运用层次分析法确定临床科主任胜任力评价体系的指标权重

摘要

Objective: On the basis of previous researches, the paper confirmed the weight of indicators to build clinical department director’s competency model accurately. Methods:Using the method of analytic hierarchy process to establish evaluation hierarchy for clinical department director’s competency and construct the pair wise comparison judgment matrix, checking consistency and judgment matrix at the same time. Result:The weight coefficient of 6 first class indictors, 16 secondary class indictors and 31 third class indictors were confirmed. The weight of each indictor matched all consistent with the inspection. Conclusion:The competency model gives quantitative reference for the appointment, training and management of clinical department director.%目的：在前期研究所形成的临床科主任胜任力评价指标体系的基础上，确定各指标权重，以构建更加准确的临床科主任胜任力模型。方法：运用层次分析法（AHP）建立临床科主任胜任力评价指标层次结构，构建两两比较判断矩阵，并对判断矩阵进行一致性检验。结果：确立了6个一级指标，16个二级指标以及32个三级指标的权重系数，各指标权重均数均满足一致性检验，最终科学客观的完成了临床科主任胜任力指标体系权重的设置。结论：研究所构建的胜任力模型层次分明、评价指标明确、权重合理稳定，为临床科主任任用、培养和管理提供可量化的依据。