当前,公立医院在运行机制上,一方面内部管理机制存在缺陷,科学管理体系不完善,管理干部的管理职业化专业化程度偏低,在管理方式上经验管理、粗放管理的现象仍然存在。另一方面管理目标不够清晰明确,利润最大化与社会公益性的矛盾依然比较突出,以绩效管理为抓手的薪酬激励体系还不够健全[1-2]。 At present, on the operating mechanism of public hospitals, the internal management mechanism is flawed, the scientific management system is imperfect, the management professionalism of management cadres is low, experience management in management mode and extensive management still exist. On the other hand, the management goal is not clear enough and the contradiction between profit maximization and social public welfare is still outstanding. The performance incentive system is not sound enough [1-2].