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广东省新型冠状病毒肺炎疫情防控人员离职倾向及其影响因素研究

方莹莹, 杜志成, 林晓, 顾菁, 郝元涛. 广东省新型冠状病毒肺炎疫情防控人员离职倾向及其影响因素研究[J]. 中华疾病控制杂志, 2022, 26(7): 803-807. doi: 10.16462/j.cnki.zhjbkz.2022.07.010
引用本文: 方莹莹, 杜志成, 林晓, 顾菁, 郝元涛. 广东省新型冠状病毒肺炎疫情防控人员离职倾向及其影响因素研究[J]. 中华疾病控制杂志, 2022, 26(7): 803-807. doi: 10.16462/j.cnki.zhjbkz.2022.07.010
FANG Ying-ying, DU Zhi-cheng, LIN Xiao, GU Jing, HAO Yuan-tao. Turnover intention and associated factors among public health workers during the fight against COVID-19 in Guangdong Province[J]. CHINESE JOURNAL OF DISEASE CONTROL & PREVENTION, 2022, 26(7): 803-807. doi: 10.16462/j.cnki.zhjbkz.2022.07.010
Citation: FANG Ying-ying, DU Zhi-cheng, LIN Xiao, GU Jing, HAO Yuan-tao. Turnover intention and associated factors among public health workers during the fight against COVID-19 in Guangdong Province[J]. CHINESE JOURNAL OF DISEASE CONTROL & PREVENTION, 2022, 26(7): 803-807. doi: 10.16462/j.cnki.zhjbkz.2022.07.010

广东省新型冠状病毒肺炎疫情防控人员离职倾向及其影响因素研究

doi: 10.16462/j.cnki.zhjbkz.2022.07.010
方莹莹和杜志成为共同第一作者
基金项目: 

国家自然科学基金 81973150

详细信息
    通讯作者:

    郝元涛,E-mail: haoyt@bjmu.edu.cn

  • 中图分类号: R192

Turnover intention and associated factors among public health workers during the fight against COVID-19 in Guangdong Province

FANG Ying-ying and DU Zhi-cheng contributed equally to the article
Funds: 

National Natural Science Foundation of China 81973150

More Information
  • 摘要:   目的  了解广东省COVID-19疫情防控人员离职倾向的现状及其影响因素,探讨社会支持的调节效应,为提高防疫队伍的稳定性提供参考依据。  方法  采用自制在线问卷对广东省的疾病预防控制中心和基层医疗卫生机构中参与过COVID-19疫情防控工作的人员进行调查,通过层次回归分析离职倾向的影响因素及社会支持的调节效应。  结果  本研究共调查2 168名疫情防控人员,632人(29.15%)有离职倾向。高级职称、在疾病预防控制中心工作、有编制、每日睡眠时间≥6 h、工作满意度和领导/同事/亲戚支持对疫情防控人员的离职倾向存在负向作用,而工作通宵和休息日加班对离职倾向具有促进作用。交互作用项“工作满意度×家人支持”在工作满意度和离职倾向之间存在负向调节效应。  结论  COVID-19疫情期间广东省疫情防控人员的离职倾向较高,完善疫情防控工作的激励机制,提高人员的工作满意度,为防疫人员提供更多支持可降低其离职倾向。
  • 图  1  家人支持在工作满意度和离职倾向间的调节作用

    Figure  1.  The moderating role of family support in the relationship between job satisfaction and propensity to leave

    表  1  研究对象的一般情况和离职倾向得分的比较

    Table  1.   General data of participants and the comparison of their turnover intention scores

