浙江省2013-2017年市县两级疾控中心人员流失状况分析  

Analysis of staff turnover among CDCs at municipal and county levels in Zhejiang

作　　者：于迪迪[1] 于村[1] 庞孟涛[1] 郭妤洁[1] 钟捷楠 黄建民[1] 黄学敏[1] YU Di-di;YU Cun;PANG Meng-tao;GUO Yu-jie;ZHONG Jie-nan;HUANG Jian-min;HUANG Xue-min(Center for Disease Control and Prevention of Zhejiang,Hangzhou,Zhejiang 310051,China)

机构地区：[1]浙江省疾病预防控制中心,浙江杭州310051

出　　处：《中国公共卫生管理》2020年第1期121-124,共4页Chinese Journal of Public Health Management

摘　　要：目的了解2013-2017年浙江省市县两级疾控中心的人员流失情况,为稳定疾控人才队伍提供相关建议。方法通过问卷调查收集市县两级疾控中心的人员流失资料,对流失人数、学历等数据进行统计分析。结果2013-2017年浙江省市级疾控中心的编制和在编人数总体减少,县级则总体增加。97家市县疾控中心有86家存在人员流失现象,共流失334人,其中市、县疾控中心分别流失83人、251人,年均流失率为1. 52%、1. 50%。市级疾控中心流失人员以硕士以上学历为主(占53. 01%),县级以本科以下学历为主(占80. 08%),流失人员中的硕士以上学历比例均高于在编人员的比例。市县疾控中心流失人员的学历构成情况每年之间差异无统计学意义(P> 0. 05)。结论 2013-2017年浙江省市县两级疾控中心普遍有人员流失,工作满意度、薪酬待遇、职业发展空间等为疾控人员流失的主要影响因素,需从增加人员编制、完善激励机制、提高薪酬待遇、优化绩效工资设计等方面着手,降低疾控人员流失风险。Objective To analyze the data of staff turnover among centers for disease control and prevention( CDCs) at municipal and county levels in Zhejiang,provide suggestions to keep the talent team of CDCs stable. Methods The data of staff turnover from all CDCs at municipal and county levels were collected by the questionnaire,and the number and education level of resigned staffs through statistical analysis were compared. Results The number of manning quota and permanent staff of municipal-level CDCs decreased during 2013 and 2017,while the data of county-level CDCs were increasing. A total of 334 staffs resigned from 86 of 97 CDCs,municipal-level CDCs had 83 staffs resigned with the average annual turnover rate of 1. 52%,and county-level CDCs had 251 staffs resigned with the average annual turnover rate of 1. 50%. The resigned staffs of municipal-level CDCs mainly had Master’s degrees and above which accounted for 53. 01%,respectively the larger proportion of county-level CDCs was Bachelor’s degrees and below( 80. 08%). The proportion of Master’s degrees and above of resigned staffs was higher than that of permanent staffs. There were no significant differences in education levels during 2013 and 2017 not only in municipal-level CDCs but also in county-level CDCs( P > 0. 05). Conclusion The phenomenon of staff turnover appeared to be widespread in CDCs at municipal and county levels during 2013 and 2017. The main influence factors of staff turnover are job satisfaction,salary and professional development. In order to reduce the risk of staff turnover,some measures should be taken,including adding the manning quotas,perfecting incentive mechanism,providing higher salaries and improving the merit pay system.

关 键 词：人力资源 疾控中心 人员流失 影响因素 

分 类 号：R197.21[医药卫生—卫生事业管理]