山东省疾病预防控制机构卫生人力资源分布及公平性研究
|
摘要
研究背景
1、经典的经济学理论认为市场经济机制不利于解决公平问题和卫生资源的优化配置；2、2000年，世界卫生组织报告中对中国卫生筹资公平性的评价结果显示中国位居第188位，被列为世界卫生资源分配最不公平、分布最不平衡的国家之一，引发对公平问题的重视：3、2003年“非典”疫情暴露出卫生人力已成为制约公共卫生事业发展的瓶颈，之后我国政府加强了疾病预防控制体系建设，加大了公共卫生人才培养力度；4、近年来，世界各国不断加强对卫生人力资源需要量的研究；5、2006年世界卫生日的主题是“卫生人力资源”，卫生人力已引起世界各国的重视。
我们提出此课题，核心目的在于评价全省疾控机构人员配置的公平性，预测未来卫生人力需要量，为有效配置卫生人力资源提供决策参考。
研究目的
本研究通过分析山东省疾病预防控制机构卫生人力资源配置现状及其分布的人口和地理公平性，预测未来卫生人力资源需要量，探讨改善疾控机构卫生人力配置的有效措施，从而为政府部门制定公共卫生人力发展规划、优化人力资源配置提供科学依据。
研究方法
山东省疾病预防控制机构卫生人力总体情况，采用描述性分析，对卫生人力的职称、学历、年龄结构等用构成比表示；卫生人力配置公平性分析采用洛伦茨曲线(Lorenz curve)和基尼系数(Gini coefficient)测量卫生人力配置的人口和地理分布公平性；卫生人力资源需求量采用三次多项式曲线模型进行预测。联合国有关组织规定：基尼系数若低于0.2表示收入绝对平均；0.2-0.3表示比较平均；0.3-0.4表示相对合理；0.4-0.5表示收入差距较大；0.6以上表示收入差距悬殊。目前，洛伦茨曲线(Lorenz curve)和基尼系数(Gini coefficient)也被卫生领域用于机构、人力等资源的分布公平性研究。
主要研究结果
1．山东省疾控机构卫生人力资源总量偏多，历年来变化不大，总量配置与年末总人口的关联度较大。2．学历层次不尽合理，整体水平偏低，2005年，博士占0.04％，硕士占1.08％，本科占18.16％，大专占43.90％，中专占34.86％，高中及以下占1.96％。本科及以上学历比例(19.28％)低于我国东部地区的23.1％，高于中部和西部地区的10.7％和10.1％。3．职称结构渐趋合理，2005年高级职称人员占12.31％，中级职称人员占41.64％，初级及以下职称人员占46.02％，高、中级人员所占比例均高于谢洪彬等人的调查结果(分别为9.5％和33.4％)，初级及以下职称人员比例低于其调查结果(57.1％)。4．年龄结构不合理，人员相对老化，1996年30岁以下人员占29.04％，之后，比例逐年减少，到2005年仅占14.43％，50岁以上人员呈递增趋势，2005年达到了17.70％。5．省、市、区县级疾控机构领导班子成员学历、职称构成趋于合理，不同级别间差异有统计学意义。6．全省卫生人力资源总量和高级职称人员，自1996年以来，其人口和地理公平性系数均在0.35以下，相对公平，历年来人口公平性优于地理公平性。7．历年来不论是人口公平性还是地理公平性，卫生人力资源总量的配置明显优于高级职称人员的配置，差距非常明显，高级职称人员配置公平性相对较差。8．每千人口专业技术人员数1999年最高，达0.136人，以后逐年下降，至2005年降至最低点，为0.125人：每平方公里专业技术人员数1996年最低，为0.072人，以后逐年增加，至2003年达最高值，为0.078人，自2003年以后又逐年下降。9．2006-2008年，山东省疾控机构卫生人力资源需要量分别为10976、10376、9635人，其中高级职称人员需要量分别为1659、1836、2029人。
结论
1．山东省疾控机构卫生人力资源总量偏多，整体素质偏低，其学历层次和年龄结构不合理。2．不同级别疾控机构领导班子成员素质有统计学意义。3．历年来，山东省疾控机构卫生人力资源总量的配置明显优于高级职称人员的配置，两者的人口公平性均优于其地理公平性。4．预测山东省疾控机构2006-2008年卫生人力资源需要量分别为10976、10376、9635人，其中高级职称人员需要量分别为1659、1836、2029人。
政策建议
1．强化政府职责，加大公共卫生投入。2．加强卫生人力资源规划和开发研究。3．强化人事、分配制度改革，制订优惠政策，吸引高素质人才。4．控制总量，调整结构，实现卫生人力资源合理配置。5．加强能力建设，全面提高公共卫生队伍整体素质。
Research Background
1. The market economy mechanism is harmful for solving the impartiality problem and improving the hygiene resource distribution according to the classical economics theory.2. In 2000, WHO reported that China is occupied 188th place in term of the impartiality about hygiene resource and China is one of the most unfair and unbalance countries in hygiene resource assignment. All of these initiate taking seriously to impartial problem.3. In 2003 the SARS revealed that the hygiene manpower already became the bottleneck that restraint public health development. So our government strengthened the disease control and prevention system construction and increased the public health personnel training dynamics.4. These years, many countries unceasingly strengthened the study on need quantity of hygiene human resources in the world. 5. The subject of the 2006 World Health Day is "hygiene human resources", and every country pays more attention to it in the world.
