Objective To identify the key influencing factors and role mechanisms of large-scale medical equip-ment allocation decision-making in public hospitals,and to provide a reference basis for optimizing resource alloca-tion strategies.Methods Through searching the literature related to large-scale medical equipment decision-making in public hospitals and combing the policies,the system of decision-making influencing factors was initially screened.The Delphi method and decision-making trial and evaluation laboratory method were used to obtain the key influencing factors of equipment allocation decision-making and to determine the interaction effects among the factors.Results A total of seven cause factors and nine effect factors were screened.Among them,cost-benefit analysis,equipment technical performance,and evaluation of similar equipment were the top three key drivers;leadership emphasis,equipment market price,and equipment supporting facilities were the top three key con-straints.Conclusion Priority be given to strengthening the management of driving factors,mainly by conducting a full-cycle assessment of cost-effectiveness,paying attention to the clinical value output of equipment technical performance,and monitoring regionally similar equipment.A dynamic response mechanism for constraints should be established,mainly to strengthen leadership decision-making,implement a centralized procurement price nego-tiation model and improve the pre-assessment system for ancillary facilities.

Objective:To explore the key influencing factors of the technical and labor value of remote consultation doctors,and to provide references for improving the service pricing and salary mechanism.Methods:The expert consultation method and the Decision-Making Trial and Evaluation Laboratory(DEMATEL)were adopted to identify the key influencing factors of the technical and labor value of remote consultation doctors and the relationships among them.Results:A total of 6 causal factors and 8 outcome factors were screened out.Among them,the subjective feelings of the invited experts were the core causal factor,and work ability was the core outcome factor.Conclusion:Enhancing the subjective sense of acquisition and subjective sense of identity of experts on the invited side of teleconsultation guides doctors to set up correct values and improves doctors' medical knowledge,clinical experience,communication ability and other working abilities to effectively promote the sustainable development of teleconsultation.

Public hospitals have introduced third-party payment methods to improve patients'medical treatment experience,however large public hospitals face challenges in financial reconciliation due to the complexity of income types,multiple accounting units,and delayed cross-hospital reconciliation.Based on the practical experience of the First Affiliated Hospital of Zhengzhou University in financial management,it analyzes the current situation of third-party payment in hospitals and identifies key problems in financial reconciliation,such as increased risk of re-funds,prominent single-sided accounting issues,and low efficiency of manual reconciliation.It proposes strategies for optimizing the hierarchical structure of the reconciliation post,updating accounting subjects rationally,and im-proving the intelligence of the reconciliation system,to provide reference for financial reconciliation work in large pub-lic hospitals under third-party payment methods and improve the operational efficiency of public hospitals.

Public hospitals have introduced third-party payment methods to improve patients'medical treatment experience,however large public hospitals face challenges in financial reconciliation due to the complexity of income types,multiple accounting units,and delayed cross-hospital reconciliation.Based on the practical experience of the First Affiliated Hospital of Zhengzhou University in financial management,it analyzes the current situation of third-party payment in hospitals and identifies key problems in financial reconciliation,such as increased risk of re-funds,prominent single-sided accounting issues,and low efficiency of manual reconciliation.It proposes strategies for optimizing the hierarchical structure of the reconciliation post,updating accounting subjects rationally,and im-proving the intelligence of the reconciliation system,to provide reference for financial reconciliation work in large pub-lic hospitals under third-party payment methods and improve the operational efficiency of public hospitals.

Objective:To explore the key influencing factors of the technical and labor value of remote consultation doctors,and to provide references for improving the service pricing and salary mechanism.Methods:The expert consultation method and the Decision-Making Trial and Evaluation Laboratory(DEMATEL)were adopted to identify the key influencing factors of the technical and labor value of remote consultation doctors and the relationships among them.Results:A total of 6 causal factors and 8 outcome factors were screened out.Among them,the subjective feelings of the invited experts were the core causal factor,and work ability was the core outcome factor.Conclusion:Enhancing the subjective sense of acquisition and subjective sense of identity of experts on the invited side of teleconsultation guides doctors to set up correct values and improves doctors' medical knowledge,clinical experience,communication ability and other working abilities to effectively promote the sustainable development of teleconsultation.

