北京市基层计划生育专干离职意愿及原因分析

An analysis of job-leaving intention of primary family planning staff in Beijing and its reasons investigation

目的:了解北京市基层(村委会/居委会)计划生育专干离职意愿及其影响因素。方法:2017年9月—10月对北京市所辖区县街道(乡镇)采用分层整群抽样方法抽取100个街道/乡镇进行问卷调查,采用卡方检验和二元logistic回归模型分析数据。结果:发出问卷2050份,回收1998份,有效问卷1965份(98.3%)。15.8%的基层专干近期有离职意愿。二元logistic回归分析显示,曾接受专业教育种类少、担心基层领导换届、曾接受相关专业培训种类数少、认为基层计划生育工作存在困难多、不愿参与老年人社区慢病管理工作、增加健康职责后希望接受相关培训种类数少,以及对计划生育工作收入不满意等是离职的影响因素。结论:稳定和促进基层计划生育专干队伍的可能措施包括提供培训机会;根据工作量调整收入;建立支持系统,探索可行制度。

Objective: To understand the job-leaving intention of primary family planning staff in Beijing, and to study its influencing factors. Methods: A sample was selected by stratified cluster sampling and a questionnaire survey were conducted (2050 questionnaires given out with 1998 retrieved and 1965 valid). Chi-square test and binary logistic regression model were used to analyze the data. Results: 15.8% of family planning staff intended to leave current job. Multiple logistic regression analysis showed that the factors influenced job-leaving included the less professional education and training, worried the duty change of their leader, the more difficulties in family planning work, unwanted involved in chronic disease management of the elderly,low intention for receiving training about health responsibilities, and low satisfaction degree for income. Conclusion: The possible measures of stabilize and promote the family planning team include providing training opportunities, adjusting income according to workload, establishing supportive system, and exploring feasible regulations.