山东省地市级疾控人员工作偏好研究:基于离散选择实验

A study on job preferences of CDC staffs at the prefectural-levels in Shandong province:Based on a discrete choice experiment

目的:探讨地市级疾病预防控制中心人员的工作偏好,为制定有效的激励机制提供依据。方法:本研究采用分层抽样和立意抽样相结合的方法,线上调研山东省6个地市级疾控机构的455名工作人员,利用混合Logit模型和潜在类别模型分析数据,并计算支付意愿和相对重要性。结果:混合Logit模型中,收入、福利水平、编制、工作量、群众的认可与尊重、个人职业发展机会和培训机会均对疾控人员的工作偏好有显著影响(P<0.05),其中编制(β=2.636)和收入(β=0.083)等保健因素较激励因素影响程度大。潜在类别模型显示,相对年轻、月收入较低的疾控人群更重视收入;年龄较大、月收入较高的疾控人群更重视编制。结论:地市级疾控人员偏好有编制、收入较高、福利水平很好、群众认可且尊重、工作量少、个人职业发展机会较多和培训机会丰富的工作。建议合理控制并动态调整编制总量,平衡编制内外工作条件的差异;增加对疾控的财政投入,改善薪酬绩效体系;同时重视保健因素和激励因素,多种手段共同激励疾控人员发展;对不同类别的疾控人员采用差异化的激励措施。

Objective:This study discusses the job preferences of Center for Disease Control and Prevention(CDC)staffs at the prefectural-level,and provides a basis for the development of an effective incentive mechanism.Method:This study used a combination of stratified sampling and purposive sampling to research online 455 staffs from six prefectural-level CDCs in Shandong Province,analyzed the data using a mixed logit model and latent class model,and calculated willingness to pay and relative importance.Result:In the mixed logit model,income,benefit level,establishment,workload,recognition and respect from the public,personal career development opportunities,and training opportunities all had significant influences(P<0.05)on the job selection preferences of the CDC staffs,with hygiene factors such as establishment(β=2.636)and income(β=0.083)having a greater degree of influence than motivation factors.The latent class model shows that relatively young CDC staffs with lower monthly incomes value income more;older CDC staffs with higher monthly incomes value establishment more.Conclusion:Prefectural-level CDC staffs prefer jobs with establishment,higher incomes,very good benefit levels,recognition and respected from the public,lower workloads,many opportunities for personal career advancement and abundant training opportunities.It is recommended that the total number of establishments be rationally controlled and dynamically adjusted to balance the differences between working conditions within and outside the establishment and that the financial input to CDC be increased and the pay performance system be improved;that attention be paid to both hygiene factors and motivation factors,and that a variety of measures work together to incentivize CDC staffs development;and that differentiated incentives be adopted for different categories of CDC staffs.