    变量 n (%) 离职倾向 变量 n (%) 离职倾向
    得分(x±s) t/F P 得分(x±s) t/F P
    人口学因素   单位类型 3.445 0.001
      性别 -0.041 0.967     疾病预防控制中心 346 (15.96) 10.38±2.05
        男 573 (26.43) 10.76±2.30     基层医疗卫生机构 1 822 (84.04) 10.83±2.27
        女 1 595 (73.57) 10.76±2.22   用工形式 5.769 <0.001
      年龄(岁) 7.340 <0.001     编制 952 (43.91) 10.45±2.20
         < 30 669 (30.86) 11.03±2.17     合同制 1 216 (56.09) 11.00±2.25
        30~ < 40 965 (44.51) 10.75±2.21 工作相关情况
        40~ < 50 406 (18.73) 10.51±2.73   疫情防控工作参与情况 -1.353 0.176
        ≥50 128 (5.90) 10.23±2.55     2020年或2021年参与 238 (10.98) 10.58±2.19
      婚姻状况 4.588 <0.001     两年均参与 1 930 (89.02) 10.78±2.25
        未婚/离异/丧偶 671 (30.95) 11.09±2.24   是否参与新冠疫苗接种工作 -0.808 0.420
        已婚 1 497 (69.05) 10.61±2.23     是 1 435 (66.19) 10.79±2.28
      岗位 1.580 0.193     否 733 (33.81) 10.71±2.17
        公卫医师 624 (28.78) 10.90±2.16   工作是否通宵 -4.322 <0.001
        临床医师 440 (20.30) 10.80±2.27     是 916 (42.25) 11.00±2.25
        护士 683 (31.50) 10.69±2.30     否 1 252 (57.75) 10.58±2.22
        其他 421 (19.42) 10.63±2.23   工作日是否加班 -3.612 <0.001
      职称 9.430 <0.001     是 1 922 (88.65) 10.82±2.21
        初级 1 028 (47.42) 10.86±2.19     否 246 (11.35) 10.28±2.41
        中级 802 (36.99) 10.70±2.27   休息日是否加班 -4.222 <0.001
        高级 156 (7.20) 9.94±2.13     是 1 864 (85.98) 10.84±2.21
        其他 182 (8.39) 11.08±2.29     否 304 (14.02) 10.26±2.38
      每日睡眠时间(h) 5.449 <0.001
         < 6 1 433 (66.10) 10.95±2.27
        ≥6 735 (33.90) 10.40±2.15
    下载: 导出CSV

    表  2  研究对象离职倾向、工作满意度和社会支持的相关分析

    Table  2.   Correlation analysis on turnover intention, job satisfaction and social support of research subjects

    变量 得分(x±s) 离职倾向 工作满意度 社会支持 领导/同事/亲戚支持 家人支持
    离职倾向 10.76±2.24 1.000
    工作满意度 6.38±2.15 -0.388 a 1.000
    社会支持 9.45±2.39 -0.162 a 0.193 a 1.000
    领导/同事/亲戚支持 2.96±0.90 -0.211 a 0.263 a 0.855 a 1.000
    家人支持 3.38±0.93 -0.104 a 0.118 a 0.886 a 0.611 a 1.000
    朋友支持 3.11±0.90 -0.113 a 0.131 a 0.897 a 0.650 a 0.721 a
    注:a表示P < 0.001。
    下载: 导出CSV

    表  3  疫情防控人员离职倾向的影响因素层次回归分析

    Table  3.   Results of hierarchical regression analysis of factors associated with turnover intention among public health workers during the fight against COVID-19

    变量 模型1 模型2 模型3 模型4
    β β β β
    第一层:人口学因素
      性别(对照组:女) -0.001 -0.082 -0.001 -0.004
      年龄(对照组: < 30岁)
        30~ < 40岁 -0.003 -0.013 -0.004 -0.008
        40~ < 50岁 -0.058 -0.103 -0.049 -0.048
        ≥50岁 -0.184 -0.115 0.138 0.146
      婚姻状况(对照组:未婚/离异/丧偶) 0.271 a 0.265 a -0.148 -0.136
      职业(对照组:其他)
        公卫医师 0.453 a 0.417 a 0.513 0.259
        临床医师 0.277 0.248 0.143 0.146
        护士 0.029 0.003 -0.017 -0.024
      职称(对照组:初级)
        中级 0.048 0.022 -0.067 -0.077
        高级 0.495 a 0.575 a -0.505 a -0.515 a
        其他 0.160 0.201 0.212 0.226
      工作单位(对照组:基层医疗卫生机构) 0.311 a 0.432 a -0.357 a -0.352 a
      用工形式(对照组:合同制) 0.440 a 0.479 a -0.368 a -0.367 a
    第二层:工作相关因素
      疫情防控工作参与情况(对照组:2020年或2021年参与) 0.336 a 0.193 0.203
      参与新冠疫苗接种工作 -0.073 -0.090 -0.100
      工作通宵 0.313 a 0.231 a 0.228 a
      工作日加班 0.111 0.120 0.119
      休息日加班 0.459 a 0.378 a 0.374 a
      睡眠时间(对照组: < 6 h) 0.502 a -0.280 a -0.273 a
    第三层:工作满意度和社会支持
      工作满意度 -0.334 a -0.335 a
      领导/同事/亲戚支持 -0.344 a -0.309 a
      家人支持 0.065 0.020
      朋友支持 0.007 0.023
    第四层:交互作用
      工作满意度×领导/同事/亲戚支持 0.010
      工作满意度×家人支持 -0.112 a
      工作满意度×朋友支持 0.054
       F 5.72 a 7.76 a 22.68 a 20.70 a
      校正R2 0.028 0.056 0.187 0.191
    注:a表示P < 0.05。
    下载: 导出CSV
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出版历程
  • 收稿日期:  2021-11-04
  • 修回日期:  2022-02-21
  • 网络出版日期:  2022-07-19
  • 刊出日期:  2022-07-10

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