中国西部卫生人力资源吸引和保持激励因素满意度研究

发布时间：2018-06-28 08:50

本文选题：中国西部 + 卫生人力资源　；参考：《宁夏医科大学》2017年硕士论文

【摘要】：研究背景:当前我国面临卫生人力资源数量短缺、质量不高与配置不合理的挑战,这一问题在西部经济欠发达的贫困与农村地区更为明显。随着近年来慢性病患病率的快速升高,我国城乡居民的医疗卫生服务需求均持续增加,卫生资源的配置不均衡与该需求之间形成巨大张力。西部经济欠发达的基层地区卫生人才队伍建设滞后、卫生人员数量少、质量低、布局和结构不合理、吸引和保留等激励机制不健全,也严重阻碍我国基本公共卫生服务的均等化进程和全民健康福祉的实现。基于此,有必要从满意度角度研究影响我国西部地区卫生人力资源吸引和保留的因素。研究目的:本研究旨在构建激励因素满意度测量指标来评价西部地区卫生人力资源的满意度状况,以定量的数据了解满意度总体水平与各个指标之间的分布比例,并分析不同特征的卫生人员在满意度上是否存在差异,最后结合定性访谈分析满意度水平的影响因素,进一步归纳总结西部地区卫生人力资源满意度现状并提出可行的对策建议。研究方法:用描述性分析方法分析西部样本省地区卫生人力资源概况;采用文献复习和专家咨询的方法构建激励因素满意度测量指标,并用聚类分析的方法将29个满意度指标划分为六个大维度;采用率、比的描述性分析、单因素方差分析、t检验、Pearson相关分析等定量研究满意度测评结果;用个人深度访谈的定性方法分析影响吸引与保持西部卫生工作人员的激励因素。研究结果:1.通过文献复习与专家咨询构建了满意度量表指标,分别是“您现有的知识水平”、“月薪”、“医疗工作的在岗培训”、“参加学术研究的机会”、“技术职称的晋升”、“事业发展的机会”、“您所在医院的领导和管理能力”等29个指标;2.聚类分析的方法将量表指标划分为六大维度,分别是:工作回报、工作本身、个人发展、工作关系、领导能力、工作环境;3.四个样本省激励因素满意度定量研究结果:四省调查对象在各个满意度之间的分布比例数据显示,满意度得分最高的五个指标依次是“同事之间的关系”、“上级对您工作的认可”、“同事对您工作的认可”、“您与患者的融洽度”、“当地气候”,满意度得分最低的五个指标是“月津贴”、“假期”、“月薪”等;各项指标的满意度得分在不同级别的医疗机构间、不同样本省之间、不同职称之间以及不同学历之间存在差异;4.定性访谈结果进一步证实西部地区卫生人力资源存在的问题,具体包括:卫生人员数量不足,乡镇和村级卫生机构人才更稀缺,且引进困难、流失严重,人才吸引和保留机制不畅;医务人员收入与付出不成正比,工作压力大;编制制度落后;政府对医院的管理体制僵化;乡镇和县级医院职位晋升受限等。建议:1.对待村医:赋予其职业身份认同;提高待遇;增加培训机会;2.关于乡镇卫生院:合理设置编制、实现报酬公平;解除职称晋升限制;改革管理体制;3.关于县医院:实现同工同酬;增加培训机会;打破职称晋升限制;协调多重监管与“政策塞车”问题等;4.适度调整制度政策,向基层倾斜;5.创新贫困基层地区医学人才培养模式;6.协调卫生人力政策与其它相关政策之间的矛盾;7.做好医学道德的宣传工作。
[Abstract]:Background: at present, China is confronted with the shortage of human resources, poor quality and irrational allocation, which is more obvious in the underdeveloped poverty and rural areas in the West. With the rapid increase of the prevalence of chronic diseases in recent years, the demand for medical and health services of urban and rural residents in China has continued to increase, and health resources have been increased. There is a great tension between the uneven distribution and the demand. The construction of the health personnel in the underdeveloped areas of the western economy is lagging behind, the number of health personnel is low, the quality is low, the layout and structure are not reasonable, the incentive mechanism is not sound, and the equalization process of the basic public health service and the health of the whole people are seriously hindered. Based on this, it is necessary to study the factors affecting the attraction and retention of health human resources in Western China from the perspective of satisfaction. The purpose of this study is to build the satisfaction measurement index of incentive factors to evaluate the satisfaction of human resources in the western region, and to understand the overall level of satisfaction with quantitative data and to understand the overall level of satisfaction with the quantitative data. The distribution ratio of each index, and analysis of the difference between the different characteristics of health personnel on satisfaction, and finally combining qualitative interview to analyze the influencing factors of satisfaction level, further summarize and summarize the status quo of the satisfaction of health human resources in the western region and put forward feasible countermeasures and suggestions. This paper analyzes the general situation of health human resources in the province of Western sample Province, and uses literature review and expert consultation to construct the index of satisfaction measurement of incentive factors, and divides the 29 satisfaction indexes into six large dimensions by cluster analysis, and quantitative analysis, single factor analysis of variance, t test, Pearson correlation analysis and so on. This paper studies the results of satisfaction evaluation, and uses the qualitative method of personal depth interview to analyze the motivating factors of attracting and maintaining Western health workers. The results are as follows: 1. through literature review and expert consultation, the index of satisfaction scale is constructed, which are "your existing knowledge level", "monthly salary", "medical job training", "Opportunities to participate in academic research", "promotion of technical titles", "opportunities for career development", "the leadership and management ability of your hospital", and other 29 indicators; 2. cluster analysis method divides the scale index into six dimensions, namely: work reward, work itself, personal development, working relationship, leadership, working environment; 3 The results of the quantitative study on the satisfaction of four sample provinces: the distribution ratio data between the four respondents in each degree of satisfaction showed that the five index of the highest degree of satisfaction was "the relationship between colleagues", "the approval of your work by the superior", "the approval of colleagues for your work", "the harmony between you and the patient", "Local climate", the five indexes with the lowest satisfaction scores are "monthly allowance", "holiday" and "monthly salary". The satisfaction scores of various indicators are different between different levels of medical institutions, different sample provinces, different titles and different educational backgrounds, and 4. qualitative interview results further confirm the health of the western region. The problems of human resources include: inadequate number of health personnel, scarce personnel in township and village level health institutions, difficulties in introducing, serious loss, poor talent attraction and retention mechanism; the income of medical personnel is not directly proportional to the income and pay, the work pressure is great; the system is backward; the government is rigid in the hospital management system; township and county level. Hospital position promotion limited and so on. Suggestion: 1. treat village doctor: give its professional identity identification; improve the treatment; increase the training opportunity; 2. about the township hospital: reasonable setting up, realizing the fair reward; relieving the limitation of the title promotion; reforming the management system; 3. about the county hospital: realizing equal pay for equal work; increasing the training opportunity; breaking the limitation of job title promotion; Coordination of multiple supervision and "policy traffic jam" problem, and so on; 4. adjust the system policy moderately, tilt to the grass-roots level; 5. to innovate the training mode of medical talents in the poor grass-roots areas; 6. to coordinate the contradiction between the health manpower policy and other related policies; 7. do a good job of medical ethics propaganda work.
【学位授予单位】：宁夏医科大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：R197.1

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