【摘要】 目的 通过测量医学专业硕士、博士毕业生对公立医院人才引进政策的偏好，为同类医疗机构设计政策吸引人才提供参考依据。方法 基于离散选择实验设计问卷，在线调查388名医学专业硕士、博士毕业生对科研经费、子女教育福利（幼、小、初阶段）、住房福利、编制、职称晋升减免年限和工作薪酬外的一次性补贴等人才引进政策属性的偏好程度，通过Stata 16.0软件运用混合logit模型进行数据分析。结果 除职称晋升减免年限外，其余纳入的5项人才引进政策属性差异均有统计学意义（P<0.05）。效用最大的属性是编制（β=2.473），医学专业毕业生愿意放弃335 272.5元的一次性补贴来换取编制，职称晋升减免年限的属性效用最小。亚组分析显示，未婚人群更关注住房福利，博士毕业生更在乎科研经费。结论 编制和子女教育福利是最吸引医学专业硕士、博士毕业生的人才引进政策。政策制定者应综合考虑政策属性和毕业生背景，制定更为有效的人才引进政策。更多还原

【Abstract】 Objective It aims to provide reference for public hospitals to design policies and attract talents by measuring preference of medical postgraduate students for talent introduction policies.Methods Based on a Discrete choice Experiment design questionnaire,an online survey of 388 medical masters and doctoral graduates on their preferences for talent introduction policy attributes such as research funds,children’s education welfare(in kindergarden,school and jounir school),housing welfare,authorized strength,career promotion speed and lumpsum subsidy.The data were analyzed by Stata 16.0 software based on the mixed logit model.Results All attributes differences were statistically significant except for career promotion speed(P<0.05).Authorized strength was most important to respondents(β=2.473),respondents were willing to forgo 335 272.5 to get a job with authorized strength.career promotion speed was deemed the least important.The subgroup results showed that unmarried students cared more about housing benefits,while doctor students care more about research funding.Conclusion Authorized strength and children’s education benefits are the most attractive recruitment policies for medical postgraduate graduates.Policymakers should comprehensively consider the policy attributes and student background to formulate more effective talent introduction policies.更多还原