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Article(id=1321169550805160786, tenantId=1146029695717560320, journalId=1319373219989389464, issueId=1321169495406785472, articleNumber=null, orderNo=null, doi=10.11847/zgggws1147123, pmid=null, cstr=null, oa=null, hot=null, price=null, onlineType=0, articleFormat=0, articleType=null, articleTypeStr=null, receivedDate=1739721600000, receivedDateStr=2025-02-17, revisedDate=1745164800000, revisedDateStr=2025-04-21, acceptedDate=1752249600000, acceptedDateStr=2025-07-12, onlineDate=1792920967054, onlineDateStr=2026-10-25, pubDate=1762704000000, pubDateStr=2025-11-10, doiRegisterDate=null, doiRegisterDateStr=null, onlineIssueDate=1792920967054, onlineIssueDateStr=2026-10-25, onlineJustAcceptDate=null, onlineJustAcceptDateStr=null, onlineFirstDate=null, onlineFirstDateStr=null, sourceXml=null, magXml=null, createTime=1792920967054, creator=13701087609, updateTime=1792920967054, updator=13701087609, issue=Issue{id=1321169495406785472, tenantId=1146029695717560320, journalId=1319373219989389464, year='2025', volume='41', issue='11', pageStart='1281', pageEnd='1408', issueExtLink='null', onlineDate='null', pubDate='1762704000000', pubDateStr='2025-11-10', beforeIssueId=null, nextIssueId=null, price=null, status=1, issueComplete=1, articleOrder=1, issueType=-1, specialIssue=null, createTime=1792920953847, creator='13701087609', updateTime=1793011176900, updator='13701087609', preIssue=null, nextIssue=null, articleTotal=null, ext={EN=IssueExt(id=1321547918390178721, tenantId=1146029695717560320, journalId=1319373219989389464, issueId=1321169495406785472, language=EN, specialIssueTitle=, coverIllustrator=null, specialIssueEditor=, specialIssueAbout=), CN=IssueExt(id=1321547918390178722, tenantId=1146029695717560320, journalId=1319373219989389464, issueId=1321169495406785472, language=CN, specialIssueTitle=, coverIllustrator=null, specialIssueEditor=, specialIssueAbout=)}, issueFiles=null, downloadFileDto=null}, startPage=1367, endPage=1372, ext={EN=ArticleExt(id=1321169551035847507, articleId=1321169550805160786, tenantId=1146029695717560320, journalId=1319373219989389464, language=EN, title=Satisfaction with talent cultivation, evaluation, and incentive mechanisms among staff at China′s provincial, municipal, and county-level CDCs: an online survey, columnId=1320427686514770171, journalTitle=Chinese Journal of Public Health, columnName=Survey and Report, runingTitle=null, highlight=null, articleAbstract=
Objective

To understand the satisfaction and suggestions of center for disease control and prevention (CDC) personnel at the provincial, city, and county levels in China regarding current talent cultivation, evaluation, and incentive mechanisms, and to provide a basis for optimizing existing policies and strengthening personnel development in a targeted manner.

Methods

In November 2024, a convenient sampling and snowball sampling method was adopted to conduct an online survey of 3 626 in-service personnel from provincial, city, and county CDCs in 28 provinces (autonomous regions and municipalities) in China via Questionnaire Star. A 5-point Likert scale was used to score satisfaction.

Results

Of the 3 626 participants, 46.9%, 64.5%, and 35.9% reported that their units had established talent cultivation, evaluation, and incentive mechanisms, respectively. The satisfaction scores for the current talent cultivation, evaluation, and incentive mechanisms were 69.8%, 67.9%, and 71.0%, respectively. Higher satisfaction scores were observed in county (district) level CDCs (70.1%, 68.7%, 71.5%), those with a college degree or below (70.8%, 69.4%, 72.4%), those with less than 10 years of work experience (70.5%, 68.6%, 71.5%), and junior or awaiting appointment personnel (71.3%, 69.8%, 72.6%). Lower satisfaction scores were found in provincial CDCs (68.3%, 64.9%, 67.5%), those with postgraduate degrees (69.0%, 66.2%, 69.1%), and those with 30 or more years of work experience (66.9%, 66.0%, 69.6%). The central region had the highest satisfaction scores for talent cultivation (70.1%) and evaluation mechanisms (68.2%), while the western region had the highest satisfaction score for incentive mechanisms (71.2%). 35.9%, 22.8%, and 26.6% of the participants provided suggestions on talent cultivation, evaluation, and incentives, respectively.

Conclusions

Some CDCs urgently need to establish talent cultivation, evaluation, and incentive mechanisms, while those that have already established such mechanisms need to optimize and improve them based on the needs and suggestions of their employees.

, authors=Chunhua ZHANG1, Yaming HE1, Qiang HUANG1, Miaomiao ZHANG2, Wenge TANG1, authorsList=Chunhua ZHANG, Yaming HE, Qiang HUANG, Miaomiao ZHANG, Wenge TANG, authorCompany=null, correspAuthors=Wenge TANG, authorNote=null, correspAuthorsNote=
TANG Wenge, E-mail:
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目的

了解我国省市县三级疾病预防控制中心（以下简称疾控中心）人员对现行人才培养、评价、激励机制的满意度情况及有关建议，为优化现有政策，有针对性加强人才队伍建设提供科学依据。

方法

于2024年11月，采用方便抽样和滚雪球抽样方法，通过问卷星向我国28省（自治区、直辖市）的省、市、县三级疾控中心在职人员3 626人进行在线调查。以Likert 5点式记分法进行满意度评分。

结果

参与调查的省、市、县三级疾控在职人员3 626人中，分别有46.9%、64.5%和35.9%的人表示本单位建有人才培养、评价及激励机制。对现行人才培养、评价和激励机制的满意度得分率分别为69.8%、67.9%和71.0%；得分率较高的为县（区）级疾控（70.1%、68.7%、71.5%），大专及以下学历（70.8%、69.4%、72.4%），<10年工作年限（70.5%、68.6%、71.5%），初级及待聘人员（71.3%、69.8%、72.6%）；得分率较低的为省级疾控（68.3%、64.9%、67.5%），研究生学历（69.0%、66.2%、69.1%），≥30年工作年限（66.9%、66.0%、69.6%）人员。中部地区对人才培养机制（70.1%）、评价机制（68.2%）得分率最高，西部地区激励机制（71.2%）得分率最高。分别有35.9%、22.8%、26.6%的对象就人才培养、评价、激励提出建议。

