中国全科医学
中國全科醫學
중국전과의학
CHINESE GENERAL PRACTICE
2014年
34期
4052-4055
,共4页
社区卫生服务%卫生人力%综合激励模型%影响因素%对策
社區衛生服務%衛生人力%綜閤激勵模型%影響因素%對策
사구위생복무%위생인력%종합격려모형%영향인소%대책
Community health service%Health manpower%Integrated incentive model%Influencing factors%Strate-gies
目的:调查广州市社区卫生人才流失的现状及其影响因素,探讨规避其人才流失的激励途径与对策。方法于2014年3月14日—5月7日,在广州市荔湾区、海珠区、天河区、白云区和越秀区5个代表区中,随机抽取120名2012—2013年自主离职且年龄在22~55岁的社区卫生服务离职人员进行问卷调查,排除单位开除和由于身体原因离职的人员,调查内容主要包括社区卫生服务人员工资待遇情况、个人职业发展的瓶颈和症结、离职的主次要原因等;对5个代表区的53名社区卫生服务中心主要负责人进行访谈,主要内容包括社区卫生服务机构各种收入的比例、各类卫生人员的学历、职称及岗位配比情况、社区卫生服务机构发展的瓶颈和症结等;结合广州市公共卫生信息网的相关数据,分析广州市社区卫生人才流失的现状和影响因素。应用波特-劳勒综合激励模型,探讨解决社区卫生人才流失的对策。采用Excel软件和SPSS 16.0统计软件进行重复性筛查排除,逻辑核查,对主要指标做描述性统计分析。结果与2012年相比,2013年社区卫生服务岗位空缺数量在整体上呈上升趋势,其中影响人才流失的最重要、最直接因素为薪酬福利因素,所占比例达到26.7%(32/120),晋升机会因素所占比例也较高,达到21.7%(26/120),职称编制因素所占比例为18.3%(22/120),技能培训因素所占比例为15.8%(19/120),工作条件因素所占比例为11.7%(14/120)。波特-劳勒综合激励模型提示,效价(目标任务的价值和内、外在奖酬的估价)和期望值(对努力、绩效、奖酬等实现概率的估计)是产生工作动机的激励因素,效价或者期望值过低,会弱化激励作用,进而降低满意感,增大员工离职的意愿。结论近年来广州市各个辖区的社区卫生服务岗位空缺数量基本维持在较高的水平,离职人员对社区卫生工作的满意度比较低,社区激励机制没有充分发挥其留住人才的效用。应以综合激励理论模型为导向,在激励过程中设法保障卫生人员的各项合理权益,并激发其工作内驱力,满足卫生人员的外在性与内在性需要,切实提高其对工作的满意度,吸引并留住人才。
目的:調查廣州市社區衛生人纔流失的現狀及其影響因素,探討規避其人纔流失的激勵途徑與對策。方法于2014年3月14日—5月7日,在廣州市荔灣區、海珠區、天河區、白雲區和越秀區5箇代錶區中,隨機抽取120名2012—2013年自主離職且年齡在22~55歲的社區衛生服務離職人員進行問捲調查,排除單位開除和由于身體原因離職的人員,調查內容主要包括社區衛生服務人員工資待遇情況、箇人職業髮展的瓶頸和癥結、離職的主次要原因等;對5箇代錶區的53名社區衛生服務中心主要負責人進行訪談,主要內容包括社區衛生服務機構各種收入的比例、各類衛生人員的學歷、職稱及崗位配比情況、社區衛生服務機構髮展的瓶頸和癥結等;結閤廣州市公共衛生信息網的相關數據,分析廣州市社區衛生人纔流失的現狀和影響因素。應用波特-勞勒綜閤激勵模型,探討解決社區衛生人纔流失的對策。採用Excel軟件和SPSS 16.0統計軟件進行重複性篩查排除,邏輯覈查,對主要指標做描述性統計分析。結果與2012年相比,2013年社區衛生服務崗位空缺數量在整體上呈上升趨勢,其中影響人纔流失的最重要、最直接因素為薪酬福利因素,所佔比例達到26.7%(32/120),晉升機會因素所佔比例也較高,達到21.7%(26/120),職稱編製因素所佔比例為18.3%(22/120),技能培訓因素所佔比例為15.8%(19/120),工作條件因素所佔比例為11.7%(14/120)。波特-勞勒綜閤激勵模型提示,效價(目標任務的價值和內、外在獎酬的估價)和期望值(對努力、績效、獎酬等實現概率的估計)是產生工作動機的激勵因素,效價或者期望值過低,會弱化激勵作用,進而降低滿意感,增大員工離職的意願。結論近年來廣州市各箇轄區的社區衛生服務崗位空缺數量基本維持在較高的水平,離職人員對社區衛生工作的滿意度比較低,社區激勵機製沒有充分髮揮其留住人纔的效用。應以綜閤激勵理論模型為導嚮,在激勵過程中設法保障衛生人員的各項閤理權益,併激髮其工作內驅力,滿足衛生人員的外在性與內在性需要,切實提高其對工作的滿意度,吸引併留住人纔。
목적:조사엄주시사구위생인재류실적현상급기영향인소,탐토규피기인재류실적격려도경여대책。방법우2014년3월14일—5월7일,재엄주시려만구、해주구、천하구、백운구화월수구5개대표구중,수궤추취120명2012—2013년자주리직차년령재22~55세적사구위생복무리직인원진행문권조사,배제단위개제화유우신체원인리직적인원,조사내용주요포괄사구위생복무인원공자대우정황、개인직업발전적병경화증결、리직적주차요원인등;대5개대표구적53명사구위생복무중심주요부책인진행방담,주요내용포괄사구위생복무궤구각충수입적비례、각류위생인원적학력、직칭급강위배비정황、사구위생복무궤구발전적병경화증결등;결합엄주시공공위생신식망적상관수거,분석엄주시사구위생인재류실적현상화영향인소。응용파특-로륵종합격려모형,탐토해결사구위생인재류실적대책。채용Excel연건화SPSS 16.0통계연건진행중복성사사배제,라집핵사,대주요지표주묘술성통계분석。결과여2012년상비,2013년사구위생복무강위공결수량재정체상정상승추세,기중영향인재류실적최중요、최직접인소위신수복리인소,소점비례체도26.7%(32/120),진승궤회인소소점비례야교고,체도21.7%(26/120),직칭편제인소소점비례위18.3%(22/120),기능배훈인소소점비례위15.8%(19/120),공작조건인소소점비례위11.7%(14/120)。파특-로륵종합격려모형제시,효개(목표임무적개치화내、외재장수적고개)화기망치(대노력、적효、장수등실현개솔적고계)시산생공작동궤적격려인소,효개혹자기망치과저,회약화격려작용,진이강저만의감,증대원공리직적의원。결론근년래엄주시각개할구적사구위생복무강위공결수량기본유지재교고적수평,리직인원대사구위생공작적만의도비교저,사구격려궤제몰유충분발휘기류주인재적효용。응이종합격려이론모형위도향,재격려과정중설법보장위생인원적각항합리권익,병격발기공작내구력,만족위생인원적외재성여내재성수요,절실제고기대공작적만의도,흡인병류주인재。
