论文部分内容阅读
目的了解湖北省乡镇卫生院卫生人力资源的流动状况及特征,分析存在的问题,为改善卫生人力资源状况提供政策建议。方法对湖北省90个乡镇卫生院2008年1月—2012年6月人员流动数据进行分析,使用SPSS12.0软件进行描述性分析和χ2检验。结果 2008—2012年乡镇卫生院共引进569人,男性占40.42%;≤35岁占69.42%,>45岁占4.04%;本科及以上占15.11%,中专及以下占36.91%;中级职称占12.3%,无职称占47.63%;临床和护理岗位分别占31.99%、26.89%。共流失826人,男性为47.94%;≤35岁占26.27%,>45岁占33.41%;本科及以上占8.47%,中专及以下占50.73%。中级职称占35.84%,无职称占8.13%;临床和护理岗位分别占40.14%和25.81%。引进和流失卫生人员的性别结构差异无统计学意义(χ2=7.589,P>0.05);年龄、文化程度、职称、岗位结构差异有统计学意义(χ2=374.347、46.564、317.336、27.758,P<0.05)。结论乡镇卫生院卫生人力资源流动结构不合理,高水平医务人员流失严重。
Objective To understand the status and characteristics of health human resources in township hospitals in Hubei Province, analyze existing problems and provide policy recommendations for improving the status of human resources for health. Methods Ninety township hospitals in Hubei Province from January 2008 to June 2012 were analyzed for data on staff turnover. SPSS12.0 software was used for descriptive analysis and χ2 test. Results A total of 569 people were admitted to township hospitals from 2008 to 2012, accounting for 40.42% of all men and women; 69.42% of them were aged 35 or older, 4.04% of those aged> 45; 15.11% of them were undergraduate students and above, 36.91% 12.3%, no job title accounted for 47.63%; clinical and nursing positions accounted for 31.99%, 26.89%. A total of 826 people were lost, 47.94% of men; 26.27% ≤35 years old, 33.41%> 45 years old; bachelor and above accounted for 8.47%, secondary and below accounted for 50.73%. Intermediate titles accounted for 35.84%, no title accounted for 8.13%; clinical and nursing positions accounted for 40.14% and 25.81%. There was no significant difference in the gender structure between the introduction and the loss of health personnel (χ2 = 7.589, P> 0.05). There was significant difference in age, education level, job title and post structure (χ2 = 374.347,46.564,317.336,27.758, P < 0.05). Conclusion The flow structure of health human resources in township hospitals is unreasonable, and the loss of high-level medical staff is serious.