Analysis Of Brain Drain And Its Influencing Factors In A Provincial Center For Disease Control And Prevention

Objective With the continuous advancement of medical and health reform,Center for Disease Control and Prevention(CDC)is facing enormous challenges.At present,the problem of brain drain and team instability is widespread in CDC throughout the country.The study investigated and analyzed the brain drain of a provincial CDC in Eastern China,grasped the current situation and influencing factors of brain drain,and to provide reference for the construction of talent team in CDC.Method In this study,all formal staff of a provincial CDC in Eastern China who resigned due to their subjective will during the period of 2009-2018 were investigated.The research was divided into two parts.We collected basic data from the personnel management department of the CDC,and analyzed the social demographic characteristics,departure time,education,professional title and other contents of the object.We also collected the information through the questionnaire and personal interview.Questionnaires were conducted for the lost and on-the-job controller(matched with gender,age,professional title and education)and the depth interviews were conducted for key insiders,including reasons for leaving,satisfaction,opinions and suggestions.We made a descriptive analysis of the current situation of brain drain using EXCEL 2017 and SPSS 23.0,and compared the comprehensive quality level of on-the-job personnel and the brain drain personnel by using the comprehensive quality score method.Result A provincial CDC has lost 35 people from 2009 to 2018,and the brain drain rate was increasing year by year.Before and after 2014,there were 6 persons and 29 persons,accounting for 17.1%and 82.9%respectively.Among them,the youngest was 28 years old,the oldest was 54 years old,the median age was 31 years old;there were 20 males,accounting for 57.1%;there were 14 persons from the province,accounting for 40.0%;85.7%were graduated with master’s degree or above.The working years of the lost staff mainly concentrated in 0-5 years,accounting for 51.4%;mainly from business departments,accounting for 82.9%.Most of them were lost to enterprises,accounting for 37.1%,followed by other institutions,accounting for 25.7%,further education in the form of domestic or overseas,a total of 11.4%.Comparing the comprehensive scores of the on-the-job and the off-the-job in the past five years,the scores of the on-the-job and the off-the-job increased from 9.67 and 9.41 in 2014 to 10.57 and 10.63 in 2018,respectively.The overall trend was upward,indicating that the overall comprehensive quality level of the staff has improved,and the average scores of the two were basically the same.The results of the questionnaire survey on the lost in the past five years show that there were eight reasons for leaving their jobs.The top three reasons were "low salary income","unoptimistic development prospects" and "self-worth can not be reflected".The personal and family reasons were also an important reasons for leaving their jobs.There was a significant difference in the overall satisfaction of the investigation group(the lost)and the control group(on-the-job 0.05).The inconsistency rate of overall satisfaction include the investigation group and the control group was 15.8%,and the dissatisfaction rate of the investigation group was higher than that of the control group.The consistency rates of scientific research pressure,heavy workload,unsatisfactory salary and difficult promotion were 78.9%,73.7%,63.2%and 63.2%,respectively.Conclusion In recent years,the brain drain of CDC in the eastern province has increased year by year.Most of the lost were young,junior and intermediate titles,master’s degree or above,mainly in business departments.The overall score of the lost personnel’s comprehensive quality is on the rise.The main reasons for staff turnover are salary,assessment and incentive system,career development channels,cultural construction and other organizational factors,personal factors such as self-worth,work status,and some specific social factors.It is suggested that relevant departments formulate relevant policies for the above reasons and take necessary measures to stabilize the talent team of CDC.