Human resources allocation and turnover intention of community child health care medical staff in Guangzhou
10.3760/cma.j.cn114798-20200303-00221
- VernacularTitle:广州市社区儿童保健医务人员配置及离职意向调查分析
- Author:
Fang HU
1
;
Jianjun LU
;
Suifang LIN
;
Ningxuan HUA
;
Qi WU
;
Jingjing LIANG
;
Yanyan SONG
Author Information
1. 广州医科大学附属广州市妇女儿童医疗中心儿童保健部 510623
- From:
Chinese Journal of General Practitioners
2020;19(11):1025-1030
- CountryChina
- Language:Chinese
-
Abstract:
Objective:To explore the current status of human resources allocation and occupational situation of community child health care medical staff (CCHCMS) in Guangzhou.Methods:A questionnaire survey of job burnout and turnover intention was conducted from January 2 to January 10, 2020 among CCHCMS in 11 districts of Guangzhou. Lorentz curve and Gini coefficient were used to analyze the equity of human resources allocation. Influencing factors of turnover intention of CCHCMS were explored using structural equation model.Results:There were 5.63 CCHCMS per 10 000 children aged 0 to 6 years old, and 0.08 CCHCMS per square kilometer in Guangzhou. According to the distributions of service population and area, the Gini coefficients of CCHCMS were 0.13 and 0.47, respectively. A total of 574 CCHCMS completed the questionnaire survey, and 197 (34.3%) showed higher turnover intention. The constructed structural equation model fit well (RMSEA=0.04, CFI=0.97). The standardized coefficients of the average monthly income before tax, job satisfaction and career burnout on turnover intention were -0.30, -0.46 and 0.22, respectively. Job satisfaction indirectly affected turnover intention through the mediating role of career burnout (standardized cofficient=0.10) . Income and mode of employment were negatively correlated with job burnout, and standardized cofficient were -0.10,-0.16,respectively. The standardized coefficients of education and work area on job satisfaction were -0.16 and 0.20, respectively.Conclusion:The number of CCHCMS in far suburbs of Guangzhou is insufficient. CCHCMS have a high turnover intention. Income, mode of employment, education and work area are the factors that influence the turnover intention of CCHCMS.
