| 引用本文：王群凯, 孟楠, 吴群红, 王可欣, 李美晔, 诸葛瑞倩, 王雨璇.东北地区公共卫生机构人才流失对组织凝聚力的影响——基于有调节的中介模型检验[J].中国卫生政策研究,2024,17(6):56-63 |
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| 东北地区公共卫生机构人才流失对组织凝聚力的影响——基于有调节的中介模型检验 |
| 投稿时间：2024-04-18 修订日期：2024-06-07 PDF全文浏览 HTML全文浏览 |
| 王群凯1, 孟楠1, 吴群红1, 王可欣1, 李美晔2, 诸葛瑞倩1, 王雨璇1 |
1. 哈尔滨医科大学卫生管理学院 黑龙江哈尔滨 150081;
2. 山东第二医科大学公共卫生学院 山东潍坊 261053 |
| 摘要:目的：深入探讨人才流失对组织凝聚力的影响机制，以期破解东北地区人才流失导致的问题，消除影响公共卫生机构核心凝聚力的不利因素。方法：采用方便抽样与滚雪球抽样相结合的方式，调查有效问卷11 912份，并运用描述性统计、回归分析以及有调节的中介效应分析等方法对数据进行系统分析。结果：人才流失对组织凝聚力具有显著的负向影响(β=-1.29,P<0.001)；而角色超载在两者之间起部分中介作用，中介效应显著(效应值=-0.56，95%CI=-0.67~-0.46)，中介效应占总效应的43.4%；月收入能够显著调节角色超载对组织凝聚力的影响(β=1.00,P<0.001)。结论：建议通过调整薪资待遇水平来缓解公共卫生人员角色超载感，采取长效激励机制等策略来降低人才流失的负面影响，进而增强组织凝聚力，为相关机构提供理论和实践指导。 |
| 关键词:人才流失 组织凝聚力 角色超载 有调节的中介模型 |
| 基金项目:国自然国际(地区)合作与交流项目(72361137562)；黑龙江省公共健康安全及医改策略高端智库研究项目(ZKWT1013) |
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| Impact of brain drain on organizational cohesion in northeastern public health institutions: Based on moderated mediation model tests |
| WANG Qun-kai1, MENG nan1, WU Qun-hong1, WANG Ke-xin1, LI Mei-ye2, ZHUGE Rui-qian1, WANG Yu-xuan1 |
1. School for Health Management, Harbin Medical University, Harbin Heilongjiang 150081, China;
2. School for Public Health, Shandong Second Medical University, Weifang Shandong 261053, China |
| Abstract:Objective: The purpose of this study is to explore in depth the mechanism of the impact of brain drain on organizational cohesion, with a view to cracking the vicious circle problem caused by brain drain in the northeast region and eliminating the unfavorable factors affecting the core cohesion of public health institutions. Methods: A combination of convenience sampling and snowball sampling was used to survey11 912 valid questionnaires, and the data were systematically analyzed using descriptive statistics, regression analysis, and moderated mediated effects analysis. Results: Brain drain has a significant negative effect on organizational cohesion (β=-1.29,P<0.001); and role overload partially mediates between the two, with a significant mediating effect (effect value=-0.56,95% CI=-0.67~-0.46), and the indirect effect accounts for 43.4% of the total effect; and monthly income significantly moderates the effect of brain drain on organizational cohesion through role overload (β=1.00,P<0.001). Conclusion: It is recommended to alleviate the sense of role overload among public health personnel by adjusting the level of salary and benefits, and to reduce the negative impact of brain drain by adopting long-term incentive mechanisms and other strategies, thus enhancing organizational cohesion and providing theoretical and practical guidance for relevant institutions. |
| Key words:Brain drain Organizational cohesion Role overload Moderated mediation model |
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