卫生服务机构人力资源及其社会性别分析——罗平案例  

ANALYSIS ON HEALTH HUMAN RESOURCE AND SOCIAL GENDER-A CASE STUDY OF LUOPING COUNTY

作　　者：方菁[1] 杨旭丽[1] 张开宁[1] 严朝芳[1] 

机构地区：[1]昆明医学院健康与发展研究所,昆明650031

出　　处：《现代预防医学》2008年第7期1275-1277,1285,共4页Modern Preventive Medicine

摘　　要：[目的]针对卫生服务机构人力资源及其培训情况进行社会性别分析,为相关政策的制订提供依据。[方法]采用定性与定量相结合方法,对案例县卫生服务机构人力资源的人口学特征、培训等情况进行调查。[结果]卫生机构服务人员女性多于男性,年龄相对年轻化,职称结构不合理,学历层次低、最近5年49.6%的人未接受过任何培训;且存在社会性别差异,男性学历层次、中高级职称比例、培训层次均高于女性,培训周期相对比女性较长。[结论]案例县卫生服务机构人力资源整体分布不均衡、学历及职称结构不尽合理、专业技术人员培训不到位,且性别不平等,这些不尽如人意的现象亟待改善,应引入社会性别视角,增强社会性别敏感性。[Objective] To study health human resources and training in Luoping County, to further analyze its gender relationships, and provide future gender-related policy guidehnes. [Methods] Used the combined method of qualitation and quantitation to investigate demographic characteristics and training of human resources in health service institutions. [Results] The number of female service workers was more than the male in health service institutions. The staff had youthful ages, skewed professional titles, low education levels and 49.6% of them lacked training in the past 5 years. Gender difference was also evident as male education levels, professional dries and training levels were higher than female. Male training cycle time was longer than female. [Conclusion] The situation is unsatisfactory. Thus, it is necessary to improve the imbalanced distribution of hu2 man resources in health service institutions at three levels in terms of education level, professional title structure, training opportunities and gender inequality. At the same time, social gender sensitivity should be enhanced in health human resources.

关 键 词：卫生人力资源 培训 社会性别 

分 类 号：R19[医药卫生—卫生事业管理]