A Method for Assessing the Fairness of Health Resource Allocation Based on Geographical Grid

The assessment of the fairness of health resource allocation is an important part of the study for the fairness of social development.The data used in most of the existing assessment methods comes from statistical yearbooks or field survey sampling.These statistics are generally based on administrative areas and are difficult to support a fine-grained evaluation model.In response to these problems,the evaluation method proposed in this paper is based on the query statistics of the geographic grid of the target area,which are more accurate and efficient.Based on the query statistics of hot words in the geographic grids,this paper adopts the maximum likelihood estimation method to estimate the population in the grid region.Then,according to the statistical yearbook data of Hunan province,the estimated number and actual number of hospitals in each grid are analyzed and compared to measure the fairness of health resource allocation in the target region.Experiments show that the geographical grid population assessment based on hot words is more accurate and close to the actual value.The estimated average error is only about 17.8 percent.This method can assess the fairness of health resource allocation in any scale,and is innovative in data acquisition and evaluation methods.

Design and implementation of a survey of senior Canadian healthcare decision-makers: Organization-wide resource allocation processes

A three-year research project based in British Columbia, Canada, is attempting to develop a framework and tools to assist healthcare system decision-makers achieve “high performance” in resource allocation. In pursuit of this objective, a literature search was conducted and two phases of primary data collection are being undertaken: an online survey of senior healthcare decision-makers, and in-depth case studies of potential “high performing” organizations. This paper addresses the survey phase;our aim is to provide a practical example of the mechanics of survey design, of benefit to those who want to better understand our forthcoming results, but also as an aid to other researchers grappling with the hard choices and trade-offs involved in the survey development process. Survey content is described in light of the existing literature, with discussion of the choices made by the research team to decide what questions and items would be included and excluded. The target population for the survey was senior managers in Canadian regional health authorities (or the closest equivalent organizations) in each of the 10 provinces and 3 territories. The paper dis- cusses how this sample was obtained, and describes the survey implementation process.

The Place of Human Resource Management in Lagos State Healthcare Delivery: A Statistical Overview

Background: Behind every great system is an organized team;this is especially true in the healthcare industry, where a dedicated human resources team can effectively recruit employees, train staff, and implement safety measures in the workplace. The importance of human resources in the healthcare industry cannot be overstated, with benefits ranging from providing an orderly and effectively run facility to equipping staff with the most accurate and up-to-date training. Proper human resources management is critical in providing high-quality health care. A refocus on human resources management in healthcare requires more research to develop new policies. Effective human resources management strategies are greatly needed to achieve better outcomes and access to health care worldwide. Methods: This study leveraged NOI Polls census data on Health Facility Assessment for Lagos State. One thousand two hundred fifty-six health care facilities were assessed in Lagos State;numbers of Health workers were documented alongside their area of specialization. Also, demographic characterizations of the facilities, such as LGA, Ownership type, Facility Level Care, and Category of the facility, were also documented. Descriptive statistics alongside cross tabulation was done to present the various area of specialization of the health workers. Multiple response analysis was done to understand the distribution of human resources across the health facilities. At the same time, Chi-square and correlation tests were conducted to test the independence of various categories recorded while understanding the relationships among selected specialties. Results: The study revealed that Nurses were the most common health specialist in the Lagos State health facilities. At the same time, Gynecologists and General surgeons are the two medical specialists mostly common in health facilities. Midwives are the second most common health specialist working full time, while Generalist medical doctors make up the top three health specialists working full time. Nurses and Midwives had the highest number in Lagos State, while Pulmonologists were currently the lowest human resource available in Lagos State health care system. It was also noted that health facility distribution across Lagos’s urban and rural areas was even. In contrast, distribution based on other factors such as ownership type, Facility level of care, and facility category was slightly skewed. Conclusion: The distribution of health workers in health facility across LGA in Lagos State depend on Ownership type, Facility level of care, and category of the facility.

Smart Dynamic Resource Allocation Model for Patient-Driven Mobile Medical Information System Using C4.5 Algorithm

A mobile medical information system (MMIS) is an integrated application (app) of traditional hospital information systems (HIS) which comprise a picture archiving and communications system (PACS), laboratory information system (LIS), pharmaceutical management information system (PMIS), radiology information system (RIS), and nursing information system (NIS). A dynamic resource allocation table is critical for optimizing the performance to the mobile system, including the doctors, nurses, or other relevant health workers. We have designed a smart dynamic resource allocation model by using the C4.5 algorithm and cumulative distribution for optimizing the weight of resource allocated for the five major attributes in a cooperation communications system. Weka is used in this study. The class of concept is the performance of the app, optimal or suboptimal. Three generations of optimization of the weight in accordance with the optimizing rate are shown.

