新形势下公立医院青年医生人才队伍离职趋势与稳定机制探索——以北京市某妇产专科公立医院为例

Exploration on Resignation Trends and Stability Mechanisms of Young Doctors in Public Hospitals under New Situation--Taking a Public Obstetrics and Gynecology Hospital in Beijing as an Example

以北京市某三级妇产专科公立医院为研究对象,对2015—2022年74名离职青年医生进行问卷调查,典型抽样20名离职人员进行深入访谈,对青年医生离职趋势进行分析,探索青年医生人才队伍稳定性策略,助力公立医院高质量发展。研究发现,2015—2022年离职的青年医生总数占该群体年平均人数的20.39%,离职趋势明显。在不同性别、用工形式、职称、年龄、在该院工作时长方面,青年医生离职率均有显著差异。单位层面引起的离职占58.10%,离职后有60.82%继续从事医生工作。为进一步稳定青年医生人才队伍,公立医院应针对不同层次青年医生建立差异化的分类评价机制、激励策略与培育路径,重视青年医生的自我实现需求;适应多点执业政策,加大全职招聘与柔性引才力度,改善执业环境。

A questionnaire survey was conducted on 74 young doctors who resigned from a public tertiary obstetrics and gynecology hospital in Beijing from 2015 to 2022.A typical sample of 20 resignations were interviewed in depth to analyze the trend of young doctor resignation trends and explore strategies for the stability of the young doctors,in order to promote the high-quality development of public hospitals.As found,the total number of young doctors who resigned from 2015 to 2022 accounts for 20.39% of the annual average number of this group,indicating a clear resignation trend.There are significant differences in the resignation rate of young doctors among different genders,employment forms,professional titles,ages,and duration of working in the hospital;the number of resignations caused by the unit level is 58.10%,and 60.82% of young doctors continue to work as doctors after resignation.To further stabilize the talent team of young doctors,public hospitals should establish differentiated classified evaluation mechanisms,incentive strategies,and cultivation paths for young doctors at different levels,and attach importance to the self-realization needs of young doctors;adapt to multi-point practice policies,increase full-time recruitment and flexible talent introduction,and improve the practice environment.