Analysis of the incentive level and its influencing factors of family doctors in Beijing
10.3760/cma.j.cn111325-20230216-00106
- VernacularTitle:北京市家庭医生激励水平评价及影响因素分析
- Author:
Ziyan ZHAI
1
;
Bo LYU
;
Yu WANG
;
Xinyue SUN
;
Xingmiao FENG
;
Shuyu LIANG
;
Kai MENG
Author Information
1. 首都医科大学公共卫生学院，北京 100069
- Keywords:
Family doctor;
Incentive level;
Primary medical and health institutions;
Organizational capacity;
Influencing factors
- From:
Chinese Journal of Hospital Administration
2023;39(11):851-856
- CountryChina
- Language:Chinese
-
Abstract:
Objective:To analysis the incentive level of family doctors in primary medical and health institutions in Beijing, and to explore its influencing factors, so as to provide references for promoting family doctors′ contract service.Methods:From October to December 2021, 40 family doctors were randomly selected from 135 urban community health service centers in 8 districts of Beijing, and a survey was conducted on basic demographic information, institutional organizational capacity evaluation, and family doctor incentive level evaluation (including four dimensions of work value, organizational environment, personal development, and reward compensation), and the influencing factors of family doctor incentive level was analyzed. Chi-square test and Pearson correlation analysis were used for univariate analysis, and multiple linear regression analysis was used for multivariate analysis.Results:A total of 4 568 family doctors were included, and the score of family doctors′ incentive level was 3.75±0.81, among which the work value score was the highest(3.89±0.77), followed by the organizational environment score(3.69±0.92) and personal development score(3.75±0.90), and the lowest score was reward(3.75±0.90). Age, education, professional title, working years and average total working hours per week negatively affected the incentive level( P<0.05), while the average monthly income, the frequency of attending training and further study, and the organizational ability of the organization positively affected the incentive level( P<0.05). Conclusions:The overall incentive level of family doctors in primary medical and health institutions in Beijing needed improvement, and there were many factors that affect the incentive level of family doctors. It was recommended to appropriately increase the salary and benefits of family doctors, reasonably arrange the workload of family doctors, strengthen the training mechanism of family doctors, and strengthen the organizational capacity building of primary medical and health institutions.
