School of Health Management, Anhui Medical University, No. 81, Meishan Road Shushan District, Hefei, 230032, Anhui, China.
Hum Resour Health. 2021 Feb 27;19(1):23. doi: 10.1186/s12960-021-00563-6.
The shortage of primary medical staff is an important issue in the management of health human resources, and it is also a problem that all countries in the world need to face together. Since 2009, China has implemented a new series of medical system reforms and the shortage and loss of primary medical staff have been alleviated accordingly. However, China has a large population and it is difficult to distribute health human resources evenly across regions. This study aimed to explore the current status of turnover intention and its relationship with psychological capital, social support, and job burnout, as well as how these factors influence turnover intention of primary medical staff in Anhui province, China.
Using structured questionnaires to collect data, including demographic characteristics, turnover intention, psychological capital, social support, and Chinese Maslach Burnout Inventory scale. A total of 1152 primary medical workers of Anhui were investigated. Data were analyzed by t-test, analysis of variance (ANOVA), Pearson correlation analysis, and multiple linear regression model.
Total scores of turnover intention, psychological capital, social support, and job burnout of subjects were 14.15 ± 4.35, 100.09 ± 15.98, 64.93 ± 13.23 and 41.07 ± 9.437, respectively. Multiple linear regression showed the related factors of turnover intention were age, job position, work unit, and scores of job burnout. Pearson correlation showed psychological capital and social support were negatively correlated with turnover intention, while the score of job burnout was positively correlated with turnover intention.
The improvement of psychological capital and social support and the reduction of job burnout may play an important role in reducing turnover intention of primary medical staff. Primary medical managers should strengthen the humanistic care for primary medical staff, optimize the incentive mechanism, and improve internal management of medical institutions for stability.
基层医务人员短缺是卫生人力资源管理中的一个重要问题，也是世界各国共同面临的问题。自 2009 年以来，中国实施了一系列新的医疗体制改革，相应地缓解了基层医务人员的短缺和流失。然而，中国人口众多，难以在各地区平均分配卫生人力资源。本研究旨在探讨安徽省基层医务人员离职意愿的现状及其与心理资本、社会支持和工作倦怠的关系，以及这些因素如何影响安徽省基层医务人员的离职意愿。
采用结构问卷收集数据，包括人口统计学特征、离职意愿、心理资本、社会支持和中国 Maslach 职业倦怠量表。共调查了安徽省 1152 名基层医务人员。采用 t 检验、方差分析（ANOVA）、Pearson 相关分析和多元线性回归模型进行数据分析。
被试离职意愿、心理资本、社会支持和工作倦怠总分分别为 14.15±4.35、100.09±15.98、64.93±13.23 和 41.07±9.437。多元线性回归显示，离职意愿的相关因素为年龄、工作岗位、工作单位和工作倦怠得分。Pearson 相关分析显示，心理资本和社会支持与离职意愿呈负相关，而工作倦怠得分与离职意愿呈正相关。
提高心理资本和社会支持，降低工作倦怠，可能对降低基层医务人员离职意愿起到重要作用。基层医疗管理者应加强对基层医务人员的人文关怀，优化激励机制，提高医疗机构内部管理的稳定性。
