Objective: To construct a self-functional structure model of medical staff conducive to job performance management and verify its rationality and correctness. Methods: On the basis of the theoretical research, a hypothesis model of self-functional structure on what affecting the work performance of medical staff was put forward. The observed variables and their items of the model were constructed with qualitative research and psychometric techniques. At the same time, exploratory factors and confirmatory factors were analyzed to further confirm the rationality and correctness of the hypothesized model. Results: Three factor sets extracted by exploratory factor analysis could explain 79.975% of the total variance. Overall Cronbach's α was 0.909, and the Cronbach's α coefficients of each factor were distributed between 0.702 and 0.904. Three hypothetical variables had significant correlations (P<0.05) and the absolute values of the correlation coefficients were all less than 0.4. High discrimination showed by the construct validity. The differences of regression coefficients between different variables were all statistically significant (P<0.05), and the causal relationships between different variables in the model were accurate and reliable. The fit parameters in the structural equation model analysis were all within the acceptable range (χ²/df=2.990, RMSEA=0.0634, NFI, TLI, CFI, IFI, GFI were all greater than 0.9, AGFI=0.809, PGFI=0.601). Conclusion: Through verification, we further confirm that the assumed model is reasonable and correct. The model contains 11 indicators, including extrinsic motivation, intrinsic motivation, mental model, problem representation, resource matching, metacognition, knowledge, mental program, mental skills, experience, implementation, 67 influencing factors who belong to three systems (self-motivating, self-balancing and self-effect integration system), which could be used to guide the compilation of relevant measurement tools and human resources development.