基于双因素理论的社区精防人员离职意愿及影响因素分析——以南京市浦口区为例

Turnover intention and influencing factors ofmental health personnelworking in communitiesbased on two-factor theory: A case study of Pukou District,Nanjing

目的调查南京市浦口区社区精防人员离职意愿现状,分析导致其离职意愿的主要因素,为制定针对性应对措施、降低离职意愿提供科学的实证依据。方法对南京市浦口区全部社区精神防治人员共计98名,自我填写浦口区社区精防人员调查问卷表并回收。对社会人口学资料中的定性变量采用卡方分析,对年龄和工作时间等连续性资料采用t检验;对离职倾向各维度条目与离职意愿的关系采用Spearman相关分析;采用Logistic回归模型探讨分析基层精防人员离职意愿的影响因素。结果多因素Logistic回归结果显示,相对于月收入<4 000元而言,月收入在4 000~7 999元的社区精防人员离职意愿更高(P=0.001);生活环境的不理想(P=0.001)和工作能力得不到发挥(P=0.004)是造成社区精防人员离职意愿较高的危险因素。结论社区精神卫生工作面临着形势严峻的队伍不稳定问题,需要新的研究证据和发现;现有待遇保障水平增高了离职风险;社区卫生机构及其管理者需营造良好的工作氛围、发挥社区精防人员的工作能力,调动其工作热情与积极性,以降低其离职意愿。

Objective To study the status quo of turnover intention of mental health personnel working in communitiesof Pukou District, Nanjing, and to analyze the relevantinfluencing factors, so as to provide a scientific empirical basis for formulating targeted countermeasures and reducing workforce’s turnover intention. Methods A total of 98 mental health workers in Pukou District, Nanjing were surveyed, filling out a questionnaire. Qualitative variables of sociodemographic data were analyzed by Chi-square test, and continuous data such as age and working timewere analyzed byt-test. Spearman correlation analysis was used to analyze the relationship between turnover intention and respective dimension variables. Logistic regression model was used to explore and analyze the influencing factors of turnover intention of grass-rootsmental health workers. Results Multivariate Logistic regression results showed that compared with the mental health workers having a monthly income <4 000 yuan, those with a monthly income between 4 000 yuan and 7 999 yuan had a higher turnover intention(P=0.001). Poor living condition(P=0.001) and underutilization of working ability(P=0.004) were the risk factors that led to high turnover intention of grass-roots workforce. Conclusions The grassroots mental health work is faced with the problem of unstable team, which needs new research evidence and discovery. The current guaranteed level of income increases the risk of turnover intension. Grass-roots health institutions and the directors need to create a good working atmosphere, give full play to the working ability of grass-roots mental health workers, arouse their enthusiasm and initiativeto work, so as to reduce the turnover intention.