A study on job preferences of CDC personnel at county level:Based on a Discrete Choice Experiment
10.3969/j.issn.1674-2982.2025.02.008
- VernacularTitle:县(区)级疾病预防控制中心人员工作偏好研究
- Author:
Zhao-ran HAN
1
;
Wan-jin YANG
;
Han-lin NIE
;
Yan GUO
;
Xue-feng SHI
Author Information
1. 北京中医药大学 北京 100029
- Publication Type:Journal Article
- Keywords:
Centres for Disease Control and Prevention;
Personnel;
County-level;
Job preference;
Discrete Choice Experiment
- From:
Chinese Journal of Health Policy
2025;18(2):53-59
- CountryChina
- Language:Chinese
-
Abstract:
Objective:This study aims to explore the job preferences of county-level Centers for Disease Control and Prevention(CDC)personnel and to provide a basis for the development of effective incentive mechanisms.Methods:This study used a combination of stratified sampling and latent class sampling to investigate 1 809 respondents from 56 county-level CDCs in Shandong Province,Hubei Province,and Guizhou Province.Data were analysed using a mixed logit model and a latent class model,and willingness to pay was calculated.Results:The results of the mixed logit model showed that,all attributes and their levels had a significant influence(P<0.05),with establishment being the most important motivating factor(β=2.249).In the latent class model,respondents were divided into three categories.The main differences between the three classes were the choice of exit options and differences in preferences for job attributes.Conclusion:County-level CDC personnel preferred jobs with higher incomes,very good benefit levels,establishment,low workload,better recognition and respect from the public,more opportunities for career advancement,and abundant training opportunities.It is recommended that the total number of establishment should be rationally controlled and dynamically adjusted to balance the differences between working conditions within and outside the establishment;that a comprehensive approach should be adopted to improve both hygiene and motivation factors;and that different incentives should be adopted for different categories of CDC staff. Those who are willing to make a change should be provided with more opportunities for training and career advancement.
