Chen Jieting, Liu Yongjin, Qu Yanbo, Xing Juan, Zhu Yan, Li Xinyue, Wu Xiangwei
The School of Medicine, Shihezi University, Shihezi, Xinjiang, China.
The Second Affiliated Hospital, Xinjiang Medical University, Urumqi, Xinjiang, China.
BMC Nurs. 2024 Oct 24;23(1):781. doi: 10.1186/s12912-024-02446-2.
The Yangtze River Economic Belt, as a core economic region in China, is facing the dual challenges of an aging population and growing healthcare demand, and the balanced development and optimal allocation of nursing human resources is crucial to the region's healthcare system. An in-depth study of the regional differences and convergence of nursing human resources in the region will provide a key basis for policy makers to achieve equity and efficiency in healthcare services and meet the growing demand for healthcare.
To analyze the regional differences and convergence characteristics of nursing human resource levels in the Yangtze River Economic Belt, and to provide scientific references for optimizing regional nursing human resource allocation.
Based on the panel data of 107 cities in the Yangtze River Economic Belt from 2010 to 2020, the regional differences and their sources were analyzed by using Dagum's Gini coefficient, and the convergence characteristics were examined by the coefficient of variation and spatial convergence model.
The average value of the number of nursing human resources in the Yangtze River Economic Belt is 2,132,300 people, with obvious regional differences, and the hypervariable density difference (53.01%) is the main source of the regional differences; there are obvious trends of σ-convergence and conditional β-convergence of the level of nursing human resources in the overall and the three major regions of the upstream, midstream, and downstream, and different factors have different moderating effects on the speed of spatial convergence in the other areas.
The implementation of precise policies for nursing human resources in different regions of the Yangtze River Economic Belt steadily reduces the regional differences between the upper, middle, and lower reaches and enhances the spatial linkage between regions of nursing human resources to improve the quality of nursing human resources.
长江经济带作为中国的核心经济区域，正面临人口老龄化和医疗保健需求不断增长的双重挑战，护理人力资源的均衡发展和优化配置对该地区的医疗体系至关重要。深入研究该地区护理人力资源的区域差异和趋同情况，将为政策制定者实现医疗服务的公平与效率以及满足不断增长的医疗保健需求提供关键依据。
分析长江经济带护理人力资源水平的区域差异和趋同特征，为优化区域护理人力资源配置提供科学参考。
基于2010年至2020年长江经济带107个城市的面板数据，运用达古姆基尼系数分析区域差异及其来源，并通过变异系数和空间趋同模型检验趋同特征。
长江经济带护理人力资源数量平均值为213.23万人，区域差异明显，超变密度差异（53.01%）是区域差异的主要来源；整体及上游、中游、下游三大区域护理人力资源水平均存在明显的σ趋同和条件β趋同趋势，不同因素对其他地区空间趋同速度有不同的调节作用。
长江经济带不同区域实施精准的护理人力资源政策，稳步缩小上下游区域差异，增强护理人力资源区域间的空间联系，以提升护理人力资源质量。
