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Objective To analyze the staff structure, turnover and income of human resources in disease control and prevention institutions(CDCs)at different levels in China, to identify the existing problems, and to make policy recommendations accordingly. Methods A questionnaire survey was used to collect the data on the staff of CDCs at different levels in China from 2016 to 2018. Descriptive analysis and trend analysis were conducted on the number of staff, recruitment and turnover, income and other indicators in the three years. Results A total of 606 CDCs were included in the study. The proportion of job openings was 11.97% in 2018. Although the median proportion of professional personnel and health professional personnel in the CDCs reached the national standard(85% and 70%, respectively), a considerable number of institutions failed to meet the national standard. From 2016 to 2018, staff turnover in the CDCs has been increasing, with a minimum of 0.73(in 2016, municipal CDCs)and a maximum of 10.52(in 2018, provincial CDCs). In the staff who quit the CDCs, the proportion of junior professionals was the highest, while that of medium and senior professional increased gradually. Of them, the proportion of staff with graduate education in eastern China and provincial CDCs was higher than that of undergraduate education, while the proportion of staff with graduation education in other regions also increased. From 2016 to 2018, the average annual income in the CDCs in most regions did not reach the national average wage level of urban employees in health, social security and social welfare field in the same period. In county and district level CDCs in central and western China, personal income in 2018 was even less than the national average wage level in 2016. Conclusion Human resources in the CDCs at different levels in China remains insufficient and unbalanced, which warrants a"supporting policy"mechanism for public health personnel. The loss of the personnel in the CDCs continues to increase, in which the loss of senior professionals become increasingly serious. It raises a new concern to establish and improve the incentive mechanism of public health personnel. Furthermore, personal income in the CDCs is lower than the local average level. It is necessary to set personal income reasonably according to local economic level.
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Resumo Este estudo tem por objetivo identificar a percepção de oportunidades de aprendizagem e sua relação com o estilo de liderança exercido pelos funcionários técnico-administrativos no âmbito universitário, a intenção de rotatividade e capital psicológico no trabalho. Foi realizado um estudo transversal, com 102 funcionários técnico-administrativos, por meio de um questionário de autopreenchimento contendo dados referentes a idade, escolaridade, tempo de serviço na instituição e se o respondente exercia um cargo de liderança. Foram aplicadas escalas relacionadas à percepção de oportunidades de aprendizagem, avaliação do estilo gerencial, intenção de rotatividade e capital psicológico no trabalho. Os resultados revelam que os funcionários identificam oportunidades de aprendizado e a presença de três estilos gerenciais no âmbito universitário. Também se observou que os funcionários se identificam como capitais psicológicos no trabalho e possuem baixa intenção de rotatividade. Assim, este trabalho buscou ampliar a literatura ainda escassa envolvendo funcionários técnico-administrativos em âmbito universitário. (AU)
Abstract This study aimed to identify the perception of learning opportunities and its association with the leadership style of the administrative-technical staff within the university scope, the turnover intention, and the psychological capital at work. For that, this cross-sectional study was conducted with data on age, education level, length of service in the institution, and leadership position of 102 administrative and technical employees, collected by means of a self-administered questionnaire. Perceived learning opportunities, management style, turnover intention, and psychological capital at work were evaluated using scales. The results show that the administrative-technical staff identifies the three management styles and learning opportunities within the university scope. Moreover, they identify themselves as psychological capitals at work and possess low turnover intention. This study is expected to expand the (still scarce) literature on administrative and technical staff in the university context. (AU)
Resumen Este estudio tuvo como objetivo identificar las oportunidades de aprendizaje y su relación con el estilo de liderazgo adoptado por el personal técnico y administrativo en las universidades, la intención de rotación y el capital psicológico en el trabajo. Este es un estudio transversal realizado con 102 personales técnicos y administrativos mediante la aplicación de un cuestionario de autoinforme con datos sobre la edad, la educación, el tiempo de servicio en la institución y si ejercían cargo de liderazgo. Se aplicaron las escalas en cuanto a la percepción de las oportunidades de aprendizaje, la evaluación del estilo de gestión, la intención de rotación y el capital psicológico en el trabajo. Los resultados muestran que el personal identifica oportunidades de aprendizaje y la presencia de tres estilos de gestión en la universidad. También se observó que ellos se identifican como capital psicológico en el trabajo y tienen la intención de baja rotación. Por lo tanto, este estudio trató de ampliar la literatura todavía escasa, con la participación del personal técnico y administrativo en el ámbito universitario. (AU)