The Career Development for University Hospital Clerks

Comparison with Company Employees about Career Anchor

Abstract

The implementation of DPC/PDPS (Diagnosis Procedure Combination/Per-Diem Payment System) requires the learning of new work competencies for hospital clerks as well as developmental support for these competencies. However, hospital workers' training is often modelled on training programs designed for companies, without sufficient validation of their propriety and effectiveness for medical professionals.

This study compares career anchors-the most appropriate work styles for a person-of university hospital clerks and company employees as well as considers the propriety of corporate career development support policies for university hospital clerks. The study examines the relationship between career anchors and career development support policies appropriate for the attributes of university hospital clerks and then derives policies conducive to career development.

To test our hypotheses for the two objectives, we conducted a visit survey using an anonymous questionnaire targeting both university hospital clerks and company employees. Valid responses were received from 106 individuals. Then, data from the survey were examined to validate the hypotheses and further analysis was performed.

The results demonstrate that in the career anchor category, the percentage of technical/functional competence and lifestyle in both university hospital clerks and company employees is high, with no significant difference. Therefore, we conclude that it is appropriate to apply company policies to university hospital clerks. In addition, we identify a trend of prioritizing work-life balance and simultaneously improving workplace professionalism, which suggests that the assessment, career paths, career consultation, as well as dual-track human resource systems are all effective policies.