Objective To investigate the present condition of frequent loss of community health human resources as well as its influencing factors,and to explore the incentive system for loss avoidance and countermeasures. Methods A question-naire investigation was conducted among 120 turnover staff numbers from 2012 to 2013 who were between 22 and 25 years old and dismissed their jobs on their own rather than being excluded or self physical reasons and who were randomly selected from Liwan district,Haizhu district,Tianhe district,Baiyun district and Yuexiu district in Guangzhou from March,14 to May,7,2014 a-bout their salary,bottleneck of their personal development and the crux,major or minor demission reasons. 53 major leaders of health service centers in the above 5 districts were interviewed about proportion of each income,educational background and pro-fessional titles of the health service numbers and the post ratio,bottleneck and crux of the community hospital development. With the help of the related data provided by Guangzhou Public Health Network,the main reason for the loss of community health work-ers and its influencing factors were analyzed. Porter-Lawler Incitement Model was used to explore the countermeasures for the loss. Excel and SPSS 16. 0 were used for repeatability screening and logic check and descriptive analysis of the indexes. Results Compared with that in 2012,in 2013 the amount of job vacancy was increasing as a whole and the most major and direct reason for brain drain was salary and welfare,accounting for 26. 7%(32/120) followed by opportunity of promotion 21. 7%(26/120);the third was personal establishment according to their professional titles 18. 3%(22/120);the fourth was skill training 15. 8%(19/120);the fifth was working condition 11. 7%(14/120). Porter -Lawler Incitement Model showed that titers (the value of the targeted task and evaluation value of the internal and external award)and expectation(estimation of realizing probability of efforts,achievement and bonus and salary) were the incentive factors;If the titers and expectation were too low, staff numbers would have weak working incentive and lower feeling of satisfaction and higher demission intention. Conclusion The vacancy of community health service post remains at a higher level in Guangzhou. Turnover personnel have low satisfaction de-gree with their jobs in the community health service centers. Community incentive system doesn't give play to utility. To increase their satisfaction degree and attract and retain talents,we should adopt comprehensive incentive model as our guideline,try to protect their various reasonable rights of the service personnel in the process of motivation,stimulate their inner working drive and meet their internal and external requirements.