頁籤選單縮合
題名 | 臺灣病歷管理從業人員現況調查分析=Member Employment Survey of Medical Record Professionals in Taiwan |
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作者 | 范碧玉; 劉怡伶; 周文鈺; 張晏晏; | 書刊名 | 病歷管理期刊 |
卷期 | 7:1 2007.10[民96.10] |
頁次 | 頁51-77 |
分類號 | 419.26 |
關鍵詞 | 病歷管理; 健康資訊管理; 病歷從業人員調查; 工作滿意度; Medical record management; Health information management; Member employment survey; Satisfactions; |
語文 | 中文(Chinese) |
中文摘要 | 病歷管理為醫院管理重要的一環,近二、三十年來更朝向更專業的路徑在發展,其重要性亦隨著醫院的發展、醫院評鑑制度的建立、電子病歷的規劃以及前瞻性診斷關聯群保險給付制度(Prospective Payment System/Diagnosis Related Group;PPS/DRG)的實施與日俱增,但其受重視程度卻還有待觀察,部分醫院對病歷管理從業人員的定位仍僅為病歷之檔案管理與病歷之遞送。本研究期望藉由揭示我國病歷管理從業人員之工作情形、薪資福利、證照加給、教育訓練及工作滿意度等資訊,提供醫界未來政策制訂之參考,並藉此揭櫫病歷管理專業人員之相關權益。 本研究針對998位台灣病歷協會會員進行調查,問卷回收率62%,其中女性佔大多數,平均年齡為35.9歲,518位(83.6%)擁有1張以上專業相關證照,而擁有的相關證照數越多,薪資收入越高;服務於公立醫院之會員薪資收入較財團法人醫院及私立醫院為佳,私立醫院之平均薪資較低;醫學中心又較區域醫院及地區醫院新資為高;服務於北部、東部及離島地區醫院之會員薪資收入亦較中部地區醫院之薪資為高。 關於證照津貼方面,36.1%表示其服務醫院有給予疾病分類師津貼;53.5%表示其服務醫院有給予疾病分類技術人員津貼;26.5%表示其服務醫院有給予病歷管理師津貼;津貼數字則以3000元以下居多;分析不同醫院類型在津貼方面之情形,私立醫院對證照津貼加給或加給比例明顯比公立醫院及財團法人醫院為高(P<0.001)。以總分5-35分代表對工作整體之滿意度,結果發現滿意度總分最高為31分,最低為8分,平均總分為21.06 ± 3.99分。對工作滿意度有顯著性影響的原因有:重視繼續教育程度、工作問題數、醫院種類、病床數、年齡及工作職級。 過半數的會員(57.3%)表示服務醫院重視專業繼續教育;醫院有全額補助繼續教育學費者僅有14.8%,42.4%給予部分補助,完全不予補助有 35.8%;醫院會全部給予公假參加教育訓練課程者僅有13.4%,給予部分公假者有33.5%,以自假參加者則有45.6%。 以總分5-35分代表對工作整體之滿意度,結果發現滿意度總分最高為31分,最低為8分,平均總分為21.06±3.99分。對工作滿意度有顯著性影響的原因有:醫院重視繼續教育程度、所遭遇的作業環境問題數、醫院種類、醫院病床數、年齡及工作職級。 |
英文摘要 | Medical record management has become one of the most important issues for hospitals, and during the last 20 or 30 years the architecture of the system has been moving forward in seeking a more professional practice. Medical record management has become a major objective for development of Taiwan's medical system, as it is a key factor in the assessment of hospitals, it is part of an overall plan for all medical records to be stored and accessed electronically, and it supports the implementation of the medical prospective payment system on a diagnostic-related group basis (PPS/DRG). However the actual importance and attention that individual hospitals are giving towards medical records management still needs to be assessed. This research intends to guide hospitals in their future policy making, and serve as a guide for medical record professionals rights and benefits by clarifying the work status, working conditions, remuneration package, skills-based compensation, and ability for continuing education. This study surveyed 998 members of the Taiwan Medical Record Management Association. The response rate was 62.1%, most respondents were women, and the average age of respondents was 35.9 year old. At least one medical related qualification was held by 518 or 83.6% of the respondents. Respondents with more than one medical related certification had higher salaries; salaries at public hospitals were higher than those at non-profit proprietary hospitals or private hospitals; and rewards for certifications were lower at regionally based hospitals, with hospitals located in the North, East, or on offshore islands of Taiwan paying higher salaries than hospitals in the middle of Taiwan. Concerning compensation by type of qualification, 36.1% stated that their hospital provided compensation for certified coding specialists 53.5% stated that their hospital provided compensation for certified coding technician, 26.5% stated that their hospital provided compensation for health information administrator. However, in most cases the compensation was under $3000 NT per month. The result obtained from the evaluation of the response data also shows that private hospitals are more likely to pay higher compensation for qualifications than public hospitals (P<0.001). Over half the respondents (57.3%) said that they think their hospitals see continuing education as important, but only 14.8% of hospitals offer full fee subsidies for studying, 42.4% give a partial fees subsidy, and 35.8% offer no subsidy at all. |
本系統之摘要資訊系依該期刊論文摘要之資訊為主。