县乡村三级卫生机构人力流动情况分析  

Analyze on manpower flow of three level tire health organizations in rural area

作　　者：姜晓朋[1] 赵树仁 潘明俊 陈政 郑益川 张黎明 马安宁[4] 冀春亮[4] 罗力[1] 张勇[1] 王志锋[1] 郝模[1] 

机构地区：[1]复旦大学医学院,200032 [2]山东省平凉市卫生局,262800 [3]上海市嘉定区卫生局,201800 [4]山东潍坊市卫生局,261000

出　　处：《中国卫生资源》2001年第2期80-82,共3页Chinese Health Resources

摘　　要：该文从县乡村三个层次、卫生服务医防保三大功能入手 ,分析比较农村地区卫生人员流动的特征及其在不同机构之间的差异。结果发现 ,人员流动对县医院来说是吸引人才 ,对防疫站和乡镇卫生院来说意味着高素质人才的流失 ,尤其是防疫站 ,防疫站内部人员流动表现为高素质人员流向高收益科室的现象 ,体现了社会观念上的“重医轻防”。论证了在“重医轻防”局面下 ,以及在竞争中生存乏力的乡镇卫生院将难以留住“骨干”人才。也证明了本课题组在防保功能难以切实落实到位的机制中 ,“无偿提供的防保服务将增加机构的运作成本且缺少激励机制 ,防保机构转而注重有偿服务”和“注重加强那些能有收益的科室”的推论具科学。This paper starts with three levels organizations in rural areas in order to analyze the different character of manpower flow phenomenon. The result is: County Hospital (CH) is magnetic to the personnel while County Health and Anti-epidemic Station (CHAS) and Township Hospital (TH) are none allurement to it. Within the CHAS,the abilities are tend to flow to the beneficial sections what in call “pay more attention to curative and neglect preventive”. So it is difficult for TH to keep the hunan resources. It also proved the general study’s main conclusions which could be describe as “the anti epidemic organizations must pay more attention to provide beneficial service since none profit service is lack of prompting mechanism”.

关 键 词：三级卫生机构 县乡村 流动情况 乡镇卫生院 人力 人员流动 高素质人才 防疫站 卫生服务 农村地区 分析比较 社会观念 防保功能 激励机制 运作成本 防保服务 有偿服务 防保机构 县医院 意味着 课题组 现实性 科室 收益 

分 类 号：R199.2[医药卫生—卫生事业管理] R197.62[医药卫生—公共卫生与预防医学]