结论

部分疾控机构亟需建立人才培养、评价、激励机制。已建立机制的单位还需视职工需求和建议进行优化完善。

, authors=张春华1, 何亚明1, 黄强1, 张苗苗2, 唐文革1, *, *, authorsList=张春华, 何亚明, 黄强, 张苗苗, 唐文革, authorCompany=null, correspAuthors=唐文革, authorNote=

张春华（1980—），副主任医师，硕士，研究方向：慢性非传染性疾病预防与控制、人力资源管理

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唐文革，E-mail：
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张春华（1980—），副主任医师，硕士，研究方向：慢性非传染性疾病预防与控制、人力资源管理

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张春华（1980—），副主任医师，硕士，研究方向：慢性非传染性疾病预防与控制、人力资源管理

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453-460., articleTitle=null, refAbstract=null), Reference(id=1321169556505219982, tenantId=1146029695717560320, journalId=1319373219989389464, articleId=1321169550805160786, doi=null, pmid=null, pmcid=null, year=null, volume=null, issue=null, pageStart=null, pageEnd=null, url=null, language=null, rfNumber=4, rfOrder=3, authorNames=null, journalName=null, refType=null, unstructuredReference=国家卫生健康委员会. 中国卫生健康统计年鉴2023[M]. 北京: 中国协和医科大学出版社, 2024., articleTitle=null, refAbstract=null), Reference(id=1321169556597494671, tenantId=1146029695717560320, journalId=1319373219989389464, articleId=1321169550805160786, doi=null, pmid=null, pmcid=null, year=null, volume=null, issue=null, pageStart=null, pageEnd=null, url=null, language=null, rfNumber=5, rfOrder=4, authorNames=null, journalName=null, refType=null, unstructuredReference=马竟波, 曾伟, 许康. 安徽省某三甲医院医务人员工作满意度调查分析[J]. 海南医学, 2021, 32(18): 2427-2429., articleTitle=null, refAbstract=null), Reference(id=1321169556668797840, 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pmid=null, pmcid=null, year=null, volume=null, issue=null, pageStart=null, pageEnd=null, url=null, language=null, rfNumber=8, rfOrder=7, authorNames=null, journalName=null, refType=null, unstructuredReference=蔡源益, 孟朝琳, 马子华, 等. 取消“三项收费”后疾控人员薪酬满意度现状和影响因素研究[J]. 现代预防医学, 2019, 46(21): 3864-3869., articleTitle=null, refAbstract=null), Reference(id=1321169556979176339, tenantId=1146029695717560320, journalId=1319373219989389464, articleId=1321169550805160786, doi=null, pmid=null, pmcid=null, year=null, volume=null, issue=null, pageStart=null, pageEnd=null, url=null, language=null, rfNumber=9, rfOrder=8, authorNames=null, journalName=null, refType=null, unstructuredReference=李程跃, 施培武, 沈群红, 等. 新型冠状病毒肺炎疫情对疾病预防控制体系的影响及思考[J]. 上海预防医学, 2020, 32(4): 303-308., articleTitle=null, refAbstract=null), Reference(id=1321169557096616852, tenantId=1146029695717560320, journalId=1319373219989389464, articleId=1321169550805160786, doi=null, pmid=null, pmcid=null, year=null, volume=null, issue=null, 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authorNames=null, journalName=null, refType=null, unstructuredReference=李晓燕, 赵明阳, 张光鹏. 构建新时期疾控体系人才发展新格局[J]. 中国卫生人才, 2024(1): 9-15., articleTitle=null, refAbstract=null), Reference(id=1321169557406995351, tenantId=1146029695717560320, journalId=1319373219989389464, articleId=1321169550805160786, doi=null, pmid=null, pmcid=null, year=null, volume=null, issue=null, pageStart=null, pageEnd=null, url=null, language=null, rfNumber=13, rfOrder=12, authorNames=null, journalName=null, refType=null, unstructuredReference=张娜, 毛阿燕, 王丹蕾, 等. 我国疾病预防控制机构考核评价体系的发展历程、问题及建议[J]. 中国公共卫生, 2023, 39(4): 540-544., articleTitle=null, refAbstract=null), Reference(id=1321169557507658648, tenantId=1146029695717560320, journalId=1319373219989389464, articleId=1321169550805160786, doi=null, pmid=null, pmcid=null, year=null, volume=null, issue=null, pageStart=null, pageEnd=null, url=null, language=null, rfNumber=14, rfOrder=13, authorNames=null, journalName=null, refType=null, unstructuredReference=黄自发, 杜晶琳. 疾控机构绩效工资制度改革完善策略研究分析[J]. 江苏预防医学, 2024, 35(5): 658-660., articleTitle=null, refAbstract=null), Reference(id=1321169557595739033, tenantId=1146029695717560320, journalId=1319373219989389464, articleId=1321169550805160786, doi=null, pmid=null, pmcid=null, year=null, volume=null, issue=null, pageStart=null, pageEnd=null, url=null, language=null, rfNumber=15, rfOrder=14, authorNames=null, journalName=null, refType=null, unstructuredReference=刘思然, 邱天, 王卉, 等. 疾控机构岗位竞聘评估量化指标体系[J]. 环境卫生学杂志, 2020, 10(2): 207-211, 2017., articleTitle=null, refAbstract=null), Reference(id=1321169557713179546, tenantId=1146029695717560320, journalId=1319373219989389464, articleId=1321169550805160786, doi=null, pmid=null, pmcid=null, year=null, volume=null, issue=null, pageStart=null, pageEnd=null, url=null, language=null, rfNumber=16, rfOrder=15, authorNames=null, journalName=null, refType=null, unstructuredReference=崔正涵, 张新平. 积极探索疾控机构人员激励机制[J]. 人力资源, 2023(22): 22-24., articleTitle=null, refAbstract=null), Reference(id=1321169557809648539, tenantId=1146029695717560320, journalId=1319373219989389464, articleId=1321169550805160786, doi=null, pmid=null, pmcid=null, year=null, volume=null, issue=null, pageStart=null, pageEnd=null, url=null, language=null, rfNumber=17, rfOrder=16, authorNames=null, journalName=null, refType=null, unstructuredReference=杨月坤. 创新型科技人才多元评价系统的构建与实施[J]. 经济论坛, 2018(11): 90-95., articleTitle=null, refAbstract=null), Reference(id=1321169557914506140, tenantId=1146029695717560320, journalId=1319373219989389464, articleId=1321169550805160786, doi=null, pmid=null, pmcid=null, year=null, volume=null, issue=null, pageStart=null, pageEnd=null, url=null, language=null, rfNumber=18, rfOrder=17, authorNames=null, journalName=null, refType=null, unstructuredReference=张林山, 李叶妍, 公丕明, 等. 深化我国科技人才发展体制改革研究[J]. 中国物价, 2022(2): 81-83, 112., articleTitle=null, refAbstract=null), Reference(id=1321169558057112477, tenantId=1146029695717560320, journalId=1319373219989389464, articleId=1321169550805160786, doi=null, pmid=null, pmcid=null, year=null, volume=null, issue=null, pageStart=null, pageEnd=null, url=null, language=null, rfNumber=19, rfOrder=18, authorNames=null, journalName=null, refType=null, unstructuredReference=王昱弘. 如何创新疾控人才队伍的激励机制[J]. 人力资源, 2024(2): 84-85., articleTitle=null, refAbstract=null), Reference(id=1321169558157775774, tenantId=1146029695717560320, journalId=1319373219989389464, articleId=1321169550805160786, doi=null, pmid=null, pmcid=null, year=null, volume=null, issue=null, pageStart=null, pageEnd=null, url=null, language=null, rfNumber=20, rfOrder=19, authorNames=null, journalName=null, refType=null, unstructuredReference=黄自发, 汪华, 武鸣. 疾病预防控制机构实施“公益一类保障、公益二类绩效管理”政策研究分析[J]. 卫生软科学, 2021, 35(11): 51-54., articleTitle=null, refAbstract=null), Reference(id=1321169558241661855, tenantId=1146029695717560320, journalId=1319373219989389464, articleId=1321169550805160786, doi=null, pmid=null, pmcid=null, year=null, volume=null, issue=null, pageStart=null, pageEnd=null, url=null, language=null, rfNumber=21, rfOrder=20, authorNames=null, journalName=null, refType=null, unstructuredReference=银丽萍, 张向前. 面向2035年我国青年科技人才荣誉激励研究[J]. 经营与管理, 2021(3): 129-132., articleTitle=null, refAbstract=null), Reference(id=1321169558321353632, tenantId=1146029695717560320, journalId=1319373219989389464, articleId=1321169550805160786, doi=null, pmid=null, pmcid=null, year=null, volume=null, issue=null, pageStart=null, pageEnd=null, url=null, language=null, rfNumber=22, rfOrder=21, authorNames=null, journalName=null, refType=null, unstructuredReference=韩彻驹, 张向前. 面向2035年中国青年科技人才激励评价研究[J]. 科技和产业, 2021, 21(12): 89-95., articleTitle=null, refAbstract=null), Reference(id=1321169558417822625, tenantId=1146029695717560320, journalId=1319373219989389464, articleId=1321169550805160786, doi=null, pmid=null, pmcid=null, year=null, volume=null, issue=null, pageStart=null, pageEnd=null, url=null, language=null, rfNumber=23, rfOrder=22, authorNames=null, journalName=null, refType=null, unstructuredReference=吴葳, 陆赛亮, 张龙飞. 需求层次理论视角下激励机制对疾控机构人员综合能力的影响[J]. 中国卫生产业, 2023, 20(18): 27-30., articleTitle=null, refAbstract=null), Reference(id=1321169558505903010, tenantId=1146029695717560320, journalId=1319373219989389464, articleId=1321169550805160786, doi=null, pmid=null, pmcid=null, year=null, volume=null, issue=null, pageStart=null, pageEnd=null, url=null, language=null, rfNumber=24, rfOrder=23, authorNames=null, journalName=null, refType=null, unstructuredReference=周卓钊, 王文伶, 林严. 激励机制对疾控工作者敬业度的影响研究[J]. 中国医疗管理科学, 2024, 14(5): 31-37., articleTitle=null, refAbstract=null)], funds=null, companyList=[AuthorCompany(id=1321169551853736789, tenantId=1146029695717560320, journalId=1319373219989389464, articleId=1321169550805160786, xref=1, ext=[AuthorCompanyExt(id=1321169551866319702, tenantId=1146029695717560320, journalId=1319373219989389464, articleId=1321169550805160786, companyId=1321169551853736789, language=EN, country=null, province=null, 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AuthorCompanyExt(id=1321169551987954522, tenantId=1146029695717560320, journalId=1319373219989389464, articleId=1321169550805160786, companyId=1321169551966983000, language=CN, country=null, province=null, city=null, postcode=null, companyName=null, departmentName=null, remark=2重庆三峡医药高等专科学校，重庆 404120)])], figs=[ArticleFig(id=1321169555024630658, tenantId=1146029695717560320, journalId=1319373219989389464, articleId=1321169550805160786, language=EN, label=Tab.1, caption=