The impacts of organizational culture and neoliberal ideology on the continued existence of incivility and bullying in healthcare institutions:A discussion paper

Countless research studies have demonstrated the detrimental effects of incivility and bullying in healthcare.Despite the abundance of proposed solutions to this issue,many healthcare leaders continue to fail in mitigating the existence of such negative behaviors in the workplace.Personality attributes of perpetrators and victims have received attention,but much less research has examined the organizational and neoliberal causations of incivility and bullying in healthcare.Being the largest occupational group in the health sector,nursing professionals have the greatest influence and are crucial in ending these behaviors.This discussion paper outlines the effects of incivility and bullying in healthcare and provides a critical analysis on how organizational culture and neoliberal ideology influence the pervasiveness and persistence of these negative behaviors.The analysis reveals that organizational cultures that misuse power,disregard equality,and facilitate oppression,foster the existence of incivility and bullying in the workplace.Such cultures permit perpetrators to misuse their authority to control resource allocation,ignorance to social inequalities,and the silence of victims.Furthermore,the neoliberal concept of deregulation,austerity,and individualism further these behaviors.The neoliberal reforms have led to underfunding of anti-bullying programs and policies,use of bullying behaviours as management strategies,and victim-blaming for profit maximization.Financial cutbacks have resulted in denial and acceptance of uncivil and bullying behaviours in healthcare institutions,which endangers the rights of healthcare providers to a safe workplace environment.To curtail these negative behaviors,robust anti-bullying policies and programs must be strictly enforced and sustained in practice.Further exploration on the association of organizational culture and neoliberal principles to incivility and bullying in healthcare is greatly warranted.

Efficiency of resource allocation in the hospital sector after global budgeting under National Health Insurance

Background Taiwan has implemented a National Health Insurance （NHI） program to provide uniform comprehensive coverage since 1995. Forced by the severe financial deficit, global budgeting is introduced to replace the original payment system in Taiwan＇s NHI. Under global budgeting system, the total budget is distributed to six geographical regions in Taiwan. There is no pre-determined budget for each hospital. In order to investigate the longitudinal trend of how global budgeting influences health care resource, it is essential to estimate the efficiency of resource allocation in Taiwan＇s NHI. Methods Data Envelopment Analysis （DEA） and Malmquist index （MI） are used to investigate the 8-year panel data of 23 cities and counties which was collected from the annual report from the Department of Health, Taiwan, China. A value of MI greater than 1 indicates that total factor productivity progress has occurred, while a value of MI less than 1 indicates productivity loss. Results As a result, 37 of the 184 DMUs in the analysis were found to be relatively efficient during the period, in which 14 of 23 DMUs are efficient in 2002 right after adopting globe budgeting. A trend of MI declines between 2002 and 2009 implies the volume of health care services decrease after adopting global budgeting system. Production efficiency has been improved after global budgeting implies that behaviors of health providers control cost and avoid wasting resource at macro level. Conclusions The regressive MI indicates the hospitals redistribute health care resource to eliminate unnecessary treatment and to control the growth of service volume under global budgeting system. Hence, a trend of declining MI focuses on health care resource redistribution rather than efficiency improvement in this study.

