| 引用本文：刘锦林, 毛瑛.西部农村地区基层医疗卫生机构卫生人员离职意愿及影响因素分析——以陕西省为例[J].中国卫生政策研究,2016,9(3):33-38 |
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| 西部农村地区基层医疗卫生机构卫生人员离职意愿及影响因素分析——以陕西省为例 |
| 投稿时间：2015-12-17 修订日期：2016-03-02 PDF全文浏览 HTML全文浏览 |
| 刘锦林, 毛瑛 |
| 西安交通大学公共政策与管理学院 陕西西安 710049 |
| 摘要:目的:以陕西省为例,分析西部农村地区基层医疗卫生机构卫生人员的离职意愿及其影响因素。方法:利用探索性因子分析对工作压力和工作满意度进行降维分析;对工作压力、工作满意度和离职意愿进行单因素分析;对离职意愿进行二元Logistic回归分析。结果:25.6%的样本卫生人员有离职意愿;工作压力、工作满意度、个人学历、职称和机构类别是卫生人员产生离职意愿的显著影响因素;工作压力和工作满意度对离职意愿分别具有正向促进和反向抑制作用,工作压力对离职意愿具有完全中介效应;学历高、职称低、乡镇卫生院和县医院的卫生人员具有较高的离职意愿。结论:通过调整薪酬水平,提高基层医疗卫生机构卫生人员的收入满意度;扩充基层医疗卫生机构卫生人员队伍,适当降低现有卫生人员的工作压力;对农村地区卫生人员的工作与生活条件加以改善。 |
| 关键词:农村地区 基层医疗卫生机构 卫生人员 离职意愿 影响因素 |
| 基金项目:美国中华医学基金会项目(10-029) |
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| Analysis on turnover intention and its influencing factors of human resource for health in the western rural Chinese primary healthcare institutions: A case study of Shaanxi Province |
| LIU Jin-lin, MAO Ying |
| School of Public Policy and Administration, Xi’an Jiaotong University, Xi’an Shaanxi 710049, China |
| Abstract:Objective:Based on the case study of Shaanxi Province, this paper conducted analysis on turnover intention and its influencing factors of the human resource for health (HRH) in the western rural Chinese primary healthcare institutions. Methods:Exploratory factor analysis was adopted to measure the work stress and job satisfaction's dimensionality reduction; made single factor (univariate) analysis to compare the work stress, job satisfaction and turnover intention; and made a binary logistic regression analysis on turnover intention. Results:25.6% of the sampled HRH had turnover intention. Work stress, job satisfaction, education background, job position and institutions categories are the significant influencing factors on turnover intention. Work stress played a positive role in improving turnover intention and had a complete mediating effect on it while job satisfaction played a positive role in inhibiting it. The health personnel who had higher education, lower job positions and who worked in township and district hospitals had higher turnover intention. Conclusion:Problems should be solved through adjusting the salary levels to improve the primary healthcare institutions and HRH income satisfaction and increasing the number of workers to reduce the existing HRH's under pressure work. Meanwhile, the government should pay attention and improve the work and living conditions of HRH in rural areas. |
| Key words:Rural areas Primary healthcare institutions Human resource for health (HRH) Turnover intention Influencing factors |
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