Satisfaction of CDC personnel with different characteristics with the current talent cultivation mechanism

, figureFileSmall=null, figureFileBig=null, tableContent=
类别很不满意不满意满意比较满意非常满意合计得分率 /%χ2值P值
人数%人数%人数%人数%人数%人数%
机构级别
　省级00.085.48355.74630.9128.11498.868.321.39 a0.01
　地（市）级30.6214.426555.911925.16613.947427.869.5　　
　县（区）级151.4383.560656.222721.019317.91 07963.470.1　　
文化程度
　大专及以下61.661.621757.97219.27419.737522.070.817.820.02
　本科111.0484.460455.525923.816615.31 08863.969.6　　
　研究生10.4135.413355.66125.53113.023914.069.0　　
工作年限/年
　<1070.9233.044057.814519.114619.276144.770.530.730.00
　10～20.6164.419453.79927.45013.936121.269.9　　
　20～51.51313.818453.68925.95215.234320.269.9　　
　30～41.7156.313657.45924.9239.723713.966.9　　
职称
　初级及待聘91.0212.449457.115517.918621.586550.871.382.310.00
　中级50.9223.932558.314626.25910.655732.768.3　　
　高级41.4248.613548.29132.5269.328016.567.9　　
地区
　东部10.785.97253.33525.91914.11357.969.336.540.00
　中部131.2292.762558.421119.719217.91 07062.970.1　　
　西部40.8306.025751.714629.46012.149729.269.2　　
　总体181.1673.995456.139223.027115.91 70246.969.8
), ArticleFig(id=1321169555112711043, tenantId=1146029695717560320, journalId=1319373219989389464, articleId=1321169550805160786, language=CN, label=表1, caption=

