Purpose

This paper aims to improve our understanding of performance measurement systems in the health and care sector, by focussing on employee reactions to core performance measurement practices. Targets and monitoring are hypothesised to be associated with employee perceptions of job control, supportive management and job demands, which in turn, are expected to be linked to employee-wellbeing and organisational commitment.

Design/methodology/approach

Matched employee workplace data are extracted from a nationally representative and publicly available survey. Structural equation models are estimated.

Findings

Performance measurement systems are neither perceived as resources nor additional demands. Setting many targets and a focus on productivity can lead to negative employee outcomes, since these positively correlate with perceptions of job demands, which negatively correlate with employee wellbeing. However, monitoring financial performance and monitoring employee performance may be helpful to managers, as these are positively associated with employee perceptions of job control and supportive management, which positively correlate with job satisfaction and organisational commitment and, negatively, with anxiety. Overall, common criticisms of performance measurement systems in healthcare are questioned.

Originality/value

Given the lack of consensus on how performance measurement systems can influence employee experiences and outcomes, this study combines theories that argue for performance measurement systems in managing operations with models developed by psychologists to describe how perceptions of the work conditions can affect employee attitude and wellbeing. A conceptual model is therefore developed and tested, and potential direct and indirect effects of performance measurement systems in the health sector are inferred.

中文翻译：

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医疗保健部门的绩效衡量系统：目标和监控是否对员工有额外的需求或资源？

目的

本文旨在通过关注员工对核心绩效衡量实践的反应，提高我们对医疗保健领域绩效衡量系统的理解。假设目标和监控与员工对工作控制、支持性管理和工作要求的看法相关，而这些看法反过来又预计与员工福祉和组织承诺相关。

设计/方法论/途径

匹配的员工工作场所数据是从具有全国代表性的公开调查中提取的。估计结构方程模型。

发现

绩效衡量系统既不被视为资源，也不被视为额外的需求。设定许多目标并关注生产力可能会导致负面的员工结果，因为这些目标与工作需求的认知呈正相关，而工作需求的认知与员工的福祉呈负相关。然而，监控财务绩效和监控员工绩效可能对管理者有所帮助，因为这些与员工对工作控制和支持性管理的看法呈正相关，而这与工作满意度和组织承诺呈正相关，与焦虑呈负相关。总体而言，对医疗保健绩效衡量系统的常见批评受到质疑。

原创性/价值

鉴于对绩效衡量系统如何影响员工体验和结果缺乏共识，本研究将支持运营管理绩效衡量系统的理论与心理学家开发的模型结合起来，以描述对工作条件的看法如何影响员工的态度和福祉。因此，开发和测试了一个概念模型，并推断了卫生部门绩效衡量系统的潜在直接和间接影响。