摘要
目的以南京市浦口区为例,调查基层全科医生的离职倾向及其影响因素。方法采用问卷调查浦口区基层医疗卫生机构的195名全科医生,收集包括一般社会人口学信息和离职倾向相关信息资料。采用t检验和F检验分析对离职倾向社会人口学资料进行单因素分析,采用多重线性回归分析技术探讨基层全科医生离职倾向的影响因素。结果单因素分析发现仅有年龄和职称对基层社区全科医生离职倾向有统计学意义。以职称分组为依据,拟合各自离职倾向的Logistic回归模型进行多因素分析发现:(1)不同职称基层全科医生的离职倾向影响因素均不尽相同;(2)高级职称者中,仅有"自主决定工作计划"和"受家庭牵绊"两个变量对离职倾向的作用有统计学意义(β值分别为-0.321、0.542,P分别<0.05、P<0.01);中级职称者中,受家庭牵绊越多和个人能力越容易找到其他工作,其离职倾向越高(β值分别为0.595、0.252;P分别<0.001、<0.01);初级职称者中,越认为"受家庭牵绊"、"个人能力易找到其他工作"、"高付出、低回报",其离职倾向越高(β值分别为0.216、0.318、0.283;P分别<0.05、<0.001、<0.01);"不错的福利待遇、休假等"这一指标提示社区全科医生对于相关激励措施的不满意(β值为-0.329,P<0.001);无职称者中,对硬件设备等工作条件不满意和认为自己无法胜任现有工作的基层社区全科医生其离职倾向较高(β值分别为0.387、0.560,P均<0.01),越是同意"个人能按时完成工作"、"对工作成就满意"、"无法获得荣誉称号和精神奖励"其离职倾向相对较低(β值分别为-0.561、-0.556、-0.224;P分别<0.01、<0.001、<0.01)。结论社区全科医生的职称越高,其离职倾向影响因素越少,不同职称的社区全科医生的影响因素也不尽相同,需针对不同职称的全科医生进行精细化管理,提升基层医疗卫生机构管理水平,鼓励在职研究生教育,以稳定�
Objective To study the turnover tendency and the associated influencing factors of GPs in Pukou District of Nanjing City. Methods A questionnaire survey was conducted among 195 GPs in primary health care institutions of Pukou District, Nanjing City to collect general sociodemographic information and turnover intention. T test andF test were used to conduct a univariate analysis on the social demographic data of turnover intention, and multiple linear regression analysis was made to explore the influencing factors for turnover intention of grassroots GPs.Results The univariate analysisresults showed that only age and professional title had statistical significance for turnover tendency of grassrootsGPs. Taking professional title variable as the basis, four Logistic regression models of turnover intention were fitted and the multivariate analysis found that:(1) the influencing factors of turnover tendency of primary GPs with different professional titles were different;(2) among the respondents with senior title, only two variables, “self-determined work plan” and “being tied down by family”, had statistical significance on turnover intention(β values were-0.321, 0.542, P<0.05, <0.01, respectively). Among respondents with intermediate title, the more family ties and the better personal ability they have to find other jobs, and the higher their turnover tendency(β values were 0.595, 0.252;P<0.001, <0.01);and among those with junior title, the more they thought “being tied down by family”, “having better personal ability to find other jobs”, and “greater effort but lower reward”, the higher the resignation intention(β values were 0.216, 0.318, 0.283, respectively;P<0.05, <0.001, <0.01). The index of “good welfare package, vacation, etc.” indicated that grassroots GPs were not satisfied with relevant incentive measures(β value was-0.329;P<0.001). Among GPs with no professional title, those who were not satisfied with the working conditions such as hardware equipment and those who think them
作者
唐卫卫
陈正阳
陈家应
周亚夫
胡丹
李亚慧
杨帆
TANG Weiwei;CHEN Zhengyang;CHEN Jiaying;ZHOU Yafu;HU Dan;LI Yahui;YANG Fan(School of Medicine and Polities,Nanjing Medical University,Nanjing,Jiangsu 211166,China;Research Institute of Healthy Jiangsu,Nanjing Medical University,Nanjing,Jiangsu 211166,China;Research Center for Global Health,Nanjing Medical University,Nanjing,Jiangsu 211166,China;Research Center for General Practice,Nanjing Medical University,Nanjing,Jiangsu 211166,China)
出处
《中国农村卫生事业管理》
2021年第12期873-878,共6页
Chinese Rural Health Service Administration
基金
国家自然科学基金项目(71874087)
江苏省高校哲学与社会科学研究一般项目(2019SJA0297)
江苏省教育厅哲学社会科学重点研究基地项目(2019B05)
健康江苏浦口创新研究中心浦口区基层医疗卫生人才队伍建设项目
江苏高校哲社社会科学优秀创新团队“公共健康政策与管理创新研究团队”资助。
关键词
全科医生
离职倾向
职称
影响因素
General practitioner
Turnover tendency
Professionaltitle
Influencing factor