不同特征疾控中心人员对现行人才培养机制满意度情况

, figureFileSmall=null, figureFileBig=null, tableContent=
类别很不满意不满意满意比较满意非常满意合计得分率 /%χ2值P值
人数%人数%人数%人数%人数%人数%
机构级别
　省级00.085.48355.74630.9128.11498.868.321.39 a0.01
　地（市）级30.6214.426555.911925.16613.947427.869.5　　
　县（区）级151.4383.560656.222721.019317.91 07963.470.1　　
文化程度
　大专及以下61.661.621757.97219.27419.737522.070.817.820.02
　本科111.0484.460455.525923.816615.31 08863.969.6　　
　研究生10.4135.413355.66125.53113.023914.069.0　　
工作年限/年
　<1070.9233.044057.814519.114619.276144.770.530.730.00
　10～20.6164.419453.79927.45013.936121.269.9　　
　20～51.51313.818453.68925.95215.234320.269.9　　
　30～41.7156.313657.45924.9239.723713.966.9　　
职称
　初级及待聘91.0212.449457.115517.918621.586550.871.382.310.00
　中级50.9223.932558.314626.25910.655732.768.3　　
　高级41.4248.613548.29132.5269.328016.567.9　　
地区
　东部10.785.97253.33525.91914.11357.969.336.540.00
　中部131.2292.762558.421119.719217.91 07062.970.1　　
　西部40.8306.025751.714629.46012.149729.269.2　　
　总体181.1673.995456.139223.027115.91 70246.969.8
), ArticleFig(id=1321169555246928772, tenantId=1146029695717560320, journalId=1319373219989389464, articleId=1321169550805160786, language=EN, label=Tab.2, caption=

Satisfaction of CDC personnel with different characteristics with the current talent evaluation mechanism

, figureFileSmall=null, figureFileBig=null, tableContent=
类 别很不满意不满意满意比较满意非常满意合计得分率/%χ2值P值
人数%人数%人数%人数%人数%人数%
机构级别
　省级31.52211.210654.15427.6115.61968.464.933.500.00
　地（市）级91.4467.038258.114522.17511.465728.167.0
　县（区）级130.9724.887659.030220.322214.91 48563.568.7
文化程度
　大专及以下61.3163.427858.89520.17816.547320.269.421.51 a0.01
　本科151.0936.189858.732521.219913.01 53065.467.8
　研究生41.2319.318856.18124.2319.333514.366.2
工作年限/年
　<1090.8524.767760.919717.717615.81 11147.568.643.61 a0.00
　10～71.4397.728456.312224.25210.350421.666.9
　20～71.6276.223052.611626.55713.043718.768.6
　30～20.7227.717360.56623.1238.028612.266.0
职称
　初级及待聘90.8393.372060.420817.421618.11 19251.069.8115.83 a0.00
　中级131.7617.946259.517722.8648.277733.265.6
　高级30.84010.818249.311631.4287.636915.866.8
地区
　东部42.4148.49154.53822.82012.01677.166.725.56a0.00
　中部161.0815.293459.930319.422514.41 55966.768.2
　西部50.8457.433955.416026.16310.361226.267.5　　
　总体251.11406.01 36458.350121.430813.22 33864.567.9
), ArticleFig(id=1321169555381146501, tenantId=1146029695717560320, journalId=1319373219989389464, articleId=1321169550805160786, language=CN, label=表2, caption=

不同特征疾控中心人员对现行人才评价机制满意度情况

, figureFileSmall=null, figureFileBig=null, tableContent=
类 别很不满意不满意满意比较满意非常满意合计得分率/%χ2值P值
人数%人数%人数%人数%人数%人数%
机构级别
　省级31.52211.210654.15427.6115.61968.464.933.500.00
　地（市）级91.4467.038258.114522.17511.465728.167.0
　县（区）级130.9724.887659.030220.322214.91 48563.568.7
文化程度
　大专及以下61.3163.427858.89520.17816.547320.269.421.51 a0.01
　本科151.0936.189858.732521.219913.01 53065.467.8
　研究生41.2319.318856.18124.2319.333514.366.2
工作年限/年
　<1090.8524.767760.919717.717615.81 11147.568.643.61 a0.00
　10～71.4397.728456.312224.25210.350421.666.9
　20～71.6276.223052.611626.55713.043718.768.6
　30～20.7227.717360.56623.1238.028612.266.0
职称
　初级及待聘90.8393.372060.420817.421618.11 19251.069.8115.83 a0.00
　中级131.7617.946259.517722.8648.277733.265.6
　高级30.84010.818249.311631.4287.636915.866.8
地区
　东部42.4148.49154.53822.82012.01677.166.725.56a0.00
　中部161.0815.293459.930319.422514.41 55966.768.2
　西部50.8457.433955.416026.16310.361226.267.5　　
　总体251.11406.01 36458.350121.430813.22 33864.567.9
), ArticleFig(id=1321169555494392710, tenantId=1146029695717560320, journalId=1319373219989389464, articleId=1321169550805160786, language=EN, label=Tab.3, caption=

Satisfaction of CDC personnel with different characteristics with the current talent incentive mechanism

, figureFileSmall=null, figureFileBig=null, tableContent=
类 别很不满意不满意满意比较满意非常满意合计得分率/%χ2值P值
人数%人数%人数%人数%人数%人数%
机构级别
　省级32.196.47251.14632.6117.814110.867.526.640.00
　地（市）级20.6123.617753.38124.46018.133225.571.1
　县（区）级172.1283.442651.417421.018322.182863.671.5
文化程度
　大专及以下62.031.015853.06220.86923.229822.972.426.97 a0.00
　本科111.4324.042152.817522.015819.879761.371.0
　研究生52.4146.89646.66431.12713.120615.869.1
工作年限/年
　<1081.4193.331054.510318.112922.756943.771.523.34 a0.03
　10～62.1155.313447.37727.25118.028321.870.7
　20～51.983.112748.87528.84517.326020.071.3
　30～31.673.710455.04624.32915.318914.569.6
职称
　初级及待聘81.2142.136054.511016.716825.566050.772.669.86 a0.00
　中级112.7204.920951.111026.95914.440931.469.1
　高级31.3156.510645.78134.92711.623217.869.8
地区
　东部22.077.04646.03030.01515.01007.769.836.85 a0.00
　中部161.9253.045254.715318.518121.982763.671.1
　西部41.1174.517747.311831.65815.537428.771.2　　
　总体221.7493.867551.930123.125419.51 30135.971.0
), ArticleFig(id=1321169555624416136, tenantId=1146029695717560320, journalId=1319373219989389464, articleId=1321169550805160786, language=CN, label=表3, caption=

