| 引用本文：王鑫峰, 欧阳伟, 王延赏.我国卫生监督机构人力资源配置现状及空间分布研究[J].中国卫生政策研究,2022,15(2):46-53 |
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| 我国卫生监督机构人力资源配置现状及空间分布研究 |
| 投稿时间：2021-12-03 修订日期：2022-02-21 PDF全文浏览 HTML全文浏览 |
| 王鑫峰1, 欧阳伟1, 王延赏2 |
1. 中国人民大学公共管理学院 北京 100872;
2. 北京大学中国卫生发展研究中心 北京 100191 |
| 摘要:目的：研究我国卫生监督机构人力资源的配置现状与空间分布演变，为卫生监督体系的改革发展提供依据。方法：运用集聚度指标评价卫生监督人力资源配置的公平性，采用空间自相关模型分析卫生监督人员的空间分布及演变。结果：2014—2019年，我国卫生监督机构的人员配置总量与卫生技术人员数分别下降4.93%和8.76%；2019年，各省份的卫生监督员数量均不符合编制标准，大多省份卫生技术人员的占比不高；东北地区的资源配置发生明显变化，华中和华北地区的配置公平性总体优于西南地区；人力资源全局空间差异具有统计学意义，空间聚集水平略有下降。高—高聚集类型恒定位于内蒙古、山西、陕西、宁夏和甘肃，低—低聚集区域不断缩小并逐渐消失。结论：我国卫生监督机构的人力资源总量不足且分布不均，卫生监督人员在西北、华北部分省份存在聚集现象；应进一步提升编制数量，针对性地弥补卫生监督人员缺口，改善卫生技术人员短缺省份的人员编制占比，着力推动人力资源的合理均衡配置。 |
| 关键词:卫生监督机构 人力资源 集聚度 空间自相关 |
| 基金项目:中国人民大学“中央高校建设世界一流大学(学科)和特色发展引导专项资金”(2022080);中国人民大学公共健康与疾病预防控制交叉学科重大创新平台建设成果 |
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| Research on the current situation and spatial distribution of human resource allocation in health supervision institutions in China |
| WANG Xin-feng1, OU Yang-wei1, WANG Yan-shang2 |
1. School of Public Administration and Policy, Renmin University of China, Beijing 100872, China;
2. China Center for Health Development Studies, Peking University, Beijing 100191, China |
| Abstract:Objective: To analyze the current situation and the evolution of spatial distribution of human resources allocation in health supervision institutions in China, so as to provide references for the reform and development of the health supervision system. Methods: The agglomeration degree was used to evaluate the equity allocation of human resources in health supervision institutions, and the spatial autoregression model was used to analyze the spatial distribution and evolution characteristics of health supervisors. Results: The total number of health supervisors and their technicians decreased by 4. 93% and 8. 76% from 2014 to 2019 respectively. In 2019, all provinces in China did not meet the establishment standard nationwide, and the proportion of technical personnel in most provinces was low. In addition, the allocation of human resources in Northeast China has changed significantly, and the fairness of human resources allocation in Central China and North China is better than that of Southwest China. This analysis results also indicate that the overall spatial aggregation level of human resources with statistically significant differences has slightly decreased. Inner Mongolia, Shaanxi, Shanxi, Ningxia and Gansu belong to the “high-high” type areas all the time. However, the “low-low” type regions have been shrinking and gradually disappearing. Conclusion: The allocation of human resources in health supervision institutions in China is totally insufficient and unevenly distributed. There is also an agglomeration phenomenon of health supervisors in some provinces located in Northwest and North China at the same time. It is suggested that the government should continue to narrow the gap of staff quantity, to make up for the gap of health supervision personnel, to improve the proportion of personnel in provinces with a shortage of technical personnel, and to strive to promote the balanced allocation of human resources in health supervision institutions. |
| Key words:Health supervision institutions Human resources Agglomeration degree Spatial autocorrelation |
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