| 卓滋泽,高 兰,陈 檑,等.基于因子分析的国家肿瘤区域医疗中心外派干部履职能力评价研究[J].中国肿瘤,2026,35(6):486-490. |
| 基于因子分析的国家肿瘤区域医疗中心外派干部履职能力评价研究 |
| Competency Evaluation of Dispatched Cadre in National Cancer Regional Medical Center Based on Factor Analysis |
| 投稿时间：2026-04-26 |
| DOI：10.11735/j.issn.1004-0242.2026.06.A008 |
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| 中文关键词: 国家肿瘤区域医疗中心 外派干部 因子分析 履职能力 评价 |
| 英文关键词:National Cancer Regional Medical Center dispatched cadre factor analysis competency evaluation |
| 基金项目:中央高校基本科研业务费项目（3332022090） |
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| 中文摘要: |
| 摘 要：［目的］ 探索国家肿瘤区域医疗中心总院外派干部履职能力评价条目的内在结构，比较不同特征干部的能力差异。［方法］ 采用第三方评价法，以中国医学科学院肿瘤医院（总院）外派至深圳医院的31名干部为核心研究对象，面向深圳医院全院职工发放《外派干部履职评价调查问卷》，由职工对12个履职能力条目进行5级Likert评分，回收有效问卷1 044份。先计算每位干部每个条目的评价人平均分以消除人数差异，再采用主成分分析法进行探索性因子分析提取公因子并计算因子得分，通过独立样本t检验比较不同职务、职称干部的因子得分差异。［结果］ 共提取3个公因子，累计方差解释率为78.64%，分别命名为“管理与协作能力”（含岗位胜任、沟通协作等5个条目）、“专业与执行能力”（含专业能力、创新能力等3个条目）和“态度与纪律”（含责任心、诚信道德等3个条目）。有行政职务干部在因子1上的得分高于无行政职务干部（P<0.05），高级职称干部在因子2上的得分高于中级职称干部（P<0.05）。［结论］ 国家肿瘤区域医疗中心外派干部履职能力呈现清晰的三维结构，不同职务、职称干部的优势维度存在差异。建议针对不同群体制定差异化的培养与考核策略，以提升外派干部管理效能。 |
| 英文摘要: |
| Abstract：［Purpose］ To evaluate the competency for cadres dispatched from the headquarters to National Cancer Regional Medical Center and compare competency differences among cadres with different characteristics. ［Methods］ Using the third-party evaluation method， 31 cadres dispatched from the Cancer Hospital， Chinese Academy of Medical Sciences (headquarters) to Shenzhen Hospital were taken as the core research objects. The self-designed “Questionnaire on Competency Evaluation of Dispatched Cadres from Headquarters” was distributed to all staff of Shenzhen Hospital， and 1 044 valid responses were collected， in which 12 competency items were rated using a 5-point Likert scale. To eliminate the influence of different numbers of raters， the average score of all raters for each item of each cadre was calculated. Exploratory factor analysis (EFA) was performed using principal component analysis to extract common factors and compute factor scores. Independent samples t-test was used to compare factor scores between cadres with different positions and professional titles. ［Results］ Three common factors were extracted， with a cumulative variance explained of 78.64%. Factor 1 was named “Management and collaboration ability”(including job competence， communication and coordination， team performance， goal achievement， and work efficiency). Factor 2 was named “Professional and executive ability”(including professional ability， innovation ability， and performance ability). Factor 3 was named “Attitude and discipline”(including responsibility， integrity and morality， and attendance). Personnel with administrative positions scored higher than those without on Factor 1 (P<0.05)， and personnel with senior professional titles scored higher than those with intermediate titles on Factor 2 (P<0.05). ［Conclusion］ The competency of dispatched cadres in National Cancer Regional Medical Center presents a clear three-dimensional structure. Cadres with different positions and professional titles have different strength dimensions. Differentiated training and assessment strategies should be developed for different groups to improve the management efficiency of dispatched cadres. |
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