基于fsQCA组态视角的我国医疗资源配置效率提升路径分析

背景当前我国医疗资源配置区域失衡、公平性缺失问题仍然突出。党的“二十大”报告明确提出要“促进优质医疗资源扩容和区域均衡布局”。目的探究提升我国医疗资源配置效率的具体路径,为实现我国医疗资源合理且高效配置、促进基本公共服务均等化提供科学参考。方法于2022年9月—2023年2月开展研究,数据源于《2021中国统计年鉴》《2021中国卫生健康统计年鉴》。将医疗卫生机构数、卫生技术人员数、床位数作为投入指标,以诊疗人次和入院人数为产出指标,通过数据包络分析(DEA)方法对我国2020年31个省份医疗资源配置效率进行测度;以医疗资源配置效率为结果变量,以卫生技术人员占比、每千人口床位数、出院者平均住院日、人均国内生产总值(GDP)、居民可支配收入、财政收入分权和医疗卫生财政预算支出占比为条件变量,运用模糊集定性比较分析(fsQCA)方法从组态视角探究内外部要素对医疗资源配置效率的协同影响机制,剖析高或非高水平医疗资源配置效率的条件组态,明确医疗资源高效率和低效率配置的多重路径。结果2020年我国31个省份医疗资源配置效率整体水平较高,均值为0.852,但省际存在较大差异。组态分析结果可知,医疗资源配置效率的提升是多因素共同作用的结果,共存在3种医疗资源高效率配置的路径。路径1:政府主导型驱动路径,以广西壮族自治区为典型案例。路径2:内外协调型驱动路径,以云南省和甘肃省为代表案例。路径3:均衡型驱动路径,代表案例主要有广东省、福建省和湖北省。非高医疗资源配置效率的路径也存在3条。路径1:政府制约型路径。路径2:经济-政府双重制约型路径,代表案例有黑龙江省和吉林省。路径3:内外制约型路径,典型案例有山西省和西藏自治区。结论内外部各要素及要素间的协同在良性互动过程中共同影响着医疗资源配置效率水平,需优化内外部环境,并对关键资源要素进行有效整合,以形成合力,促进区域医疗资源合理配置。

江苏省卫生资源配置与新型城镇化水平耦合协调及关联性分析

[目的]基于卫生资源配置现状,探究江苏省卫生资源配置与新型城镇化发展进程中的耦合协调及相互作用关系。[方法]构建江苏省卫生资源配置及新型城镇化水平评价指标体系,利用耦合协调度模型及灰色关联分析,对两者间的耦合协调度和关联度进行探究。[结果]2012-2021年,江苏省卫生资源配置水平均值为0.506,新型城镇化水平均值为0.517,卫生资源配置低于城镇化水平。耦合协调度呈现增长趋势,由0.1增长至0.995,均值为0.681。卫生资源配置水平与新型城镇化中外商投资总额关联度最高,其次是医疗保险社会综合覆盖率、人均GDP和城镇居民人均可支配收入;新型城镇化水平与卫生总费用的关联度最高,其次是卫生技术人员和床位数。[结论]江苏省卫生资源配置与新型城镇化的耦合协调度呈现快速增长、波动增长和基本稳定增长的阶段性特征。新型城镇化水平与卫生总费用、卫生人员及床位数密切相关,而卫生资源配置的合理性离不开经济发展和社会保障程度。

我国康复医院卫生资源配置现状和利用效率分析

目的:分析我国康复医院卫生资源配置现状和利用效率,探讨存在问题并提出相应对策。方法:应用描述性统计方法分析康复医院卫生资源配置和服务利用情况,应用数据包络分析法评估2011~2021年康复医院投入产出效率,采取TOPSIS法综合评估2011~2021年床位利用效率。结果:2021年康复医院数为810家,2011~2021年平均增长率为10.41%,非公立康复医院占77.53%;2021年平均每家康复医院病床数为124张,病床使用率为66.0%;2011~2021年康复医院卫生人员总量不断增长,2021年床卫技比、床医比和床护比分别为1∶0.70、1∶0.19和1∶0.31;2011~2021年诊疗人次和住院人数年平均增长率分别为9.46%和15.17%。DEA评估结果显示,2019~2021年康复医院投入产出相对有效性为非DEA有效或弱有效。TOPSIS评估结果显示,2019~2021年康复医院病床利用效率显著下降。结论:合理规划康复医疗机构,进一步增加二级及以上康复医院数量。加强康复医学人才培养,缓解人员配置不足局面。拓展康养结合服务内容,提升康复医院卫生资源利用效率。

