Abstract
The medical problem is a major national economic and people's livelihood issue that affects the happiness and health of thousands of families. The uneven distribution of medical resources, the lagging of public, rural and community medical facilities and services, the rising cost of medicines, the difficulty and high cost of medical services, and many other problems have not only seriously affected the harmony of the society and the healthy and orderly development of the economy, but also made the medical reform a hot spot of social concern. As the core capital of public hospitals, high-level medical talents have strong innovation ability and team spirit. They transform their innovation ability into production factors, thus improving the medical service level of the hospital, and finally enhance the comprehensive competitiveness of the hospital. How to establish a reasonable incentive mechanism, establish an effective compensation system and performance appraisal system, effectively motivate high-level medical talents, is the first problem of hospital long-term sustainable development, is a new requirement for the survival and development of hospitals in the era of knowledge economy, and is also an important way for hospitals to improve their medical services and competitiveness. The purpose of the design of the incentive mechanism is to make the hospital competitive in the same industry and attract qualified employees. Secondly, to achieve stability within the organization, retain the necessary staff. Furthermore, the existing employees of the hospital are motivated to achieve high work performance, and the work goals of the employees are unified with the strategic goals of the hospital. And put forward the specific goal of incentive mechanism design. This article reviews the literature on incentives. Based on a large number of literature studies and the management practice of H hospital, the hypothesis and research model between the deposited contribution and job involvement related to the motivation of high-level talents in H hospital were determined. The feasibility of the above hypothesis is discussed by means of sampling survey, based on the questionnaire survey data and statistical analysis results, supported by deposited contribution.
Keywords: Public hospital, Incentive mechanism, High-level talents, Deposited contribution, Job involvement