不同特征疾控人员对现行人才激励机制满意度情况

, figureFileSmall=null, figureFileBig=null, tableContent=
类 别很不满意不满意满意比较满意非常满意合计得分率/%χ2值P值
人数%人数%人数%人数%人数%人数%
机构级别
　省级32.196.47251.14632.6117.814110.867.526.640.00
　地（市）级20.6123.617753.38124.46018.133225.571.1
　县（区）级172.1283.442651.417421.018322.182863.671.5
文化程度
　大专及以下62.031.015853.06220.86923.229822.972.426.97 a0.00
　本科111.4324.042152.817522.015819.879761.371.0
　研究生52.4146.89646.66431.12713.120615.869.1
工作年限/年
　<1081.4193.331054.510318.112922.756943.771.523.34 a0.03
　10～62.1155.313447.37727.25118.028321.870.7
　20～51.983.112748.87528.84517.326020.071.3
　30～31.673.710455.04624.32915.318914.569.6
职称
　初级及待聘81.2142.136054.511016.716825.566050.772.669.86 a0.00
　中级112.7204.920951.111026.95914.440931.469.1
　高级31.3156.510645.78134.92711.623217.869.8
地区
　东部22.077.04646.03030.01515.01007.769.836.85 a0.00
　中部161.9253.045254.715318.518121.982763.671.1
　西部41.1174.517747.311831.65815.537428.771.2　　
　总体221.7493.867551.930123.125419.51 30135.971.0
), ArticleFig(id=1321169555729273737, tenantId=1146029695717560320, journalId=1319373219989389464, articleId=1321169550805160786, language=EN, label=Tab.4, caption=

Reasons for dissatisfaction with talent cultivation, evaluation, and incentive mechanisms among the respondents and relevant suggestions

, figureFileSmall=null, figureFileBig=null, tableContent=
机制不满意原因有关建议
人才培养机制1.缺乏合理的人才培养规划和定期交流机制，缺经费支持保障；
2.培训方式单一、僵化，培养与需求脱节，学用脱节，无法满足多
样化需求；
3.基层疾控年轻人工作任务重，无精力再参加培训；
4.部分培训项目设有年龄限制，导致部分人员失去提升机会。		1.建立完善人才培育机制，制定人才培养规划；
2.加大进修提升支持力度，鼓励内、外培训相结合，线上线下培训相
结合；
3.合理分配培训资源，减轻基层负担；
4.适度放宽年龄限制。
人才评价机制1.评价体系老旧，缺乏灵活性、针对性，未能充分反映不同岗位、
不同领域人才的实际情况。如：SCI文章和一般文章在评价
体系中的区别不大，难以凸显高质量科研成果的价值；
2.除职称评审外，基本没有其他评价机制。职称评审忽视工作
业绩、实际业务水平，与工作量、工作强度不挂钩；
3.基层疾控高级职称岗位有限，论资排辈现象严重，职级和聘后
管理不及时，缺乏连贯性和科学性。		1.创新建立多维度人才评价体系。评价指标除工作量外，还应考虑
工作强度、工作质量、创新能力等因素；
2.除职称评审外，建议引入绩效考核、能力评估、同事互评等评价机
制，针对不同领域和不同岗位，制定差异化评价标准，并设置合理
的评价周期和权重；
3.评价方法客观化。对工作成果、能力水平等进行定量评价，对创新
思路或想法等进行定性评价。优化职称评聘流程，缩短评聘周期；
4.适度提高基层疾控高级职称岗位比例，打破论资排辈束缚。建立
“能上能下、能进能出”机制，杜绝“躺平”现象。
人才激励机制1.财政投入保障不足，无专项经费支撑人才激励、科研激励；
2.现行激励机制不健全，缺乏系统规划和设计：
（1）存在“吃大锅饭”现象，人才付出与所得不匹配；
（2）未充分考虑各业务工作特点和内容，激励过于形式化，激励
力度不够，激励效果有限；
（3）未建立奖惩机制，仅有激励而无惩罚，有失公平。		1.加大财政投入支持保障力度；
2.优化激励机制。一是制定系统的、完善的激励规划，并确保激励机
制的连贯性和可持续性；二是建立奖惩机制，实施差异化收入分
配改革，确保激励与付出对等；
3.构建涵盖绩效激励、荣誉激励、职业发展激励等多元化激励机制；
4.加强宣传引导，让内部职工了解激励机制。
), ArticleFig(id=1321169555825742730, tenantId=1146029695717560320, journalId=1319373219989389464, articleId=1321169550805160786, language=CN, label=表4, caption=