基层医疗资源配置与经济高质量发展的耦合协调及其预测分析

背景精准识别制约基层医疗资源配置与经济高质量耦合协调发展的因素,对于有针对性地推动两系统耦合协调共进至关重要。然而,当前鲜有研究深入探讨阻碍两者耦合协调发展的关键因素。目的 对比分析“十二五”和“十三五”时期我国基层医疗资源配置与经济高质量发展的耦合协调水平,识别障碍因子,并预测“十四五”时期两系统的耦合协调趋势。方法 于2022年7月—2023年5月,从基层医疗资源配置系统选取卫生设施、卫生人员数、卫生经费3个维度,从经济高质量发展系统选取创新、协调、开放、共享、绿色5个维度,最终选取17项指标建立评价指标体系,指标数据源于2012—2021年的《中国统计年鉴》和相应卫生健康统计年鉴。借助熵值法与综合评价函数测算“十二五”与“十三五”时期基层医疗资源配置与经济高质量发展的综合评价值,通过构建耦合协调度模型测算其耦合协调水平,建立障碍函数诊断与识别影响耦合协调发展的障碍因子,引用灰色模型预测“十四五”期间两系统的耦合协调趋势。结果 “十二五”和“十三五”期间我国基层医疗资源配置与经济高质量发展耦合协调度由0.15上升到0.68,整体呈逐年上升的态势,虽增速较快但层次较低。卫生设施、卫生人员数、经济共享与绿色发展是制约“十二五”与“十三五”时期基层医疗资源配置与经济高质量发展二元复合系统耦合协调水平的主要障碍因子。借助修正GM(1,1)预测模型预测可知,“十四五”时期基层医疗系统与经济发展水平系统的耦合度在1.00左右微浮动,整体处于高耦合阶段,耦合协调度由0.73上升至1.12,总体呈上升态势,相对发展度>1.20,处于过度供给状态。结论为赋能基层医疗卫生体系的可持续发展,建议秉承绿色、共享的发展理念,从促进系统协调发展、完善基层医疗设施条件和打通基层医疗人才输送路径等方面着手,推动两系统和谐发展。

健康中国背景下的“看病贵”与政府支出——基于资源配置结构性失衡视角的分析

“看病贵”意味着医疗卫生资源转化为医疗卫生服务的成本高,有限资源下医疗卫生服务供给的数量和质量难以满足公众健康需求,从而直接影响健康中国建设。同时,人口快速老龄化带来的医疗卫生需求爆发式增长,将形成医疗卫生体系的额外压力,加剧供求矛盾。基于医疗卫生资源配置结构性失衡视角研究“看病贵”与政府支出之间的关系发现:政府增加卫生支出会通过加剧人力资源配置的结构性失衡而加剧“看病贵”问题;只有将增加政府卫生支出与深化医疗卫生体制改革相结合,才能真正缓解全社会“看病贵”问题。因此,应深化公立医院改革,优化政府对医疗卫生资源的配置方式,加强基层医疗卫生体系建设,重塑医疗卫生服务治理模式,构建专业化治理模式,系统性重构中国医疗卫生领域人才建设。

2012—2021年我国专业公共卫生机构人力资源配置状况及公平性分析

目的:分析我国专业公共卫生机构人才队伍建设情况,为加强我国公共卫生人才队伍建设提供参考。方法:基于《中国卫生健康统计年鉴》数据,采用描述性统计分析、基尼系数和卫生资源集聚度等方法,分析2012—2021年我国专业公共卫生机构人才数量、质量及不同地区人力资源配置公平性。结果:2012—2021年,全国专业公共卫生机构人员数年均增长率为4.10%,每千人口专业公共卫生机构人员数年均增长率为3.71%;2021年,我国专业公共卫生机构人力资源按人口配置的基尼系数为0.1002,按地理面积配置的基尼系数为0.6706,21个省份的卫生资源集聚度值大于1。结论:十年间我国专业公共卫生机构人力资源总量稳步增长,质量有较大提升,但与预期发展目标尚有差距,不同专业公共卫生机构人力资源发展不均衡,公共卫生人力资源配置中人口公平性优于地理公平性,且省际差异显著。

天津市卫生资源配置和经济发展的耦合协调研究

目的研究天津市卫生资源配置与经济发展的耦合协调关系及障碍因素,为促进卫生资源与社会经济协同发展提供决策依据。方法从2023年《天津统计年鉴》获取2022年天津市各行政区经济发展和卫生资源配置状况的相关数据。通过熵权法计算各指标权重,利用耦合协调模型评价卫生资源配置与经济发展耦合协调度及发展状态,采用障碍度分析模型分析两系统耦合协调度的障碍因子。结果2022年滨海新区是天津市人口最多,地区生产总值、一般公共预算支出和卫生健康支出最高的行政区;宁河区年平均工资、第三产业比重、一般公共预算支出、医院数、卫生机构床位数、医院床位数最低。东丽区、西青区和滨海新区经济发展超前于卫生资源配置,其他行政区经济发展滞后于卫生资源配置。滨海新区经济发展与卫生资源配置良好协调,耦合协调度为0.84;宁河区严重失调,耦合协调度为0.16。经济发展系统中,第三产业比重是滨海新区耦合协调度最主要的障碍因子,一般公共预算支出和地区生产总值是其他行政区的主要障碍因子;卫生资源配置系统中,和平区、河东区、河西区、南开区、河北区、红桥区主要障碍因子各不相同,而其他行政区主要障碍因子为每千人注册护士数、每千人执业医师数、每千人床位数。结论天津市卫生资源配置与经济发展协调程度较低且经济发展普遍滞后于卫生资源配置,而其障碍因素复杂,应通过加强发展低地的投入、在控制卫生资源扩张的同时提高卫生资源的质量、加大卫生投入和区分不同行政区采取措施促进卫生资源配置与经济协同发展。

