Witt Julia
Department of Economics, University of Manitoba, Winnipeg, Man.
Can J Rural Med. 2017 Spring;22(2):43-53.
Rural recruitment and retention continues to present challenges to health workforce planners. This paper reports and analyzes the results of a survey sent to physicians in Manitoba, eliciting their opinions regarding rural jobs.
A survey was sent to all physicians in Manitoba. Part 1 of the survey included questions about background and demographic information; part 2 was a set of job satisfaction questions regarding respondents' current job; and part 3 included 2 sets of stated-choice questions eliciting preferences for a set of attributes relevant to rural recruitment and retention.
Of the 2487 physicians who received surveys, 561 (22.6%) responded. Respondents indicated that income, hours worked and on-call frequency are very important: overall job satisfaction increased with income and decreased with hours worked. Income, hours and on-call frequency were ranked "very important" by the largest proportions of physicians. The estimated compensation for on-call more frequent than 1-in-4 was very high (82% of average income), and additional hours worked were worth $183 per hour. Other attributes that were important included professional interaction, housing availability and community incentives during the first year, which were valued at 11%-31% of annual income.
Work-life balance is a key consideration for rural jobs, and there are incentives that can compensate for less desirable attributes.
农村地区卫生人力的招聘和留用问题持续给卫生人力规划者带来挑战。本文报告并分析了一项针对曼尼托巴省医生的调查结果，了解他们对农村工作的看法。
向曼尼托巴省所有医生发送了一份调查问卷。调查问卷的第一部分包含有关背景和人口统计学信息的问题；第二部分是一组关于受访者当前工作的工作满意度问题；第三部分包含两组陈述式选择问题，以了解他们对与农村招聘和留用相关的一系列属性的偏好。
在收到调查问卷的2487名医生中，有561人（22.6%）回复。受访者表示，收入、工作时长和随叫随到的频率非常重要：总体工作满意度随收入增加而提高，随工作时长增加而降低。收入、工作时长和随叫随到的频率被最大比例的医生评为“非常重要”。对于随叫随到频率高于四分之一的情况，估计补偿非常高（平均收入的82%），额外工作小时的价值为每小时183加元。其他重要属性包括职业互动、住房可获得性以及第一年的社区激励措施，这些价值占年收入的11%-31%。
工作与生活的平衡是农村工作的关键考虑因素，并且有一些激励措施可以弥补不太理想的属性。
