近年来，随着人们生活水平的提高，当代人对于生活质量的提升提出了更高的要求。尤其是在多种因素影响下，我国近些年来慢性疾病人数越来越多，这些人群的增多使得人们对于现代化医疗卫生服务提出了更高的要求。而基层医疗机构作为重要的医疗力量，有着稳定的医务工作人员和优秀的医疗团队，他们对于我国医疗事业发展和基层医院可持续发展都起到了关键作用。而随着慢性疾病人群的增多，基层医疗机构医务工作人员的工作压力也越来越大，再加上家庭、个人以及社会等多方面的影响，基层医疗机构医务人员离职意愿也越来越高。本次研究的目的就是针对基层医务人员离职意愿现状以及相关的影响因素进行全面分析和了解，从而为改善基层医疗机构人员离职情况提出合理化建议。

目的：

以医务人员离职意愿影响因素为主题，深入了解基层医疗结构医务人员离职意愿影响因素，为进一步改善基层医务人员工作环境、降低离职意愿提供科学依据。

方法：

采用分层随机抽样方法选取46个基层医疗机构，从中共选取900人，对这900个样本进行问卷调查，共发放调查问卷900份，回收问卷900份，有效问卷841份，有效问卷回收率为93.44%。同时还从46个基层医疗机构选择一些人员进行访谈（包括医务工作人员、医疗机构负责人等），获得第一手定性资料。利用SPSS22.0分析软件对调查结果数据进行处理和分析，在此过程中借助描述性分析、独立样本T检验和多元线性回归分析等方法来对调查数据进行综合分析。

结果：

结果显示，841名对象中285人有离职意愿，占比33.9%，提示调查对象离职意愿的相对较高，应给予重视。医务人员年龄越大，其产生的离职意愿就会越低，小于30岁年龄组离职意愿最强。这个年龄段正处于工作年限在10年内，收入在单位中水平较低，且未婚人员也主要集中在这各年龄组，这也佐证了未婚医务人员离职意愿高于已婚医务人员的结果。学历越高，基层医务人员的离职意愿越高，职称越高，基层医务人员的离职意愿越高。组织承诺较高的医务人员离职意愿更低，工作满意度越高产生离职意愿的概率越低，职业倦怠越高产生离职意愿的概率也会越高。

结论：

综上述所，基层医疗机构医务人员离职意愿的研究至关重要，从调查的结果可以看出，年龄结构、工作压力、组织承诺、工作满意度和职业倦怠都会影响到医务人员的离职意愿。针对这些方面的影响，我国在持续深化医疗卫生体制改革的过程中，要针对基层医务人员离职意愿问题，深入分析影响离职意愿的因素，积极构建更加完善的医疗机构管理制度和人员激励机制，降低基层医务人员的心理负担和职业倦怠感，切实降低他们的离职意向，强化基层医务人员人文关怀和组织关怀，为他们提供更加安全的执业环境，解决他们的后顾之忧，在降低离职意愿的同时提高医疗服务水平。

In recent years, with the improvement of people's living standard, contemporary people have put forward higher requirements for the improvement of life quality. Especially under the influence of various factors, the number of chronic diseases has been increasing in recent years, which makes people put forward higher requirements for modern medical and health services. As an important medical force, grassroots medical institutions have stable medical staff and excellent medical teams, which play a key role in the development of Chinese medical cause and the sustainable development of grassroots hospitals. With the increase in the number of people with chronic diseases, the work pressure of medical staff in primary medical institutions is also increasing. In addition, under the influence of family, individual and society, medical staff in primary medical institutions are more and more willing to quit. The purpose of this study is to conduct a comprehensive analysis and understanding of the current situation of turnover intention of grassroots medical staff and related influencing factors, so as to put forward reasonable suggestions for improving the turnover intention of primary medical institutions.

Objective:

Taking the influencing factors of medical staff's turnover intention as the theme, this paper deeply understands the influencing factors of medical staff's turnover intention in the primary medical institutions, and provides a scientific basis for further improving the working environment of medical staff in primary medical institutions.

Method:

A stratified random sampling method was used to select 46 primary medical institutions, with a total of 900 people selected. A questionnaire survey was conducted on these 900 samples, with a total of 900 questionnaires distributed, 900 questionnaires recovered, and 841 valid questionnaires. The effective questionnaire recovery rate was 93.44%. At the same time, some personnel (including medical staff, medical institution leaders, etc.) were selected from 46 primary medical institutions for interviews to obtain first-hand qualitative data. Use SPSS 22.0 analysis software to process and analyze the survey data, and use descriptive analysis, independent sample T-test, and multiple linear regression analysis to comprehensively analyze the survey data.

Result:

The results showed that 285 out of 841 respondents had turnover intention, accounting for 33.9%, indicating that the surveyed respondents had a relatively high turnover intention and should be given attention. The older the medical staff, the lower their turnover intention, and the younger the age group under 30, the stronger their turnover intention. This age group is currently working for less than 10 years, with a relatively low level of income in the workplace, and unmarried personnel are mainly concentrated in these age groups, which also confirms the fact that unmarried medical staff have a higher turnover intention than married medical staff. The higher the education level, the higher turnover intention, the higher the professional title, and the higher the turnover intention. Medical staff with higher organizational commitment have lower turnover intention, higher job satisfaction has a lower probability of generating turnover intention, and higher job burnout has a higher probability of generating turnover intention.

Conclusion:

Based on the above, it is crucial to study the turnover intention of medical staff in primary medical institutions. From the survey results, it can be seen that age structure, work pressure, organizational commitment, job satisfaction, and job burnout all affect the turnover intention of medical staff. In response to the impact of these aspects, in the process of continuously deepening the reform of the healthcare system in China, we need to address the issue of the turnover intention of medical staff in primary medical institutions, conduct in-depth analysis of the factors that affect their turnover intention, actively build a more comprehensive medical institution management system and personnel incentive mechanism, reduce the psychological burden and job burnout of medical staff in primary medical institutions, and effectively reduce their turnover intention, Strengthen the humanistic and organizational care of  medical staff in primary medical institutions, provide them with a safer working environment, solve their worries, and improve the level of medical services while reducing their turnover intention .