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

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¹,
杜志成^{1, 2},
林晓^{1, 2},
顾菁^{1, 2},
郝元涛^{1, 2, 3, ,}

1.
510080 广州，中山大学公共卫生学院医学统计学系
2.
510300 广州，中山大学全球卫生研究中心，中山大学卫生信息研究中心
3.
100191 北京，北京大学公众健康与重大疫情防控战略研究中心

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
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- 文章访问数: 337
- HTML全文浏览量: 215
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- 被引次数: 0
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

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

FANG Ying-ying¹,
DU Zhi-cheng^{1, 2},
LIN Xiao^{1, 2},
GU Jing^{1, 2},
HAO Yuan-tao^{1, 2, 3
, ,}

1.
Department of Medical Statistic, School of Public Health, Sun Yat-sen University, Guangzhou 510080, China
2.
Sun Yat-sen Global Health Institute, Center for Health Information Research, Sun Yat-sen University, Guangzhou 510300, China
3.
Peking University Center for Public Health and Epidemic Preparedness & Response, Beijing 100191, China

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

Funds:

National Natural Science Foundation of China 81973150

More Information

Corresponding author: HAO Yuan-tao, E-mail: haoyt@bjmu.edu.cn

摘要

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。
- 离职倾向 /
- 社会支持 /
- 工作满意度
Abstract: Objective To realize the current situation and influencing factors of turnover intention among public health workers fighting against COVID-19 in Guangdong Province, explore the moderating effect of social support, and provide evidence for improving the stability of epidemic prevention team. Methods A self-constructed online questionnaire was used to investigate the personnel of Centres for Disease Control and Prevention and primary health care institutes in Guangdong Province. Hierarchical regression analysis was conducted to examine the associated factors of turnover intention and the moderating role of social support. Results A total of 2 168 participants were collected, of which 632(29.15%) had turnover intention. Anti-epidemic public health workers with senior title, working in CDC, having a fixed establishment, sleeping ≥ 6 h, showing more job satisfaction and reporting higher leadership/colleague/relative support had lower turnover intention, while those working overnight and working overtime on rest days were more likely to report turnover intention. The interaction term "job satisfaction × family support" had a negative moderating effect on the relationship between job satisfaction and turnover intention. Conclusions A relatively high turnover intention is reported among public health workers during the fight against COVID-19 in Guangdong Province. Improving the incentive mechanism, increasing job satisfaction and providing more support to primary health workers may reduce their turnover intention.
- Turnover intention /
- Social support /
- Job satisfaction

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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

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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
变量	n (%)	得分(x±s)	t/F值	P值	变量	n (%)	得分(x±s)	t/F值	P值
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

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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。

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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
变量	β值	β值	β值	β值
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值	5.72 ^a	7.76 ^a	22.68 ^a	20.70 ^a
校正R²值	0.028	0.056	0.187	0.191
注：^a表示P < 0.05。

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