Analysis of factors influencing the promotion and appointment of reserve management talents at West China Hospital, Sichuan University_West China Medical Journal

Authors：

ZHANG Xingxia ^1,2 , BAI Xue ^1,2 , WU Yixi ^1,2 , YUAN Yongqing ^1,2 ,  WANG Miao ^1,2

1. Organization Department, West China Hospital, Sichuan University, Chengdu, Sichuan 610041, P. R. China;
2. Research Center for HospitalParty Building, Institute of Hospital Management, West China Hospital, Sichuan University, Chengdu, Sichuan 610041, P. R. China;

Corresponding author：

WANG Miao, Email: 85893141@qq.com

Keywords：

Reserve management talents; promotion and appointment; influencing factors; public hospitals

DOI：

10.7507/1002-0179.202407238

Video：

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Objective To investigate the influencing factors on the promotion and appointment of reserve management talents in public hospitals, providing references for the full-cycle management of these talents. Methods A case-control study was conducted on reserve management talents at West China Hospital of Sichuan University from 2016 to 2023 to explore factors associated with their promotion and appointment. Results A total of 348 reserve management talents were included, with 102 in the promoted group and 246 in the non-promoted group. Univariate analysis revealed that age, academic degree, length of hospital service, employment type, professional title, supervisor type, and whether serving as a medical team leader were significantly associated with promotion (P<0.05). Multivariate logistic regression analysis revealed that reserve management talent category [part-time project supervisor vs. part-time dean’s assistant: odds ratio (OR)=0.050, 95% confidence interval (CI) (0.004, 0.594), P=0.018], doctoral degree [OR=9.279, 95%CI (2.626, 32.792), P=0.001], >10 years of hospital service [OR=3.598, 95%CI (1.892, 6.842), P<0.001], and supervisor type [master’s supervisor vs. non-supervisor: OR=2.234, 95%CI (1.148, 4.349), P=0.018; doctoral supervisor vs. non-supervisor: OR=7.604, 95%CI (2.882, 20.061), P<0.001] as independent predictors of promotion. Conclusion Reserve management talent category, advanced academic degrees (doctorate), longer service duration (>10 years), and qualification as a graduate supervisor are independent predictors of promotion to management positions, highlighting the competitive advantage of candidates with academic credentials, practical experience, and competencies in both teaching and administration.

Citation： ZHANG Xingxia, BAI Xue, WU Yixi, YUAN Yongqing, WANG Miao. Analysis of factors influencing the promotion and appointment of reserve management talents at West China Hospital, Sichuan University. West China Medical Journal, 2025, 40(4): 604-609. doi: 10.7507/1002-0179.202407238 Copy

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2.	李玉敏, 刘园园. 公立医院后备干部培养模式研究. 人才资源开发, 2021(8): 33-34.
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4.	陆晓菁, 江云, 徐莱, 等. 某三甲公立医院后备人才培养新模式的探索. 中医药管理杂志, 2024, 32(20): 59-61.
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6.	高阳, 孙馨. “备而不用”的烦恼. 中国卫生人才, 2012(1): 21-31.
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11.	陈晨, 王佳莹, 段宁, 等. 228 名新入职医护人员职业期待分析. 中华医院管理杂志, 2020, 36(3): 229-231.
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17.	宁艳阳. 四川大学华西医院用荣耀和收入激发个人活力. 中国卫生, 2020(1): 58-59.
18.	孙胜欣, 强美英. 公立医院卫生技术职称评聘制度缺陷及应对策略研究. 中国医院管理, 2022, 42(6): 8-12.
19.	郭潇雅. 设置“医疗组长”助力提质增效. 中国医院院长, 2022, 18(6): 79-81.
20.	吴少玮, 余晓云, 贺哲, 等. 主诊医师负责制下医疗组管理制度的实施策略与思考. 中国医院管理, 2022, 42(1): 57-59, 63.
21.	周昀, 程永忠, 李为民. 四川大学华西医院主诊医师负责制的探索与实践. 中国卫生事业管理, 2018, 35(11): 816-818.
22.	纪光欣, 阮克丽. 领导干部晋升影响因素研究述评. 青岛行政学院学报, 2022(3): 74-79.

