.00007

  莫玉芳, 谢涛, 张亮. 公立医院人事管理改革的制度逻辑与路径分异——基于深圳市三家公立医院的案例比较分析. 2026. doi: 10.12201/bmr.202606.00018

  王伶, 韩优莉. 区域内三级公立医院高质量发展评价指标体系构建研究——以北京市市属医院为例. 2026. doi: 10.12201/bmr.202604.00108

  周月, 赵敏. 公立医院科研资金使用合规性研究与实践. 2025. doi: 10.12201/bmr.202501.00081

  周澎洋, 刘莉莉, 陈思萱, 张宝林, 蒲旭虹. 基于人工智能大模型的中医电子病历内涵质控系统构建与实践. 2026. doi: 10.12201/bmr.202605.00088

• 序号	提交日期	编号	操作
  1	2026-04-13	10.12201/bmr.202606.00019V1	下载

• 公开评论  匿名评论  仅发给作者 提交评论