Regarding “Committee Representation and Medicare Reimbursements: An Examination of the Resource‐Based Relative Value Scale”

Laugesen, Miriam

doi:10.1111/1475-6773.13084

Cited by 4 publications

(4 citation statements)

References 14 publications

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“…This system comprehensively considers various factors based on the job responsibilities, such as scientific research, teaching, and management, with the adoption of a resource-based relative value scale (RBRVS). The payments physicians receive are heavily influenced by the underlying "work" relative value units (RVUs) [24] which include the number of workloads and the complexity of the medical services performed at SYSUCC. The medical service points are accrued and are vary based on different medical departments.…”

Section: Rational Culturementioning

confidence: 99%

Chinese Hospital Culture Profile for Better Performance and Staff Satisfaction: A Case Study

Peng¹,

Chen²,

Cheng³

et al. 2021

SJBM

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Background: Chinese public hospitals are facing 'business-like' transformation challenges in the Health Care Reform policy era, with increasing focus on lean management and efficiency. At the same time, other issues have occurred, including tense physician-patient relations, heavy workloads and high job stress which have led to low job satisfaction and burnout among medical staff. This paper aims to explore a Chinese hospital culture profile with the possibility of combining a culture of a patient wellness-centered approach and a business-like approach. Methods: A questionnaire (n=110) using convenience sampling was carried out at Sun Yat-sen University Cancer Center (SYSUCC). Observation and interview (n=8) data on the hospital's operations were also collected. Results: SYSUCC's culture profile includes clan culture (mean = 4.35), hierarchical culture (mean = 4.40) and rational culture (mean = 4.32). The Chief Clinical Professor Responsibility System is a key strategy that enables this culture profile to be successful in the hospital. Conclusion: This culture profile focuses on teamwork inside and outside of the medical teams to achieve a positive and cohesive effect, with standardized operational and formal procedures, as well as, a performance assessment system to reach the goal of operational stability, efficiency and better financial outcomes.

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Section: Rational Culturementioning

confidence: 99%

Chinese Hospital Culture Profile for Better Performance and Staff Satisfaction: A Case Study

Peng¹,

Chen²,

Cheng³

et al. 2021

SJBM

View full text Add to dashboard Cite

show abstract

“…In 1989, Professor Xiao of Harvard University established a Resource-Based Relative Value Scale (RBRVS) by which to estimate the price of more than 7,000 medical service items. Subsequently, the RBRVS model was widely used by other countries (9)(10)(11)(12)(13). In 2006, the United States introduced multiple procedures for payment reduction (MPPR).…”

Section: Introductionmentioning

confidence: 99%

Performance Comparison of Public Hospitals Between 2014 and 2018 in Different Regions of Guangdong Province, China, Following 2017 Medical Service Price Reforms

Weng

Feng

Lin

et al. 2021

Front. Public Health

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This study analyzed performance of public hospitals and regional differences in performance following reform of medical service prices in Guangdong province, China. From three cities in four regions, we randomly selected a total of 12 traditional Chinese medicine hospitals and 12 general tertiary hospitals. Six questionnaires were completed by the hospitals, using 2014–2018 internal data. Principal components analysis was used to compare performances of the hospitals and regions following price reform. The extent to which medical service prices were adjusted varied considerable for different procedures in the same region and for the same category of procedures among regions. After reform, compensation for medical services in public hospitals reached the target of 80%, except in the Western region. However, annual growth of costs to patients was generally above 4%; the burden on patients was not alleviated by fee control. Reforms were more effective for comprehensive than Chinese traditional medicine hospitals. Performance scores of general hospitals in the Pearl River Delta, Eastern, Western, and Northern regions were 1.24, 1.16, −0.22, and −1.01, respectively. This is consistent with ranking by level of economic development of each region. The government should implement a regional medical service pricing mechanism. Additionally, comprehensive and traditional Chinese medicine hospitals should each have appropriate pricing policies. Future policies should focus on controlling costs incurred by patients.

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“…In 1989, Professor Xiao of Harvard University established a Resource-Based Relative Value Scale (RBRVS) by which to estimate the price of more than 7,000 medical service items. Subsequently, the RBRVS model was widely used by other countries [9][10][11][12][13]. In 2006, the United States introduced multiple procedures for payment reduction (MPPR).…”

Section: Introductionmentioning

confidence: 99%

Performance Comparison of Public Hospitals between 2014 and 2018 in Different Regions of Guangdong Province, China, Following 2017 Medical Service Price Reforms

Weng

Feng

Wang

2021

Preprint

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BackgroundThis study analyzed performance of public hospitals and regional differences in performance following reform of medical service prices in Guangdong province, China. From three cities in four regions, we randomly selected a total of 12 traditional Chinese medicine hospitals and 12 general tertiary hospitals.MethodsSix questionnaires were completed by the hospitals, using 2014–2018 internal data. Principal components analysis was used to compare performances of the hospitals and regions following price reform. The extent to which medical service prices were adjusted varied considerable for different procedures in the same region and for the same category of procedures among regions. ResultsAfter reform, compensation for medical services in public hospitals reached the target of 80%, except in the Western region. However, annual growth of costs to patients was generally above 4%; the burden on patients was not alleviated by fee control. Reforms were more effective for comprehensive than Chinese traditional medicine hospitals. Performance scores of general hospitals in the Pearl River Delta, Eastern, Western, and Northern regions were 1.24, 1.16, -0.22, and -1.01, respectively. This is consistent with ranking by level of economic development of each region.ConclusionThe government should implement a regional medical service pricing mechanism. Additionally, comprehensive and traditional Chinese medicine hospitals should each have appropriate pricing policies. Future policies should focus on controlling costs incurred by patients.

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Regarding “Committee Representation and Medicare Reimbursements: An Examination of the Resource‐Based Relative Value Scale”

Cited by 4 publications

References 14 publications

Chinese Hospital Culture Profile for Better Performance and Staff Satisfaction: A Case Study

Chinese Hospital Culture Profile for Better Performance and Staff Satisfaction: A Case Study

Performance Comparison of Public Hospitals Between 2014 and 2018 in Different Regions of Guangdong Province, China, Following 2017 Medical Service Price Reforms

Performance Comparison of Public Hospitals between 2014 and 2018 in Different Regions of Guangdong Province, China, Following 2017 Medical Service Price Reforms

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