中国社会医学杂志
中國社會醫學雜誌
중국사회의학잡지
CHINESE JOURNAL OF SOCIAL MEDICINE
2014年
2期
118-120
,共3页
马碧萍%石永超%陈健%陈凌斯%邹宇华
馬碧萍%石永超%陳健%陳凌斯%鄒宇華
마벽평%석영초%진건%진릉사%추우화
社康中心%人力资源%满意度%人员稳定性
社康中心%人力資源%滿意度%人員穩定性
사강중심%인력자원%만의도%인원은정성
Community health service%Human resources%Satisfaction%Staff stability
目的对深圳市社康中心卫生人力资源配置现状、人员工作满意度和离职意向进行分析,为提高社区卫生服务质量、促进社区卫生服务可持续发展提供参考依据。方法随机抽取59家社康中心,对目标机构及在职职工进行自填式问卷调查。采用氈2检验与 Logistic 回归分析模型进行数据处理。结果深圳市社康中心人力资源结构配置不合理,年龄分布以35岁以下为主;卫生人员数量不足,业务素质偏低;员工对工作报酬、福利待遇以及政府对机构的资助方面满意度低,10.70%的被调查者存在离职倾向,学历与收入水平是主要的人口学影响因素(P<0.05);同时,对所从事职务、福利待遇与培训机会的满意度情况也影响着人员的稳定性。结论应采取措施加强社区卫生服务工作人员培训;加大社区卫生人员经费投入,改善职工待遇;加强人力资源管理,确保资源合理高效利用。
目的對深圳市社康中心衛生人力資源配置現狀、人員工作滿意度和離職意嚮進行分析,為提高社區衛生服務質量、促進社區衛生服務可持續髮展提供參攷依據。方法隨機抽取59傢社康中心,對目標機構及在職職工進行自填式問捲調查。採用氈2檢驗與 Logistic 迴歸分析模型進行數據處理。結果深圳市社康中心人力資源結構配置不閤理,年齡分佈以35歲以下為主;衛生人員數量不足,業務素質偏低;員工對工作報酬、福利待遇以及政府對機構的資助方麵滿意度低,10.70%的被調查者存在離職傾嚮,學歷與收入水平是主要的人口學影響因素(P<0.05);同時,對所從事職務、福利待遇與培訓機會的滿意度情況也影響著人員的穩定性。結論應採取措施加彊社區衛生服務工作人員培訓;加大社區衛生人員經費投入,改善職工待遇;加彊人力資源管理,確保資源閤理高效利用。
목적대심수시사강중심위생인력자원배치현상、인원공작만의도화리직의향진행분석,위제고사구위생복무질량、촉진사구위생복무가지속발전제공삼고의거。방법수궤추취59가사강중심,대목표궤구급재직직공진행자전식문권조사。채용전2검험여 Logistic 회귀분석모형진행수거처리。결과심수시사강중심인력자원결구배치불합리,년령분포이35세이하위주;위생인원수량불족,업무소질편저;원공대공작보수、복리대우이급정부대궤구적자조방면만의도저,10.70%적피조사자존재리직경향,학력여수입수평시주요적인구학영향인소(P<0.05);동시,대소종사직무、복리대우여배훈궤회적만의도정황야영향착인원적은정성。결론응채취조시가강사구위생복무공작인원배훈;가대사구위생인원경비투입,개선직공대우;가강인력자원관리,학보자원합리고효이용。
Objectives To analyze the situation of human resource allocation,the job satisfaction and the turnover intention among community health service centers (CHCs)in Shenzhen,and to provide references for improving the quality and promoting sustainable development of community health service.Methods Anonymous self-adminis-tered questionnaire survey was conducted among active employees in 59 community health service centers,which were selected by a random sampling.Chi-square test and logistic regression models were used in the data process-ing.Results The human resource structure of CHCs in Shenzhen was irrational.The age distribution was mostly under 35 years old.Health workers were lacked and had low professional quality.The satisfactions on remunera-tion,welfare and government funding were low.10.70% of the staff had the intention of turnover.Meanwhile,the satisfaction of benefits,training opportunities and duties they undertaken also affected the stability of the staff.Con-clusions Effective measures should be taken to strengthen staff training and improve the quality of the professional, increase the funding of community health workers,and enhance human resources management to ensure the rational and efficient use of resources.