调查对象对人才培养、评价、激励机制不满意原因及有关建议

, figureFileSmall=null, figureFileBig=null, tableContent=
机制不满意原因有关建议
人才培养机制1.缺乏合理的人才培养规划和定期交流机制，缺经费支持保障；
2.培训方式单一、僵化，培养与需求脱节，学用脱节，无法满足多
样化需求；
3.基层疾控年轻人工作任务重，无精力再参加培训；
4.部分培训项目设有年龄限制，导致部分人员失去提升机会。		1.建立完善人才培育机制，制定人才培养规划；
2.加大进修提升支持力度，鼓励内、外培训相结合，线上线下培训相
结合；
3.合理分配培训资源，减轻基层负担；
4.适度放宽年龄限制。
人才评价机制1.评价体系老旧，缺乏灵活性、针对性，未能充分反映不同岗位、
不同领域人才的实际情况。如：SCI文章和一般文章在评价
体系中的区别不大，难以凸显高质量科研成果的价值；
2.除职称评审外，基本没有其他评价机制。职称评审忽视工作
业绩、实际业务水平，与工作量、工作强度不挂钩；
3.基层疾控高级职称岗位有限，论资排辈现象严重，职级和聘后
管理不及时，缺乏连贯性和科学性。		1.创新建立多维度人才评价体系。评价指标除工作量外，还应考虑
工作强度、工作质量、创新能力等因素；
2.除职称评审外，建议引入绩效考核、能力评估、同事互评等评价机
制，针对不同领域和不同岗位，制定差异化评价标准，并设置合理
的评价周期和权重；
3.评价方法客观化。对工作成果、能力水平等进行定量评价，对创新
思路或想法等进行定性评价。优化职称评聘流程，缩短评聘周期；
4.适度提高基层疾控高级职称岗位比例，打破论资排辈束缚。建立
“能上能下、能进能出”机制，杜绝“躺平”现象。
人才激励机制1.财政投入保障不足，无专项经费支撑人才激励、科研激励；
2.现行激励机制不健全，缺乏系统规划和设计：
（1）存在“吃大锅饭”现象，人才付出与所得不匹配；
（2）未充分考虑各业务工作特点和内容，激励过于形式化，激励
力度不够，激励效果有限；
（3）未建立奖惩机制，仅有激励而无惩罚，有失公平。		1.加大财政投入支持保障力度；
2.优化激励机制。一是制定系统的、完善的激励规划，并确保激励机
制的连贯性和可持续性；二是建立奖惩机制，实施差异化收入分
配改革，确保激励与付出对等；
3.构建涵盖绩效激励、荣誉激励、职业发展激励等多元化激励机制；
4.加强宣传引导，让内部职工了解激励机制。
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我国省市县三级疾控中心人员对人才培养、评价、激励机制满意度网络问卷调查
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张春华 1 , 何亚明 1 , 黄强 1 , 张苗苗 2 , 唐文革 1, *, *
中国公共卫生 | 调查报告与分析 2025,41(11): 1367-1372
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中国公共卫生 |调查报告与分析 2025 , 41 (11) : 1367 -1372
我国省市县三级疾控中心人员对人才培养、评价、激励机制满意度网络问卷调查
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张春华1, 何亚明1, 黄强1, 张苗苗2, 唐文革1, *, *
作者信息
  • 1重庆市疾病预防控制中心（重庆市预防医学科学院），重庆 400707
  • 2重庆三峡医药高等专科学校，重庆 404120
通讯作者:
唐文革，E-mail：
作者简介:

张春华（1980—），副主任医师，硕士，研究方向：慢性非传染性疾病预防与控制、人力资源管理

Satisfaction with talent cultivation, evaluation, and incentive mechanisms among staff at China′s provincial, municipal, and county-level CDCs: an online survey
Chunhua ZHANG1, Yaming HE1, Qiang HUANG1, Miaomiao ZHANG2, Wenge TANG1
Affiliations
  • 1Chongqing Center for Disease Control and Prevention (Chongqing Academy of Preventive Medicine), Chongqing 400707, China
  • 2Chongqing Three Gorges Medical College, Chongqing 404120, China
    • Corresponding Author:
    TANG Wenge, E-mail:
出版时间: 2025-11-10 doi: 10.11847/zgggws1147123
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摘要
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目的

了解我国省市县三级疾病预防控制中心（以下简称疾控中心）人员对现行人才培养、评价、激励机制的满意度情况及有关建议，为优化现有政策，有针对性加强人才队伍建设提供科学依据。

方法

于2024年11月，采用方便抽样和滚雪球抽样方法，通过问卷星向我国28省（自治区、直辖市）的省、市、县三级疾控中心在职人员3 626人进行在线调查。以Likert 5点式记分法进行满意度评分。

结果

参与调查的省、市、县三级疾控在职人员3 626人中，分别有46.9%、64.5%和35.9%的人表示本单位建有人才培养、评价及激励机制。对现行人才培养、评价和激励机制的满意度得分率分别为69.8%、67.9%和71.0%；得分率较高的为县（区）级疾控（70.1%、68.7%、71.5%），大专及以下学历（70.8%、69.4%、72.4%），<10年工作年限（70.5%、68.6%、71.5%），初级及待聘人员（71.3%、69.8%、72.6%）；得分率较低的为省级疾控（68.3%、64.9%、67.5%），研究生学历（69.0%、66.2%、69.1%），≥30年工作年限（66.9%、66.0%、69.6%）人员。中部地区对人才培养机制（70.1%）、评价机制（68.2%）得分率最高，西部地区激励机制（71.2%）得分率最高。分别有35.9%、22.8%、26.6%的对象就人才培养、评价、激励提出建议。

结论

部分疾控机构亟需建立人才培养、评价、激励机制。已建立机制的单位还需视职工需求和建议进行优化完善。

疾病预防控制中心  /  人才培养  /  人才评价  /  人才激励  /  满意度调查
Objective

To understand the satisfaction and suggestions of center for disease control and prevention (CDC) personnel at the provincial, city, and county levels in China regarding current talent cultivation, evaluation, and incentive mechanisms, and to provide a basis for optimizing existing policies and strengthening personnel development in a targeted manner.

Methods

In November 2024, a convenient sampling and snowball sampling method was adopted to conduct an online survey of 3 626 in-service personnel from provincial, city, and county CDCs in 28 provinces (autonomous regions and municipalities) in China via Questionnaire Star. A 5-point Likert scale was used to score satisfaction.

Results

Of the 3 626 participants, 46.9%, 64.5%, and 35.9% reported that their units had established talent cultivation, evaluation, and incentive mechanisms, respectively. The satisfaction scores for the current talent cultivation, evaluation, and incentive mechanisms were 69.8%, 67.9%, and 71.0%, respectively. Higher satisfaction scores were observed in county (district) level CDCs (70.1%, 68.7%, 71.5%), those with a college degree or below (70.8%, 69.4%, 72.4%), those with less than 10 years of work experience (70.5%, 68.6%, 71.5%), and junior or awaiting appointment personnel (71.3%, 69.8%, 72.6%). Lower satisfaction scores were found in provincial CDCs (68.3%, 64.9%, 67.5%), those with postgraduate degrees (69.0%, 66.2%, 69.1%), and those with 30 or more years of work experience (66.9%, 66.0%, 69.6%). The central region had the highest satisfaction scores for talent cultivation (70.1%) and evaluation mechanisms (68.2%), while the western region had the highest satisfaction score for incentive mechanisms (71.2%). 35.9%, 22.8%, and 26.6% of the participants provided suggestions on talent cultivation, evaluation, and incentives, respectively.

