Objectives: This study evaluates the effects of a reform in a specialist performance-incentive program at a university dental hospital, which shifted from a mixed (50% individual + 50% department) to a fully individual-based scheme. Methods: A physician-month panel of 29 dental specialists (January 2023 to December 2024; 696 observations) was analyzed using a two-way fixed-effects difference-in-differences model. Outcomes included medical revenue, number of patients, and incentive pay. Results: The reform did not significantly affect medical revenue or patient volume. However, incentive pay increased for the individual performance–dominant group (β=0.457, p=.021). Department-level analyses revealed heterogeneous effects. Conclusions: Strengthening individual performance evaluation primarily affects compensation distribution rather than overall productivity, highlighting the need to consider departmental heterogeneity in system design.
목차
Ⅰ. 서론 Ⅱ. 연구방법 1. 연구 모형 2. 연구 대상 및 자료수집 3. 변수 설정 4. 분석 방법 Ⅲ. 연구결과 1. 일반적 특성 2. 전체 대상 이중차분법(DID) 분석 결과 3. 진료과별 이중차분법 분석 결과 4. 내과계 특정 진료과 이중차분법 분석 결과 Ⅳ. 고찰 Ⅴ. 결론 REFERENCES