【摘要】 目的:分析影响基层卫生技术人员离职倾向的主要因素,探讨基层医疗卫生机构建设稳定高效的卫生人才队伍的策略与措施。方法:按多阶段随机抽样的方法,对447名卫生技术人员进行离职倾向量表、组织认同量表、工作不安全感量表、工作满意度量表的调查。运用SPSS17.0对数据进行信效度分析、描述性统计分析、相关分析及多元线性回归分析等。结果:不同年龄、职称、工作不安全感、组织认同、工作满意度的得分比较,差异有统计学意义(P<0.05)。Spearman等级相关分析结果显示,离职倾向与年龄、职称、工作满意度、组织认同得分呈负相关(r=-0.200,-0.113,-0.416,-0.524;P<0.05),离职倾向与工作不安全感得分呈正相关(r=0.592,P>0.05)。logistic回归分析显示,年龄、组织认同、工作不安全感、工作满意度,影响离职倾向(OR=0.957,0.914,1.207,0.477,均P<0.05)。结论:基层卫生技术人员的工作满意度普遍较低,离职倾向较高;应加强对基层医疗卫生机构中青年卫生技术人员的培养与重视,提高员工工作满意度。更多还原

【Abstract】 Objective To analyze the main factors to influence the turnover tendency of grassroots health technicians, and explore the strategies and measures for establishing stable and efficient grassroots health personnel team. Methods 447 health technicians were chosen with multi-stage random sampling method, and surveyed with turnover tendency scale, organization identification scale, work insecurity scale and job satisfaction scale. Data was analyzed with software of SPSS17.0. Results There were significant differences in the scores of different ages, professional titles, job insecurity, organizational identity and job satisfaction(P < 0.05). Spearman rank correlation analysis showed that turnover intention was negatively correlated with age, professional title, job satisfaction and organizational identity. There was a positive correlation between turnover intention and job insecurity. Logistic regression analysis showed that age, organizational identity, job insecurity and job satisfaction had an impact on turnover intention. Conclusion The job satisfaction of grassroots health technicians was generally low, and their turnover tendency was higher. It is suggested to strengthen training and attention on the young and middle-aged health technicians in grassroots medical and health institutions, so as to improve their job satisfaction.更多还原