Conclusions

Some CDCs urgently need to establish talent cultivation, evaluation, and incentive mechanisms, while those that have already established such mechanisms need to optimize and improve them based on the needs and suggestions of their employees.

center for disease control and prevention  /  talent cultivation  /  talent evaluation  /  talent incentive  /  satisfaction survey
张春华, 何亚明, 黄强, 张苗苗, 唐文革. 我国省市县三级疾控中心人员对人才培养、评价、激励机制满意度网络问卷调查. 中国公共卫生, 2025 , 41 (11) : 1367 -1372 . DOI: 10.11847/zgggws1147123
Chunhua ZHANG, Yaming HE, Qiang HUANG, Miaomiao ZHANG, Wenge TANG. Satisfaction with talent cultivation, evaluation, and incentive mechanisms among staff at China′s provincial, municipal, and county-level CDCs: an online survey[J]. Chinese Journal of Public Health, 2025 , 41 (11) : 1367 -1372 . DOI: 10.11847/zgggws1147123
正文
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党的二十大报告指出，教育、科技、人才是全面建设社会主义现代化国家的基础性、战略性支撑，培养造就大批德才兼备的高素质人才，是国家和民族长远发展大计。《中共中央关于制定国民经济和社会发展第十四个五年规划和二〇三五年远景目标的建议》提出要改革疾病预防控制体系，织牢国家公共卫生防护网[1]。疾控体系是我国公共卫生体系的核心，疾控体系人才是保护人民健康、保障公共卫生安全、维护经济社会稳定的重要保障[2]，加强疾控人才队伍建设，是保障公共卫生体系功能发挥的重要前提[3]。国务院办公厅《关于推动疾病预防控制事业高质量发展的指导意见》（以下简称指导意见）要求从加强人才培养、优化人员配备、完善人才使用与评价体系、健全人员激励机制等方面加强队伍建设。为了解我国省、市、县三级疾控中心关于人才培养、评价、激励机制建设情况及人员对现行机制的满意度情况，不满意原因及有关建议，本研究于2024年11月对省、市、县三级疾控中心在职人员进行在线问卷调查，旨在为优化现有机制，加强疾控人才队伍建设提供依据。
1　对象与方法
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1.1　对象
于2024年11月1—30日，采取方便抽样和滚雪球抽样方法，先向全国各省级疾控中心发出问卷填写链接和二维码，再由各省级疾控向本单位及辖区地（市）、县（区）疾控中心转发链接或二维码，在线收集数据。中国大陆除河北省、陕西省、湖南省3省外，28省（自治区、直辖市）3 626名在职人员完成调查。省、地（市）、县（区）疾控分别有236、908和2 482人；东部10省份233人；中部7省份2 541人；西部11省份852人。本研究调查前已获重庆市疾控中心伦理委员会批准（KY-2024-041-1），并获批免签署知情同意书。
1.2　方法
1.2.1　调查问卷
自行设计“疾控人员调查问卷”。问卷内容包括：（1）被调查对象性别、年龄、文化程度、工作年限、职称及所在机构级别等基本信息。（2）所在单位是否建立有人才培养、评价、激励机制，满意度情况以及不满意原因。满意度评分采用Likert 5 级评分法进行正向计分，即：很不满意1分，不满意2分，满意3分，比较满意4分，非常满意5分。其中1～2分归纳为不满意，3～5分归纳为满意，满分5分，每个项目评分1～5分。为方便比较，分析时增加得分率指标，计算公式为：得分率=项目实际得分/该项目理论最高得分×100%。（3）对本单位人才培养、评价、激励机制的有关建议。经检验，本调查问卷可靠性分析Cronbach′s α信度系数值为0.793；因子分析KOM 值为0.811；Bartlett球形度检验近似χ2值为38 265.073（P=0.000），具有较好的信效度。
1.2.2　调查方法
通过问卷星平台进行在线数据收集。为保证调查质量，本调查限定同一IP地址或同一微信用户只能填答一次，同时，对填写数字或数值类题目，设置填答数字或数值范围，部分选项设置逻辑跳答。
1.3　地区划分
参照《中国卫生健康统计年鉴2023》[4]地区划分为东、中、西3个地区。东部包括北京市、天津市、辽宁省、上海市、江苏省、浙江省、福建省、山东省、广东省和海南省10个省份；中部包括山西省、吉林省、黑龙江省、安徽省、江西省、河南省、湖北省7个省份；西部包括四川省、重庆市、贵州省、云南省、西藏自治区、甘肃省、青海省、宁夏回族自治区、新疆维吾尔自治区、广西壮族自治区、内蒙古自治区11个省份。
1.4　统计分析
使用 Excel 2010和SPSS 25.0软件进行数据整理分析，计数资料比较采用χ2检验。检验水准取α=0.05（双侧）。
2　结　果
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2.1　调查对象基本情况
共3 626人参与调查，其中男性1 547人（占42.7%），女性2 079人（占57.3%）。年龄为20～61岁，平均年龄（37.8±9.9）岁，其中<35岁1 656人（占45.7%），35～44岁887人（占24.5%），≥45岁1 083人（占29.9%）。文化程度本科2 337人（占64.5%），大专及以下859人（占23.7%），研究生430人（占11.9%）。职称初级及待聘1 848人（占50.9%），中级1 217人（占33.6%），高级561人（占15.5%）。工作年限中位数为11年，其中<10年1 604人（占44.2%），10～19年797人（占22.0%），20～29年694人（占19.1%），≥30年531人（占14.6%）。省级疾控中心236人（占6.5%），地（市）级疾控中心908人（占25.0%），县（区）级疾控中心2 482人（占68.5%）。东部233人 （占6.4%），中部2 541人（占70.1%），西部852人（占23.5%）。
2.2　人才培养机制满意度情况（表1）
1 702人（46.9%）表示本单位建有人才培养机制，85人（5.0%）对培养机制不满意，满意度评分（3.5±0.8）分，得分率69.8%。县（区）级疾控中心、大专及以下学历、<10年工作年限、初级及待聘职称及中部地区的人员在同组别人群中对培养机制满意度均最高，得分率均在70.0%以上。不同机构级别、文化程度、工作年限、职称及地区的人员满意度情况差异均有统计学意义（均P<0.05）。
