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目的:探索利用Hirsch指数(H指数)对医学人才发表学术论文绩效进行评价的可行性。方法:纳入南京医科大学附属无锡人民医院67位医学人才为研究对象，检索其自2007年以来在PubMed、中国引文数据库、中国知网(CNKI)、万方、百度学术等数据库中收录的已发表论文数量和被引用次数，根据Rousseau R提出的列表法计算纳入对象发表文章的H指数。将H指数与研究对象的发表文章数、总被引次数、均篇被引次数等传统科研绩效评价指标进行对比分析，并利用Pearson检验探寻H指数和传统评价指标之间的相关性。结果:纳入的67位对象发表文章的H指数分布在1至14之间；Pearson检验提示，H指数和发文总数、总被引次数和均篇被引次数均在0.01水平上显著相关，Pearson值分别为0.746、0.932和0.648。结论:H指数作为新的科研绩效评价体系在对医疗人才的评价中具有一定价值，但在数据库纳入范围、研究工作时长、纳入文章中的作者排名限定等方面尚有待继续改进和优化。“,”Objective:To explore the feasibility of using Hirsch index(H index) to evaluate the performance of academic papers published by medical talents.Methods:67 medical talents of Wuxi People′s Hospital Affiliated to Nanjing Medical University were enrolled in the study. The numbers of papers published and citations of these talents which have been included by PubMed, Chinese Citation Database, CNKI, Wanfang, and Baidu Scholar. The H value of these talents was calculated according to the list method proposed by Rousseau R. The H index was compared with the traditional evaluation indexes of scientific research performance, such as the number of papers published, the total number of citations and the average number of citations. Pearson test was used to explore the correlation between H index and traditional evaluation index.Results:The H value of 67 talents ranged from 1 to 14. Pearson test showed that the H index was significantly correlated with the total number of papers, the total number of citations and the average number of citations at the level of 0.01, and their Pearson value was 0.746, 0.932, and 0.648 respectively.Conclusions:As a new scientific research performance evaluation system, the H index is recommended in the evaluation of medical personnel, but it needs further and sustained optimization in terms of database inclusion timespan, research work timespan, and authors ranking limit among others.