基于岗位分析与工时测定的医院健康体检(管理)中心护士人力资源配置研究

目的:构建医院健康体检(管理)中心护士人力资源配置方法,为完善健康体检(管理)中心的规范化管理提供指导。方法:通过文献回顾,利用岗位分析和工时测定相结合的方法,梳理北京市某三甲综合医院体检中心主要8项护士岗位工作。其中不以流程作业方式运行的岗位包括护士长岗位、体检服务台、市场外联岗位;以流程作业方式运行的静脉采血、心电图等岗位,采用工时测定法计算该院健康体检中心2023年11月至2024年1月各岗位完成每次检查所需工时,并推算所需护士数。结果:结合岗位分析与工时测定,测算该院体检中心护士人力合理配置应为20人。结论:根据研究结果,该体检中心调整护士配置人数,有效提高了体检工作质量与人员工作效率,为其他医院健康体检(管理)中心护士人力资源合理配置提供了有益的借鉴,对推动健康体检规范化管理具有重要意义。

人口老龄化趋势下卫生资源配置结构性失衡与社会福利损失

一国医疗资源的配置结构直接影响这些资源向医疗卫生服务转化的效率,我国卫生资源配置结构性失衡问题不仅影响着公众健康,同时也制约着公众社会福利。不仅如此,我国人口老龄化程度的加深导致医疗卫生服务需求井喷式增长,与卫生资源配置结构性失衡下的碎片式服务供给体系形成巨大反差,导致供求矛盾日益突出,将引发更大的经济社会代价。在此背景下,本文结合理论分析、数值模拟和实证检验,剖析卫生资源配置结构性失衡影响社会福利的内在机理以及人口老龄化对两者关系的调节作用。结果表明:存在最优化的卫生资源配置结构,在该结构下公众社会福利实现最大化;与这种最优化资源配置结构相比,卫生资源配置结构性失衡会引发社会福利损失。与此同时,人口老龄化加剧卫生资源配置结构性失衡带来的社会福利损失。异质性分析表明,建设信息基础设施和提高医疗卫生机构密度能够减少卫生资源配置结构性失衡带来的社会福利损失,但城乡收入差距的扩大会增加其福利损失。本文研究结论对于缓解卫生资源配置结构性失衡问题、推进健康中国建设具有重要的启示意义。

健康信息甄别中任务难度对大学生APP使用行为的影响

研究查询页、搜索引擎结果页和详情页面中的用户行为,有助于揭示用户健康信息搜索行为机理,优化健康信息甄别服务策略。研究招募了32名用户完成两种不同难度的健康信息甄别任务,基于开放性编码获取用户使用的APP类型,以甄别过程中的查询页、搜索引擎结果页和详情页及用户主观感知有用并进行截图的页面为信息载体,从信息源选择和认知资源分配策略两个维度深入剖析用户APP使用行为。结果表明,任务难度对社区类APP的信息源选择影响显著,表现为高难度任务中用户访问的各类页面数量均更多,截图采用的信息也更多。同时,任务难度对健康类APP的认知资源分配策略影响显著,表现为高难度任务中用户会付出更多的认知资源在详情页上,减少其在查询页上认知资源分配比率,且此时的信息采用率也更高。据此,本研究揭示了健康信息甄别中任务难度对用户APP使用行为具有内外智力资源的“同步唤醒”作用,验证了健康信息甄别中的媒介依赖和权威依赖现象。

广西边境地区县域卫生资源配置状况研究

目的分析广西边境地区县域卫生资源配置现状及其公平性,为优化县域卫生资源配置提供参考。方法收集广西边境地区8个县域2015—2021年的卫生资源数据,从人口、地理两个维度评价县域卫生资源配置的公平性。结果2015—2021年,广西边境地区8个县域的卫生资源总体呈逐年增加的趋势,但大部分县域千人口床位数、执业(助理)医师数、注册护士数低于广西平均水平;按人口配置的各类卫生资源公平性的基尼系数优于按地理配置的。结论应强化政府在卫生资源配置中的宏观调控功能,进一步提高广西边境地区卫生资源配置水平;加大边境地区县域卫生人力资源投入力度,持续提升卫生人力资源供给能力;多措并举,稳定边境地区村卫生室人员队伍;优化边境地区县域卫生资源空间布局,保障卫生资源配置的公平性。