1. 张宇. 关键岗位后备人才的选取困境与培育之策. 领导科学, 2022(6): 25-27.
2. 李玉敏, 刘园园. 公立医院后备干部培养模式研究. 人才资源开发, 2021(8): 33-34.
3. 张勇, 孙继红, 李晓红, 等. 自主管理在医院后备人才队伍建设中的实践与思考. 中华医院管理杂志, 2010, 26(10): 750-752.
4. 陆晓菁, 江云, 徐莱, 等. 某三甲公立医院后备人才培养新模式的探索. 中医药管理杂志, 2024, 32(20): 59-61.
5. 郑陆林. 公立医院后备管理人才培养实践特点分析. 中国医院, 2018, 22(1): 63-65.
6. 高阳, 孙馨. “备而不用”的烦恼. 中国卫生人才, 2012(1): 21-31.
7. 许晓丹, 徐春霞, 林莉莉, 等. 县级公立医院后备干部管理实践与探索. 中国卫生人才, 2024(12): 37-40.
8. 郭佳. 四川大学华西医院后备管理人才队伍建设的实践与探索. 广西医学, 2018, 40(20): 2512-2514.
9. 董彧, 梁秋瑜, 张杰, 等. 影响广西护理人员职称晋升的因素分析. 广西医学, 2021, 43(4): 509-512.
10. 滕光生. 军医大学临床医学专业人员晋升正高级技术职务的状况及其影响因素的研究. 西安: 第四军医大学, 2005.
11. 陈晨, 王佳莹, 段宁, 等. 228 名新入职医护人员职业期待分析. 中华医院管理杂志, 2020, 36(3): 229-231.
12. 龚怡琳, 曾琳, 刘辉, 等. 我院 2006-2018 年临床医师职称晋升情况分析. 中国医院管理, 2019, 39(11): 51-53.
13. Spilerman S, Lunde T. Features of educational attainment and job promotion prospects. Am J Sociol, 1991, 97(3): 689-720.
14. 林蓉蓉. 人力资本如何影响官员晋升——基于 1990~2013 年省级领导晋升过程的研究. 政治学研究, 2019(1): 91-105, 128.
15. Dyrbye LN, Shanafelt TD, Gill PR, et al. Effect of a professional coaching intervention on the well-being and distress of physicians: a pilot randomized clinical trial. JAMA Intern Med, 2019, 179(10): 1406-1414.
16. 刘红雨, 史美景. 基于胜任力模型的大学附属医院中青年管理干部培养体系研究. 现代医院管理, 2022, 20(1): 56-59.
17. 宁艳阳. 四川大学华西医院用荣耀和收入激发个人活力. 中国卫生, 2020(1): 58-59.
18. 孙胜欣, 强美英. 公立医院卫生技术职称评聘制度缺陷及应对策略研究. 中国医院管理, 2022, 42(6): 8-12.
19. 郭潇雅. 设置“医疗组长”助力提质增效. 中国医院院长, 2022, 18(6): 79-81.
20. 吴少玮, 余晓云, 贺哲, 等. 主诊医师负责制下医疗组管理制度的实施策略与思考. 中国医院管理, 2022, 42(1): 57-59, 63.
21. 周昀, 程永忠, 李为民. 四川大学华西医院主诊医师负责制的探索与实践. 中国卫生事业管理, 2018, 35(11): 816-818.
22. 纪光欣, 阮克丽. 领导干部晋升影响因素研究述评. 青岛行政学院学报, 2022(3): 74-79.

West China Medical Journal

Analysis of factors influencing the promotion and appointment of reserve management talents at West China Hospital, Sichuan University

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