铜陵市545名基层医务人员隐性缺勤现状及影响因素分析

职业与健康 ›› 2025, Vol. 41 ›› Issue (8): 1091-1095.

铜陵市545名基层医务人员隐性缺勤现状及影响因素分析

吴曼¹, 吴思颖¹, 肖娟¹, 钱怀念², 孙雪芹³, 余颖¹

1.铜陵职业技术学院护理系,安徽铜陵 244000;
2,铜陵市铜官区立新社区卫生服务中心,安徽铜陵 244000;
3.蚌埠医学院护理学院,安徽蚌埠 233030

收稿日期:2024-07-29 修回日期:2024-09-18 出版日期:2025-04-15 发布日期:2025-12-18
通信作者: 肖娟,讲师,E-mail：467062529@qq.com
作者简介:吴曼,女,讲师,主要从事护理教育工作。
基金资助:
安徽省高校自然科学研究重点项目（2022AH052755）; 铜陵职业技术学院自然科学研究重点项目（tlpt2022NK005）; 铜陵职业技术学院教学研究重点项目（tlpt2024jyzd03）; 2023安徽省质量工程（2023cxtd184）

Analysis on recessive absenteeism status and influencing factors of 545 primary medical workers in Tongling City

WU Man¹, WU Siying¹, XIAO Juan¹, QIAN Huainian², SUN Xueqin³, YU Ying¹

1. Department of Nursing,Tongling Vocational and Technical College,Tongling,Anhui 244000,China;
2. Lixin Community Health Service Center of Tongguan District,Tongling,Anhui 244000,China;
3. School of Nursing,Bengbu Medical College,Bengbu,Anhui 233030,China

Received:2024-07-29 Revised:2024-09-18 Online:2025-04-15 Published:2025-12-18
Contact: XIAO Juan,Lecturer,E-mail：467062529@qq.com

摘要/Abstract

摘要： 目的了解基层医务人员隐性缺勤现状及影响因素,分析其产生隐性缺勤的主要原因,对该群体采取针对性干预措施提供建议,以期提升基层医务人员的工作效率和职业幸福感。方法 2024年2—3月,采用一般资料调查表、斯坦福隐性缺勤量表、医务人员职业幸福感量表对安徽省铜陵市42家基层医疗机构545名基层医务人员进行调查。结果安徽省铜陵市基层医务人员隐性缺勤得分为（18.99±4.59）分,隐性缺勤的中位数是18分,高隐性缺勤为212人,占总人数的38.9%（95%CI：34.8%~43.0%）,低隐性缺勤为333人,占总人数的61.1%（95%CI：57.0%~65.2%）。单因素分析显示,不同年龄、子女、医院类型、聘用方式和月收入的基层医务人员隐性缺勤得分差异均有统计学意义（均P<0.05）。职业幸福感总分与隐性缺勤总分两者呈显著负相关（r=-0.308,P<0.01）,低隐性缺勤组职业幸福感各维度得分均显著高于高隐性缺勤组（均P<0.01）。结论安徽省铜陵市基层医务人员隐性缺勤率适中,预防举措可从基层医务人员的身心健康、社会支持和工作环境进行改善,促进其职业幸福感,降低隐性缺勤行为的发生。

关键词: 基层医务人员, 隐性缺勤, 职业幸福感

Abstract: Objective To understand the status quo and influencing factors of recessive absenteeism of primary medical staff,analyze the main causes of recessive absenteeism,and provide suggestions for taking targeted intervention measures for this group. Methods A total of 545 primary medical staff in 42 primary medical institutions in Anhui Province were investigated by means of general data questionnaire,Stanford hidden absenteeism scale and occupational well-being scale. Results The recessive absenteeism score of primary medical staff was （18.99±4.59）points. The median of recessive absenteeism was 18,22 people had high recessive absenteeism,accounting for 38.9%（95%CI：34.8%-43.0%） of the total,while 333 people had low recessive absenteeism,accounting for 61.1%（95%CI：57.0%-65.2%） of the total. Univariate analysis showed that the hidden absenteeism scores of primary medical staff with different age,children,hospital type,employment mode and monthly income were statistically significant（all P<0.05）.There was a significant negative correlation between the two groups（r=-0.308,P<0.01）.The scores of career happiness and all dimensions in the low recessive absenteeism group were significantly higher than those in the high recessive absenteeism group（all P<0.01）.Multiple linear regression analysis showed that physical and mental health,social support and working environment were the influencing factors of hidden absenteeism of primary medical staff. Conclusion The hidden absenteeism rate of primary medical staff is moderate,and the prevention measures can improve the physical and mental health,social support and working environment of primary medical staff,promote their occupational happiness experience,and reduce the occurrence of hidden absenteeism.

Key words: Primary medical staff, Recessive absenteeism, Occupational well-being

中图分类号:

R181.3⁺1

吴曼, 吴思颖, 肖娟, 钱怀念, 孙雪芹, 余颖. 铜陵市545名基层医务人员隐性缺勤现状及影响因素分析. [J]职业与健康, 2025, 41(8): 1091-1095.

WU Man, WU Siying, XIAO Juan, QIAN Huainian, SUN Xueqin, YU Ying. Analysis on recessive absenteeism status and influencing factors of 545 primary medical workers in Tongling City. [J]OCCUPATION AND HEALTH, 2025, 41(8): 1091-1095.

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