京沪妇女保健人力资源适宜程度分析

Suitability of human resource allocation for maternal health care in Beijing and Shanghai:a literature analysis

目的分析2000—2017年京沪妇女保健人力资源适宜程度及孕产妇死亡率的变化趋势,明确两地差异,探讨妇女保健人力资源适宜程度。方法收集1995—2017年涉及京沪妇女保健人员规模问题(166篇)、人员素质问题(312篇)、人员激励问题(115篇)文献,综合人员规模适宜程度、素质适宜程度、激励适宜程度等3个指标,计算妇女保健人力资源的适宜程度。运用Spearman相关、线性回归等分析妇女保健人力资源适宜程度与孕产妇死亡率的关系。结果北京妇女保健人力资源适宜程度从2000年的26.20%升至2017年的39.00%,上海则由25.60%升至57.60%。上海孕产妇死亡率与妇女保健人力资源适宜程度回归方程有统计学意义(P<0.01)。结论京沪两地妇女保健人力资源适宜程度逐年提高,上海妇女保健人力资源在孕产妇死亡率下降中影响更大,但妇女保健人员规模仍有待进一步优化;适宜的妇女保健体系应“规模适宜、能力胜任、激励有效”;验证了量化妇女保健人力资源适宜程度的可行性。

Objective To analyze the suitability of human resource for maternal health care(MHC)and changing trend of maternal mortality rate(MMR)and their regional disparities in Beijing and Shanghai municipality during the period from 2000 through 2017.Methods We retrieved research literatures on human resource for MHC in respects of staff size(n=166),professional quality(n=312)and incentive mechanism(n=115)in Beijing and Shanghai municipality from 1995 to 2017 and assessed the suitability of human resource allocation using a comprehensive indicator.Spearman correlation and linear regression analysis were used to analyze the relationship between the suitability of human resource allocation and MMR.Results The indicator for the suitability of human resource for MHC increased from 26.20%and 25.60%in 2000 to 39.00%and 57.60%in 2017 in Beijing and Shanghai municipality.The regression analysis resulted in a significant correlation between the human resource allocation suitability and MMR only in Shanghai(P<0.01).Conclusion The suitability of human resource allocation for maternal health care was improved yearly both in Shanghai and Beijing municipality during 2000–2017 but the staff size still needs to be increased.The association of human resource allocation with maternal mortality rate is more obvious in Shanghai municipality.