本文選題：中國西部 + 衛(wèi)生人力資源　； 參考：《寧夏醫(yī)科大學(xué)》2017年碩士論文

【摘要】：研究背景:當(dāng)前我國面臨衛(wèi)生人力資源數(shù)量短缺、質(zhì)量不高與配置不合理的挑戰(zhàn),這一問題在西部經(jīng)濟欠發(fā)達(dá)的貧困與農(nóng)村地區(qū)更為明顯。隨著近年來慢性病患病率的快速升高,我國城鄉(xiāng)居民的醫(yī)療衛(wèi)生服務(wù)需求均持續(xù)增加,衛(wèi)生資源的配置不均衡與該需求之間形成巨大張力。西部經(jīng)濟欠發(fā)達(dá)的基層地區(qū)衛(wèi)生人才隊伍建設(shè)滯后、衛(wèi)生人員數(shù)量少、質(zhì)量低、布局和結(jié)構(gòu)不合理、吸引和保留等激勵機制不健全,也嚴(yán)重阻礙我國基本公共衛(wèi)生服務(wù)的均等化進(jìn)程和全民健康福祉的實現(xiàn)�；诖�,有必要從滿意度角度研究影響我國西部地區(qū)衛(wèi)生人力資源吸引和保留的因素。研究目的:本研究旨在構(gòu)建激勵因素滿意度測量指標(biāo)來評價西部地區(qū)衛(wèi)生人力資源的滿意度狀況,以定量的數(shù)據(jù)了解滿意度總體水平與各個指標(biāo)之間的分布比例,并分析不同特征的衛(wèi)生人員在滿意度上是否存在差異,最后結(jié)合定性訪談分析滿意度水平的影響因素,進(jìn)一步歸納總結(jié)西部地區(qū)衛(wèi)生人力資源滿意度現(xiàn)狀并提出可行的對策建議。研究方法:用描述性分析方法分析西部樣本省地區(qū)衛(wèi)生人力資源概況;采用文獻(xiàn)復(fù)習(xí)和專家咨詢的方法構(gòu)建激勵因素滿意度測量指標(biāo),并用聚類分析的方法將29個滿意度指標(biāo)劃分為六個大維度;采用率、比的描述性分析、單因素方差分析、t檢驗、Pearson相關(guān)分析等定量研究滿意度測評結(jié)果;用個人深度訪談的定性方法分析影響吸引與保持西部衛(wèi)生工作人員的激勵因素。研究結(jié)果:1.通過文獻(xiàn)復(fù)習(xí)與專家咨詢構(gòu)建了滿意度量表指標(biāo),分別是“您現(xiàn)有的知識水平”、“月薪”、“醫(yī)療工作的在崗培訓(xùn)”、“參加學(xué)術(shù)研究的機會”、“技術(shù)職稱的晉升”、“事業(yè)發(fā)展的機會”、“您所在醫(yī)院的領(lǐng)導(dǎo)和管理能力”等29個指標(biāo);2.聚類分析的方法將量表指標(biāo)劃分為六大維度,分別是:工作回報、工作本身、個人發(fā)展、工作關(guān)系、領(lǐng)導(dǎo)能力、工作環(huán)境;3.四個樣本省激勵因素滿意度定量研究結(jié)果:四省調(diào)查對象在各個滿意度之間的分布比例數(shù)據(jù)顯示,滿意度得分最高的五個指標(biāo)依次是“同事之間的關(guān)系”、“上級對您工作的認(rèn)可”、“同事對您工作的認(rèn)可”、“您與患者的融洽度”、“當(dāng)?shù)貧夂颉?滿意度得分最低的五個指標(biāo)是“月津貼”、“假期”、“月薪”等;各項指標(biāo)的滿意度得分在不同級別的醫(yī)療機構(gòu)間、不同樣本省之間、不同職稱之間以及不同學(xué)歷之間存在差異;4.定性訪談結(jié)果進(jìn)一步證實西部地區(qū)衛(wèi)生人力資源存在的問題,具體包括:衛(wèi)生人員數(shù)量不足,鄉(xiāng)鎮(zhèn)和村級衛(wèi)生機構(gòu)人才更稀缺,且引進(jìn)困難、流失嚴(yán)重,人才吸引和保留機制不暢;醫(yī)務(wù)人員收入與付出不成正比,工作壓力大;編制制度落后;政府對醫(yī)院的管理體制僵化;鄉(xiāng)鎮(zhèn)和縣級醫(yī)院職位晉升受限等。建議:1.對待村醫(yī):賦予其職業(yè)身份認(rèn)同;提高待遇;增加培訓(xùn)機會;2.關(guān)于鄉(xiāng)鎮(zhèn)衛(wèi)生院:合理設(shè)置編制、實現(xiàn)報酬公平;解除職稱晉升限制;改革管理體制;3.關(guān)于縣醫(yī)院:實現(xiàn)同工同酬;增加培訓(xùn)機會;打破職稱晉升限制;協(xié)調(diào)多重監(jiān)管與“政策塞車”問題等;4.適度調(diào)整制度政策,向基層傾斜;5.創(chuàng)新貧困基層地區(qū)醫(yī)學(xué)人才培養(yǎng)模式;6.協(xié)調(diào)衛(wèi)生人力政策與其它相關(guān)政策之間的矛盾;7.做好醫(yī)學(xué)道德的宣傳工作。
[Abstract]:Background: at present, China is confronted with the shortage of human resources, poor quality and irrational allocation, which is more obvious in the underdeveloped poverty and rural areas in the West. With the rapid increase of the prevalence of chronic diseases in recent years, the demand for medical and health services of urban and rural residents in China has continued to increase, and health resources have been increased. There is a great tension between the uneven distribution and the demand. The construction of the health personnel in the underdeveloped areas of the western economy is lagging behind, the number of health personnel is low, the quality is low, the layout and structure are not reasonable, the incentive mechanism is not sound, and the equalization process of the basic public health service and the health of the whole people are seriously hindered. Based on this, it is necessary to study the factors affecting the attraction and retention of health human resources in Western China from the perspective of satisfaction. The purpose of this study is to build the satisfaction measurement index of incentive factors to evaluate the satisfaction of human resources in the western region, and to understand the overall level of satisfaction with quantitative data and to understand the overall level of satisfaction with the quantitative data. The distribution ratio of each index, and analysis of the difference between the different characteristics of health personnel on satisfaction, and finally combining qualitative interview to analyze the influencing factors of satisfaction level, further summarize and