分级诊疗背景下基层卫生人员工作压力与薪酬满意度分析  

Analysis of Job Pressure and Salary Satisfaction of Grassroots Health Workers under the Background of Hierarchical Diagnosis and Treatment

作　　者：薛维娜 杨星 伍红艳 龙琛 XUE Wei-na(School of Medicine and Health Management,Guizhou Medical University,Guiyang,P.R.China)

机构地区：[1]贵州医科大学医药卫生管理学院,贵州贵阳550004

出　　处：《中国卫生事业管理》2020年第8期620-625,共6页Chinese Health Service Management

基　　金：国家自然科学基金项目“动脉硬化与ApoE基因对贵州布依族、汉族老年轻度认知功能损害的影响研究”(81760613);贵州省社会科学联合会理论创新课题“贵州省健康管理人力资源配置与优化措施研究”(GZLCLH-2018-036);贵州医科大学人文社科理论创新课题“基于KAP理论的贵州农村基层医疗风险控制策略研究”(GZYKDXRWSK-2018)。

摘　　要：目的:了解贵州省实施分级诊疗制度后,基层卫生人员工作压力及薪酬满意度,为提高其工作积极性,推进分级诊疗的实施提供参考依据方法:采用自行设计问卷,对参加贵州省基层医疗机构骨干人员培训的978名基层卫生人员进行工作压力及薪酬满意度问卷调查,分析其影响因素。结果:分级诊疗实施后,55.8%的受访基层卫生人员工作量增加;71.8%的人员工作压力大;仅13.3%的人员薪酬增加,对薪酬满意的人员只占19.0%;性别、年龄、职称、工龄、卫生人员配置合理性、工作量变化与工作压力有关联(P<0.05),年龄、职称、学历、工作压力、薪酬变化、是否有相应的工资分配体系、绩效考核制度及激励机制与基层卫生人员薪酬满意度有关联(P<0.05)。结论:充实基层卫生人才队伍,提供良好的职业发展平台,健全薪酬绩效体系,强化激励机制,以缓解人员工作压力,提高薪酬满意度,推进分级诊疗制度的有效实施。Objective The purpose is to understand the job pressure and salary satisfaction of grassroots health workers after the implementation of the hierarchical diagnosis and treatment system in Guizhou province, to improve the work enthusiasm of grassroots health workers, and to provide a reference basis for promoting the implementation of hierarchical diagnosis and treatment. Methods Self-designed questionnaires were adopted. 978 primary health care workers who participated in the training of key personnel in primary health care institutions in Guizhou province were investigated about job stress and salary satisfaction. The influencing factors were analyzed. Results The workload of 55.8% of the primary health personnel interviewed increased after the implementation of classified diagnosis and treatment. 71.8% of the staff had great working pressure. Only 13.3% of the staff had their salaries increased, while only 19.0% were satisfied with their salaries. Gender, age, professional title, length of service, rationality of health personnel allocation and workload changes were related to work stress(P<0.05). Age, professional title, educational background, work pressure, salary changes, whether there is a corresponding salary distribution system, performance appraisal system and incentive mechanism were related to the satisfaction degree of basic health personnel(P<0.05). Conclusion Enriching the grassroots health personnel team, providing a good career development platform, perfecting the salary performance system, and strengthening the incentive mechanism can alleviate the work pressure of personnel and improve the salary satisfaction, which is the effective implementation of promoting the hierarchical diagnosis and treatment system.

关 键 词：分级诊疗 基层卫生人员 工作压力 薪酬满意度 

分 类 号：R192[医药卫生—卫生事业管理]