青海地区全科医生转岗培训效果影响因素及对策研究

  目的  调查青海地区全科医生转岗培训现况，总结培训效果并分析其影响因素，针对全科医生转岗培训效果影响因素提供干预对策。  方法  选取2015年7月—2020年7月在青海省全科医学临床培训基地参加全科医生转岗培训的273名学员，统计研究对象基本情况，包括性别、年龄、受教育程度、职称类型、执业资格、工作年限，及重视程度、工学矛盾，比较不同基本情况学员转岗培训考试达标率，统计分析转岗培训考试结果达标率的影响因素。  结果  273名全科转岗培训学员考试达标247名，达标率为90.48%。经检验不同性别、职称类型、执业资格、工作年限的全科医生转岗培训考试结果达标率间差异无统计学意义(均P＞0.05)；而不同年龄、受教育程度及不同重视程度、工学矛盾情况的全科医生转岗培训考试达标率间差异有统计学意义(均P＜0.05)，这些因素为影响全科医生转岗培训达标率的相关因素；且年龄较年轻、受教育程度较高者、重视程度高者、无工学矛盾者转岗理论培训考试达标率相对较高；logistic分析显示，年龄大、受教育程度低、重视程度差、有工学矛盾是影响全科医生转岗培训考试达标率的独立危险因素(均P＜0.05)。  结论  不同年龄、受教育程度、重视程度、工学矛盾的全科医生转岗培训考试达标率是影响全科医生转岗培训效果的因素，全科医生转岗培训教学可据此制定针对性干预措施，及早干预，从而有效提高全科医生转岗培训效果。 

Influencing factors and countermeasures of the job transfer training of general practitioners in Qinghai

  Objective  To investigate the current situation of the job transfer training of general practitioners in Qinghai, summarise the training effect and analyse its influencing factors and provide intervention countermeasures.  Methods  A total of 273 trainees participated in the general practitioners' transfer training in Qinghai General Medicine Clinical Training Base from July 2015 to July 2020 were selected. Basic data including gender, age, education level, professional title type, professional qualification, working years, degree of attention and work study contradiction were obtained. The rate of reaching the standard of job transfer training examination of trainees with different basic conditions was compared. Statistical analysis of the factors affecting the rate of reaching the standard of job transfer training examination was also conducted.  Results  Among 273 general practitioners, 247 reached the standard in the examination and the rate of reaching the standard was 90.48%. The rate of reaching the standard of the job transfer training examination was not significantly different among different genders, professional title types and professional qualification and working years (all P>0.05). Meanwhile, significant differences were found in the rate of reaching the standard of job transfer training examination among different ages, levels of education, degrees of attention and contradictions between work and study (all P < 0.05). These factors affected the rate of reaching the standard of job transfer training. General practitioners were young, highly educated and highly valued and had no work study contradiction had a relatively high rate of reaching the standard of job transfer theory training examination. Logistic analysis showed that older, low education level, poor attention degree and contradiction between work and study were independent risk factors affecting the rate of reaching the standard of the post-transfer training examination (all P < 0.05).  Conclusion  The rate of reaching the standard of job transfer training examination significantly differ among different ages, education levels, attention levels and work study contradictions and is found to be an important factor affecting the training outcome. The teaching of general practitioners' job transfer training can formulate targeted intervention measures and intervene as soon as possible to effectively improve the training outcome.