summarize the status quo of the satisfaction of health human resources in the western region and put forward feasible countermeasures and suggestions. This paper analyzes the general situation of health human resources in the province of Western sample Province, and uses literature review and expert consultation to construct the index of satisfaction measurement of incentive factors, and divides the 29 satisfaction indexes into six large dimensions by cluster analysis, and quantitative analysis, single factor analysis of variance, t test, Pearson correlation analysis and so on. This paper studies the results of satisfaction evaluation, and uses the qualitative method of personal depth interview to analyze the motivating factors of attracting and maintaining Western health workers. The results are as follows: 1. through literature review and expert consultation, the index of satisfaction scale is constructed, which are "your existing knowledge level", "monthly salary", "medical job training", "Opportunities to participate in academic research", "promotion of technical titles", "opportunities for career development", "the leadership and management ability of your hospital", and other 29 indicators; 2. cluster analysis method divides the scale index into six dimensions, namely: work reward, work itself, personal development, working relationship, leadership, working environment; 3 The results of the quantitative study on the satisfaction of four sample provinces: the distribution ratio data between the four respondents in each degree of satisfaction showed that the five index of the highest degree of satisfaction was "the relationship between colleagues", "the approval of your work by the superior", "the approval of colleagues for your work", "the harmony between you and the patient", "Local climate", the five indexes with the lowest satisfaction scores are "monthly allowance", "holiday" and "monthly salary". The satisfaction scores of various indicators are different between different levels of medical institutions, different sample provinces, different titles and different educational backgrounds, and 4. qualitative interview results further confirm the health of the western region. The problems of human resources include: inadequate number of health personnel, scarce personnel in township and village level health institutions, difficulties in introducing, serious loss, poor talent attraction and retention mechanism; the income of medical personnel is not directly proportional to the income and pay, the work pressure is great; the system is backward; the government is rigid in the hospital management system; township and county level. Hospital position promotion limited and so on. Suggestion: 1. treat village doctor: give its professional identity identification; improve the treatment; increase the training opportunity; 2. about the township hospital: reasonable setting up, realizing the fair reward; relieving the limitation of the title promotion; reforming the management system; 3. about the county hospital: realizing equal pay for equal work; increasing the training opportunity; breaking the limitation of job title promotion; Coordination of multiple supervision and "policy traffic jam" problem, and so on; 4. adjust the system policy moderately, tilt to the grass-roots level; 5. to innovate the training mode of medical talents in the poor grass-roots areas; 6. to coordinate the contradiction between the health manpower policy and other related policies; 7. do a good job of medical ethics propaganda work.
【學(xué)位授予單位】：寧夏醫(yī)科大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2017
【分類號】：R197.1

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