农村基层医务人员离职倾向因素研究

Study on Factors of Turnover Intention of Rural Primary Health Care Workers

农村基层卫生人才建设已成为政府“强基层”的关键问题。然而,由于基层工作压力大、负担重和收入相对较低,导致基层招募难、留用难的问题。基于Price-Mueller离职模型,文章建立逐步回归模型验证付出回报失衡、工作强度、工作满意度和离职倾向关系,KHB模型进一步验证工作满意度的中介效应。研究结果表明,随着工作强度、付出—回报失衡的增加,农村基层医务人员工作满意度降低,离职倾向增加。工作满意度在工作强度、付出回报失衡与离职倾向之间起部分中介作用。因此,政府部门应适当减轻基层医务人员的工作量,逐步落实基于价值的绩效考核分配制度,提高工作满意度,促进基层卫生人力的可持续发展。

The rural primary health care(PHC)talent construction is key to strengthening grassroots.However,due to the high work pressure,high burden and relatively low income,it is difficult to recruit and retain qualified primary health workers.Based on the Price-Mueller turnover model,this paper establishes stepwise regression models to test the relationships between effort-reward imbalance(ERI),work intensity,job satisfaction and turnover intention.The KHB method further verifies the mediating effect of job satisfaction.The results showed that as the work intensity and effort-reward imbalance increased,the job satisfaction of rural primary medical staff decreased and the turnover intention increased,and job satisfaction played a partial mediating role among the work intensity,ERI and turnover intention.Therefore,government departments should appropriately reduce the workload of PHC workers,gradually implement the value-based performance payment system,improve job satisfaction and promote the sustainable development of primary health workers.