2.3　人才评价机制满意度情况（表2）
2 338人（64.5%）表示本单位建有人才评价机制，165人（7.1%）对评价机制不满意，满意度评分（3.4±0.8）分，得分率67.9%。县（区）级疾控中心、大专及以下学历、<10年和20～29年工作年限、初级及待聘职称及中部地区的人员在同组别人群中对评价机制满意度均最高，不同机构级别、文化程度、工作年限、职称及地区的人员满意度情况差异均有统计学意义（均P<0.05）。
2.4　人才激励机制满意度情况（表3）
1 301人（35.9%）表示本单位建有人才激励机制，71人（5.5%）对激励机制不满意，满意度评分（3.6±0.9）分，得分率为71.0%。县（区）级疾控中心、大专及以下学历、<10年工作年限、初级及待聘职称及西部地区的人员在同组别人群中对激励机制满意度均最高，不同机构级别、文化程度、工作年限、职称及地区人员满意度情况差异均有统计学意义（均P<0.05）。
2.5　对现行机制不满意原因及有关建议（表4）
在对现行人才培养、评价、激励机制不满意的85、165、71人中，分别有61人（71.8%）、129人（78.2%）和51人（71.8%）就不满意原因进行了有效回答。3 626名调查对象中，分别有 1 301人（35.9%）、825人（22.8%）和965人（26.6%）就人才培养、评价、激励提出有效建议。
3　讨　论
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本研究发现，省、市、县疾病预防控制中心分别有53.1%、35.5%和64.1%的人员表示其所在单位尚未建立人才培养、评价及激励机制。在已建有3项机制的单位中，人才评价满意度得分率最低，不足70.0%。从机构级别看，机构级别越高，3项满意度得分率均越低。可能是机构级别越高，人才相对更集中，竞争相对更激烈，个性化需求更高所致。从文化程度看，文化程度越高，3项机制满意度均越低。其原因在于培养机制无法满足高学历人员个性化需求，不符合职业发展预期，人才评价忽视工作业绩和业务水平，人才激励未体现其价值，这与贺金等[2]研究结论相一致。从工作年限和职称看，工作年限<10年、初级及待聘职称人员3项机制满意度均最高。与马竟波等[5]研究发现不同，该研究显示，随着工作时间的增长，人生目标不断地实现，满意度越高。本研究认为，可能是工作年限越短、职称越低者所处环境相对于工作年限越长、职称级别越高者曾经所处的环境、条件更好，对未来充满希望，而后者曾经所处的环境和历经的过往让其看到的多是各种不足。分地区看，东部地区对人才评价、激励满意度最低，西部地区对人才激励满意度最高。这可能与东部地区人才相对更集中，个性化需求更强烈，西部地区近年来有多种政策倾斜支持等[6–7]有关。总体上，亟需建立或优化完善现有人才培养、评价及激励机制。
有研究发现，取消“三项收费”后，疾控中心运行、发展受到了极大影响[8–9]，公共卫生人员最不满意薪酬福利和职业发展[10–11]。我国疾控机构绩效工资水平低，激励效果不足，疾控体系人员分层分类评价体系尚未建立[12]。存在结果评价大于过程评价、绩效考核结果运用不足[13]等问题。本研究发现，缺专项经费支撑是影响人才培养、激励机制满意度得分率的共有因素。此外，与其他事业单位相比，疾控机构存在工作任务、岗位业绩难以有效量化和评价[14]，通过公共卫生决策促进或转变政府职能的作用无法有效衡量，无法客观评价人才贡献度[6]等客观现实和难题。各级政府要建立稳定的公共卫生事业投入机制，要重点保障各级疾控机构人才培养等发展建设支出。
在当今全球化、城市化和流动性快速增长的背景下，疾控工作面临严峻挑战。为培养具备创新能力、跨学科素养的高素质疾控人才，切实维护和保障人民健康，建议如下：（1）在人才培养方面，建立完善系统的、可行的人才培育机制，制定合理的中长期人才培养规划，并定期跟踪评估，动态调整；重视个性化需求，创新人才培育方式；合理分配培训资源。（2）在人才评价方面，优化完善岗位管理制度，基于职责、按需设岗、灵活设岗、实行竞聘上岗、择优聘用，并作为考核激励基础[12]；探索建立符合疾控特点的多元量化人才评价指标体系[15]和完善的职称评价机制。增加公共卫生服务、现场流行病学调查等评价指标权重，对不同岗位，制定差异化评价标准；综合运用学术评价、市场评价、社会评价等评价方式[16]；多角度收集意见反馈和建议[17]，建立动态考评机制，力破“人情关系”[18]、“圈子”文化，避免主观意愿和“家长式”行政干预[19]，打破人才帽子“标签化”和职称“终身制”。（3）在人才激励方面，完善符合疾控特点的薪酬保障和激励制度，构建多元激励机制；建立绩效奖惩机制，体现多劳多得、优绩优酬，破解“大锅饭”难题[20]；建立荣誉激励制度，并与其他激励结合使用[21]；提供跨部门、跨地区、跨行业职业发展机会与合作交流平台等职业发展激励。重视激励偏好、组织文化、人格特质、公共政策等人才成长的重要影响因素[22]，从薪酬体系、培训、福利、工作环境、精神及个性化等方面给予多元激励[23]，提升满意度和敬业度[24]，增强队伍稳定性。

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doi: 10.11847/zgggws1147123
  • 接收时间：2025-02-17
  • 首发时间：2026-10-25
  • 出版时间：2025-11-10
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  • 收稿日期：2025-02-17
  • 修回日期：2025-04-21
  • 录用日期：2025-07-12
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    1重庆市疾病预防控制中心（重庆市预防医学科学院），重庆 400707
    2重庆三峡医药高等专科学校，重庆 404120

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2种不同金属材料的力学参数
科
Family		 属数
Number of
genus		 种数
Number of
species		 占总种数比例
Percentage of
total species (%)		 属
Genus		 种数
Number of
species		 占总种数比例
Percentage of total
species (%)
鹅膏菌科Amanitaceae 2 11 5.26 鹅膏菌属 Amanita 10 4.78
小菇科 Mycenaceae 2 12 5.74 丝盖伞属 Inocybe 5 2.39
多孔菌科 Polyporaceae 8 14 6.70 蜡蘑属 Laccaria 5 2.39
红菇科 Russulaceae 3 23 11.00 小皮伞属 Marasmius 6 2.87
小菇属 Mycena 11 5.26
光柄菇属 Pluteus 5 2.39
红菇属 Russula 17 8.13
栓菌属 Trametes 5 2.39
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