| 引用本文：韩曌然,杨万金,聂瀚林,等.县(区)级疾病预防控制中心人员工作偏好研究 ——基于离散选择实验[J].中国卫生政策研究,2025,18(2):53-59 |
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| 县(区)级疾病预防控制中心人员工作偏好研究 ——基于离散选择实验 |
| 投稿时间：2024-12-05 PDF全文浏览 HTML全文浏览 |
| 韩曌然1,杨万金1,聂瀚林1,郭岩2,石学峰1 |
| 1.北京中医药大学 北京 100029 ;2.中国疾病预防控制中心 北京 102206 |
| 摘要:目的:探讨县(区)级疾病预防控制中心人员的工作偏好,为制定有效的激励机制提供依据。方法:采用分层抽样和立意抽样相结合的方法,调研了山东省、湖北省、贵州省的56家县(区)级疾控机构的1 809名工作人员,利用混合logit模型与潜在类别模型分析数据,同时进行支付意愿分析。结果:混合logit模型结果显示,研究纳入的7个关键属性及其水平对县(区)级疾控人员的工作均具有显著的激励作用(P<0.05),其中编制是最为重要的激励因素(β=2.249)；潜在类别模型结果显示,三类人群的主要区别在于对退出选项的选择不同以及对工作属性偏好的差异。结论:县(区)级疾控人员偏好选择收入增加、福利水平很高、有编制、工作量少、群众的认可与尊重较好、个人职业发展机会很多、培训机会丰富的工作。建议:合理控制并动态调整编制总量,实现编内编外人员“同工同酬”；综合施策,保健因素与激励因素并重；对不同类别的疾控人员应采用差异化激励措施,提供更多学习和晋升机会,助力职业发展。 |
| 关键词:疾控中心 人员 县(区)级 工作偏好 离散选择实验 |
| 基金项目:中国疾病预防控制中心资助项目(90020671720024) |
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| A study on job preferences of CDC personnel at county level:Based on a Discrete Choice Experiment |
| HAN Zhao-ran1, YANG Wan-jin 1, NIE Han-lin 1, GUO Yan2, SHI Xue-feng 1 |
| 1.Beijing University of Chinese Medicine, Beijing 100029, China ;2.Chinese Centre for Disease Control and Prevention, Beijing 102206, China |
| Abstract:Objective: This study aims to explore the job preferences of county-level Centers for Disease Control and Prevention (CDC) personnel and to provide a basis for the development of effective incentive mechanisms.Methods:This study used a combination of stratified sampling and latent class sampling to investigate 1 809 respondents from 56 county-level CDCs in Shandong Province, Hubei Province, and Guizhou Province.Data were analysed using a mixed logit model and a latent class model, and willingness to pay was calculated.Results:The results of the mixed logit model showed that, all attributes and their levels had a significant influence(P<0.05), with establishment being the most important motivating factor (β=2.249).In the latent class model, respondents were divided into three categories.The main differences between the three classes were the choice of exit options and differences in preferences for job attributes.Conclusion:County-level CDC personnel preferred jobs with higher incomes, very good benefit levels, establishment, low workload, better recognition and respect from the public, more opportunities for career advancement, and abundant training opportunities.It is recommended that the total number of establishment should be rationally controlled and dynamically adjusted to balance the differences between working conditions within and outside the establishment; that a comprehensive approach should be adopted to improve both hygiene and motivation factors; and that different incentives should be adopted for different categories of CDC staff.Those who are willing to make a change should be provided with more opportunities for training and career advancement. |
| Key words:Centres for Disease Control and Prevention Personnel County-level Job preference Discrete Choice Experiment |
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