Influence mechanism of strategic human resource management ability on organizational performance in clinical departments of a tertiary public hospital
10.3760/cma.j.cn111325-20240814-00666
- VernacularTitle:某三级公立医院临床科室战略人力资源管理能力对组织绩效的影响机制
- Author:
Ying QU
1
;
Xingmiao FENG
;
Huayu ZHANG
;
Kaijie SUN
;
Kai MENG
;
Tao LUO
Author Information
1. 首都医科大学宣武医院人力资源处，北京 100053
- Publication Type:Journal Article
- Keywords:
Hospital departments;
High quality development;
Strategic human resource management capability;
Organizational performance;
Department management;
Qualitat
- From:
Chinese Journal of Hospital Administration
2025;41(5):383-389
- CountryChina
- Language:Chinese
-
Abstract:
Objective:To explore the impact mechanism of strategic human resource management (SHRM) capabilities in hospital clinical departments on departmental organizational performance, providing references for improving the overall performance of hospitals.Methods:The research subjects were 46 clinical departments of a tertiary public hospital in Beijing. Using a stratified sampling method, at least one middle-level manager was selected from each department, and 30% of the medical staff were randomly sampled from each professional title level within the department. A self-made questionnaire was used to investigate the SHRM capabilities of each department from September to December 2023. The organizational performance of clinical departments was assessed using the departmental performance evaluation system established by the hospital. First, the performance target values for each department in 2023 were set based on the historical data from 2020 to 2022. Then, the actual performance evaluation data of 2023 were compared with the target values to calculate the achievement rate or deviation. Finally, the comprehensive performance scores of each department were calculated by weighting. The performance scores of the departments in 2023 were used as the outcome variable, while SHRM capabilities, department size, number of beds, and whether the department was a key department were used as antecedent condition variables. Fuzzy-set qualitative comparative analysis (fsQCA) was employed to explore the combinations of antecedent conditions that lead to high and low organizational performance in clinical departments.Results:A total of 1 391 valid questionnaires were collected. The weighted average score of SHRM capabilities in clinical departments was (4.23±0.27) points, and the total score of organizational performance evaluation in 2023 was 70.75 (52.50, 79.47) points. The consistency of each antecedent condition variable did not reach the critical value of 0.90, indicating that none of them were sufficient to be a necessary condition for high or low organizational performance in the departments. Two pathways to high organizational performance and two pathways to low organizational performance were identified. The solution consistency for the high organizational performance pathway was 0.83, with a coverage of 0.35, and both core conditions, acquisition capability and maintenance capability, were present. The solution consistency for the low organizational performance pathway was 0.85, with a coverage of 0.08, and the core conditions, development capability, was absent.Conclusions:Different combinations of antecedent condition variables, including the strategic human resource management capability of clinical departments, had varying impacts on the organizational performance of clinical departments. The possession of human resource acquisition, maintenance, and development capabilities by clinical departments was an essential condition for achieving high organizational performance. It is recommended to strengthen the construction of these three capabilities and emphasize the coordinated development of human resource management capabilities to enhance the organizational performance of clinical departments.