Objective To identify the key influencing factors and role mechanisms of large-scale medical equip-ment allocation decision-making in public hospitals,and to provide a reference basis for optimizing resource alloca-tion strategies.Methods Through searching the literature related to large-scale medical equipment decision-making in public hospitals and combing the policies,the system of decision-making influencing factors was initially screened.The Delphi method and decision-making trial and evaluation laboratory method were used to obtain the key influencing factors of equipment allocation decision-making and to determine the interaction effects among the factors.Results A total of seven cause factors and nine effect factors were screened.Among them,cost-benefit analysis,equipment technical performance,and evaluation of similar equipment were the top three key drivers;leadership emphasis,equipment market price,and equipment supporting facilities were the top three key con-straints.Conclusion Priority be given to strengthening the management of driving factors,mainly by conducting a full-cycle assessment of cost-effectiveness,paying attention to the clinical value output of equipment technical performance,and monitoring regionally similar equipment.A dynamic response mechanism for constraints should be established,mainly to strengthen leadership decision-making,implement a centralized procurement price nego-tiation model and improve the pre-assessment system for ancillary facilities.

Objective:To understand the current situation of work performance and influencing factors of medical staff in tertiary hospitals in Henan Province,in order to provide references for improving their performance level.Methods:An electronic questionnaire was used to investigate the work engagement and work performance of medical staff in a sample hospital in Henan Province,and multiple regression analysis was used to explore the relationship between work engagement and work performance.Results:The total score of medical staff's job performance was 45.18±5.78;Cronbach's α coefficient of the questionnaire's reliability ranged from 0.870 to 0.964;medical staff's job commitment was positively correlated with their job performance;and the highest level of educational attainment,occupational category,and job commitment were the main influencing factors of job performance(P＜0.05).Conclusion:There is still much room for improvement in the work performance of medical staff in tertiary hospitals in Henan Province,and hospitals should focus on improving the work capacity of medical staff and actively improving work engagement in order to enhance the level of medical staff performance.

Objective:To understand the current situation of nursing staff's salary satisfaction and job performance in Henan Province,and to explore the mechanism of salary satisfaction's influence on job performance.Methods:Electronic questionnaire was used to investigate the salary satisfaction,job performance and job involvement of nursing staff in sample public hospitals in Henan Province,and structural equation model was used to analyze the influence path of salary satisfaction on job performance.Results:The scores of nurses'salary satisfaction,job performance and job involvement were(68.59±19.99),(48.95±6.53)and(82.27±18.22)respectively.Nursing salary satisfaction was significantly and positively correlated with job performance(r= 0.594,P＜0.01)and work engagement(r= 0.600,P＜0.01).The standardized path coefficient of nursing staff's salary satisfaction on job performance was 0.637(P= 0.002).Conclusion:Pay satisfaction for caregivers has a significant positive impact on job outcomes,and job engagement serves as a mediator between reward satisfaction and job outcomes.It is suggested to improve the salary satisfaction and job involvement of nursing staff in order to promote the improvement of job performance.

Under the new situation of healthcare reform and high-quality development,public hospitals are committed to explore an efficient and fair strategy for distributing position-based bonuses to all staff.Therefore,the innovative post classification evalua-tion coefficient method can effectively solve this problem.It discusses two kinds of hospital performance distribution management infra-structure:clinical and medical personnel performance management with RBRVS as the core and administrative logistics performance management guided by post evaluation.The general model of basic bonus post coefficient evaluation method is summarized and empiri-cal research is conducted.The results show that the average growth rate of hospital medical income in three years(2021-2023)is more than 35％,during the same period,the hospital achieves profit from loss,the"national examination"score jumps from C to B,and the patient satisfaction steadily increases to more than 97％.Therefore,it puts forward the strategy of hospital performance distribution based on post classification evaluation coefficient method:perfect performance management system provides basic guaran-tee for performance distribution;the establishment of hospital performance management objectives provides strategic support for per-formance distribution;the establishment of performance supervision and feedback mechanism continuously improves hospital perfor-mance distribution.

Objective To better mobilize the work motivation of the majority of medical staff and to explore the optimization strategy of the remuneration distribution mechanism in public hospitals.Methods A semi-structured interview was conducted on employees of a large public hospital in Henan Province using purposive sampling method in March 2024.Sort out,code,and integrate interview data based on grounded theory.Results Based on 40 interview materials,44 initial concepts,14 basic categories,6 main categories,and 3 core categories were summarized.A model of pay distribution mechanism in public hospitals based on pay distribution principle,pay distribution structure and pay management system was constructed.Conclusion It is recommended that hospitals ensure the fairness and competitiveness of salary distribution,implement diversified salary policies,and continuously improve the salary distribution structure and supervision and management system.