我国基层医疗卫生资源配置效率及影响因素研究

[目的]通过研究我国基层医疗卫生资源配置效率及其影响因素,为提高我国基层医疗卫生资源配置效率提供参考。[方法]选择基层医疗卫生机构中的机构人员数、床位数、机构数为投入指标,诊疗人次数、入院人次数为产出指标,农村居民人均可支配收入、城镇化率、执业(助理)医生数、地区生产总值为环境指标,利用三阶段DEA-Tobit模型对我国基层医疗卫生2012-2021年的数据进行静态分析和回归分析。[结果]农村居民人均可支配收入、城镇化率、执业(助理)医生数、地区生产总值对我国基层医疗卫生资源影响显著;在剔除环境变量和随机干扰的影响后,我国基层医疗卫生资源综合效率、纯技术效率、规模效率的均值降幅分别为8.5%、1.8%、8.7%,资源投入和产出不相匹配;SFA回归分析显示,执业(助理)医生数是影响综合效率值的显著因素。[结论]各地区基层医疗机构卫生资源配置存在明显差异,人才短缺和经济发展水平制约了基层医疗卫生资源配置效率。政府应通过宏观调控加大对基层、边远地区和紧缺医学专业人才的培养扶持力度,缩减城乡、地区、专业之间人才资源配置差距。

2015—2022年全国三级妇幼保健院卫生人力资源配置状况分析

目的了解2015—2022年全国三级妇幼保健院的卫生人力资源配置状况,为进一步加强妇幼保健院人才队伍建设和管理提供依据。方法通过全国妇幼保健机构监测系统收集数据,对全国所有三级妇幼保健院的卫生人力资源情况进行描述性分析。结果2015—2022年全国三级妇幼保健院卫生技术人员数量不断增加,年平均增长率为10.2%;高学历和高职称卫生技术人员占比逐年上升;卫生技术人员占比达标的三级妇幼保健院所占的比例已提高到93.8%;医护比已超过1∶1.4。结论我国三级妇幼保健院的卫生人力资源配置状况呈现良好的上升趋势,为提高妇幼保健院整体服务水平与服务能力奠定了基础。

2005-2021年我国卫生人力资源发展趋势及公平性分析

背景“健康中国2030”战略对卫生人力资源配置提出了更高需求,国内开展了较多地区卫生人力资源公平性的评价研究,但尚无从全国视角对我国多种医疗机构、多类别卫生人力资源进行的概述。目的对2005—2021年全国31省(自治区、直辖市)12类医疗卫生机构、5类卫生人力资源进行趋势描述和公平性分析,为未来各卫生机构人力资源配置优化提供参考。方法全国卫生人力资源数据来自《中国卫生统计年鉴(2006—2012)》《中国卫生和计划生育统计年鉴(2013—2017)》《中国卫生健康统计年鉴(2018—2022)》,人口数据和经济数据来自《中国统计年鉴(2006—2022)》。计算2005—2021年各省(自治区、直辖市)各类医疗卫生机构、各类卫生人力资源的人均占有量,计算年均增长率和集中指数(CI)以描述发展趋势,并根据经济发展水平进行公平性分析。结果2005—2021年,我国卫生人员总量持续上升,年均增长率为5.58%,农村地区增长较快,年均增长率达10.87%。在各类医疗卫生机构中,社区卫生服务中心(站)的卫生人员数增速最快(年均增长率达18.05%),卫生监督所(中心)的人员数增速较低(年均增长率为0.18%),疾病预防控制中心的卫生人员数总体呈下降趋势(年均增长率为-0.39%)。除社区卫生服务中心(站)外,各类医疗机构卫生人员总数的CI<0.20。结论我国各类医疗卫生机构人力资源人均占有量在农村地区增长较快,地区间人均资源分配的公平性尚佳,但总量不足,重要机构和人员类别需要注意。要继续加强农村卫生人力资源的投入,国家和各省(自治区、直辖市)要稳定公共卫生队伍,健全基层医疗卫生服务发展,提高公平性与可及性。