A Study On The Preference Of Medical Graduates For Talent Introduction Policy

BackgroundAs the reform of public hospitals enters the deep-water area,the development orientation of tertiary hospitals is gradually transforming from large-scale expansion to refined high-quality development,whose core-competitiveness is talents.However,how to attract many higheducated graduates to employment has become the top priority of hospitals.Meanwhile,the talent introduction policy,which is a short-term adjustable policy tool,which can strengthen the attraction of hospitals to talents after implementation.At present,the design process of talent introduction policies of medical institutions in various places lacks the acquaintance of talent demand.They often simply add up the number of policies and are unable to effectively judge and assess the weight of the impact of different policy elements on employment tendencies.At present,the research on talent introduction policies of public hospitals is mostly focused on qualitative research,lacking the application of quantitative analysis tools.The core issue that policy designers is how to design scientifically effective policy scheme,and the key to solve this problem is to clearly grasp the different effects of the various factors involved in the policy on the employment propensity of college graduates.Therefore,it is important to deeply understand the preference of medical graduates for current public hospital,and to design a better combination of talent policies.ObjectivesThe purpose of this study is to take a Grade-three specialized hospital in Shandong Province as an example,use DCE to quantitatively analyze the preference of medical graduates applying for employment in the face of the current public hospital talent introduction policy of various conventional incentive factors,and explore the key factors affecting their employment choice through multiple dimensions.To provide reference for similar medical institutions to design targeted policies to attract talents.The specific objectives are as follows:(1)To measure the preference and WTP of the subjects to the current policy of talent recruitment in public hospitals.(2)To analyze the influence of the demographic characteristics of the research object on their preference for the talent introduction policy.(3)To simulate different policy scenarios and predict the probability of attracting talents.Material and methodsThis study was based on the online questionnaires collected by the recruitment information system of a tertiary specialized hospital in Shandong.From November 2021 to April 2022,the medical graduates who applied for the survey were asked to fill out and submit questionnaires through the system.A total of 532 valid questionnaires were collected.Based on the random utility theory,this paper used DCE to measure the stated preference of medical graduates for talent introduction policies.The main steps included:determination of policy attributes and levels,questionnaire design,data analysis,etc.The specific process was as follows:(1)Determination of policy attributes and levels:Through literature review,expert consultation and target group interviews.It was determined that six policy attributes and levels,including one-time subsidies,scientific research funds,children’s education opportunities,housing benefits,bianzhi,and deduction Period of Promotion Title.(2)Questionnaire design:Based on the determination of the attributes and their levels,this study used SAS9.4 software to D-efficiency design and form the questionnaire for this study.A total of 24 sets of options were generated.Each set of options contains two alternatives,which were randomly divided into three versions,and the internal consistency inspection scheme was set for quality control.(3)Determination of sample size:According to Orme’s "rule of thumb",the minimum sample size of this study should be greater than 111.In the actual investigation,maximize the sample size as much as possible to ensure that all attribute levels can be estimated with high accuracy.(4)Data processing:Encode the collected DCE data using the method of dummy coding.(5)Data analysis:Stata16.0 software was used for data analysis.The conditional logit model and mixed logit model were selected to model the collected data,and used model evaluation indicators such as log likelihood ratio(LL),Bayesian information criterion(BIC)and Akaike information criterion(AIC)to determine the optimal regression model.Finally,based on the optimal model,we analyzed the preference,WTP of the target population,and the preference heterogeneity of different groups,and used the uptake rate to conduct scenario simulation analysis.Results(1)In terms of model comparison,the values of LL,BIC and AIC in the mixed logit model were better than the conditional logit model.Therefore,the mixed logit model was chosen as the analysis model in this study.(2)The regression results showed that medical graduates prefer to provide research funds,key schools for their children,free talent apartments,bianzhi,reduce three years for promotion,and one-time subsidy.The bianzhi was the most important attribute(β=2.69,P<0.01),which respondents were willing to give up the highest one-time subsidy(RMB319200).(3)There was preference heterogeneity in the population.Female were more likely than male to prefer education benefits for their children,housing benefits and bianzhi.The doctoral group preferred research funding and professional title promoting more than the master group.The highest income group had a particularly strong preference for bianzhi.The group with a partner but unmarried had a significantly higher preference for housing benefit policies than the single and married groups.Graduates of clinical medicine had significantly higher preferences for research funding and professional title promoting than other medical graduates.(4)Scenario prediction analysis showed that different policy attribute levels had different effects on respondents’ probability of attraction.In the case that the position did not provide bianzhi,the probability of attraction can also reach 78.8%by adjusting and optimizing other attribute levels.Conclusions and policy recommendationsThe bianzhi was the most important attribute,which respondents were willing to give up the relatively highest amount of WTP.Providing key schools for children was another important policy element.Promotion and title reduction years had the least influence.Preferences Heterogeneity in Subgroups,Female preferred the policy attributes of children’s education welfare,housing welfare and bianzh.Doctor of medicine and clinical students preferred research funding and professional title promoting.The adjustment of each attribute and its level had different influence on talent attraction.The adjustment of a single policy element can be replaced by a reasonable combination of multiple policy elements.Based on the above conclusions,Policy recommendations are proposed as follow:(1)Policy makers can establish a scientific and reasonable incentive policy for talent introduction by starting with non-economic introduction policies such as bianzhi,children’s education welfare and housing welfare.(2)Targeted incentives are adopted for target groups.For medical graduates with Doctor of Medicine and clinical students,policy makers should provide supporting scientific research funds and reduce the promotion period of their professional titles.(3)To achieve a good combination of economic incentives and non-economic incentives,policy makers should adopt an effective combination of various policies and combine a certain number of one-time subsidies with other non-monetary attributes.(4)The local government should give due consideration to the "software policy" and actively encourage excellent medical graduates to work locally.