The object of our study is to estimate the impartiality of hygiene human assignment in Shandong province disease control and prevention system, predict the need quantity of hygiene human resources and provide reference for assign hygiene human resources efficiently.
Research Object
To analyse the current situation of hygiene human resources assignment and their distributed impartiality in term of population and geography, predict the need quantity of hygiene human resources and discuss the effective measure to improve the hygiene human resources assignment in Shandong province disease control and prevention system. So we can provide scientific basis for our government to work out a development plan in improving the hygiene human resources assignment.
Research method
Adopt the describing analysis to indicate nature condition of hygiene human resources in Shandong province disease control and prevention system, such as office holder , educational background , age structure etc. Adopt the Lorenz curve and Gini coefficient to analyse the equality of hygiene manpower allocation. Adopt cubic polynomial curve model to predict the need quantity of hygiene human resources. United Nations related organization regulate: If Gini coefficient being lower than 0.2 means the income is absolutely average; If Gini coefficient being between 0.2 and 0.3 means the income is comparatively average; If Gini coefficient being between 0.3 and 0.4 means the income is relatively rational; If Gini coefficient being between 0.4 and 0.5 means the income is comparatively different; If Gini coefficient being greater than 0.6 means the income is widely different. At present, the Lorenz curve and Gini coefficient are widely used to study the distribution impartiality of organization or human resources in hygiene field.
Main research result
1. In Shandong province disease control and prevention system, all quantity of hygiene human resources is a little bit more, changing over the years is not big, and the correlation degree of all quantity deploys with the year end general population is bigger. 2. Educational background arrangement is not completely rational and the entire educational level is low. In 2005, the doctor accounts for 0.04% , Master accounts for 1.08% , regular college course accounts for 18.16% , junior college accounts for 43.90% , technical secondary school accounts for 34.86% , high school and the following account for 1.96%. The proportion of regular college course and all above educational background (19.28%) in Shandong province is lower than that in the eastern regions (23.1%) and higher than that in the central section and western part area (10.7% and 10.1%). 3. The office holder structure gradually tends to be rational. In 2005, The title of a senior professional post personnel accounts for 12.31%, the middle rank office holder personnel accounts for 41.64% , the elementary and following office holder personnel accounts for 46.02%. The proportion of the senior professional post personnel or the middle rank office holder personnel is respectively higher than that of Xie Hongbin's result (be 9.5% and 33.4% respectively) and the proportion of the elementary and following office holder personnel is lower than that of his result (57.1%). 4. The age structure is unreasonable and the personnel ages relatively. The proportion of younger than 30-year-old cuts down year by year, for example, the personnel accounts for 29.04% in 1996 while the proportion accounts for only to 14.43% in 2005. The proportion of above 50-year-old has a trend of increasing by degrees, and it has reached 17.70% in 2005. 5. The structure of leader group member's educational background or the office holder is becoming rational, and there is statistics meaning in different ranks. 6. Since 1996, for whole province hygiene human resources and the senior professional post personnel the population and geographical feature equality modulus are all under 0.35, which is relatively fair, and population equality over the years better than geographical feature equality. 7. Disregarding population equality or geographical feature equality, the allocation of hygiene human resources all quantity is obvious better than the allocation of senior professional post personnel over the years. 8. In 1999, the professional and technical personnel amounted to 0.136 person in one thousand people. After that, the amount of professional and technical person came down year by year. Till 2005,
the amount fell to the lowest point 0.125 person per one thousand people. In 1996, we have the fewest professional and technical personnel each square kilometer, which is 0.072 person each square kilometer. After that, the amount of professional and technical person each square kilometer increased year by year, and in 2003 the amount increased to the highest point 0.078 person each square kilometer, while it decreased year by year since 2003. 9. From 2006 to 2008, the need quantity of hygiene human resources in Shandong province disease control and prevention system is 10976, 10376 and 9635 persons respectively. Among them the senior professional post personnel needs amount to be 1659, 1836 and 2029 people respectively.
Conclusion
1. In Shandong province disease control and prevention system, all quantity of hygiene human resources is a little bit more, and the entire educational level is low, educational background arrangement and the age structure is not completely rational. 2. The quantity of leader group member is statistics meaning in different ranks. 3. In Shandong province disease control and prevention system, the allocation of hygiene human resources all quantity is obvious better than the allocation of senior professional post personnel over the years, and the population equality better than the geographical feature equality. 4. From 2006 to 2008, the need quantity of hygiene human resources in Shandong province disease control and prevention system is 10976, 10376 and 9635 persons respectively. Among them the senior professional post personnel needs amount to be 1659, 1836 and 2029 people respectively.
Policy suggestion
1. Strengthen government duty and enlarge public health investment. 2. Reinforce the hygiene human resources plan and developmental research. 3. Strengthen the reform of human and distribution policy, work out preferential measures and attract high-caliber talented person. 4. Control quantity, adjust structure and realize hygiene human resources rational distribution. 5. Sharpen ability buildings and improve the overall quality in public health team.
1、经典的经济学理论认为市场经济机制不利于解决公平问题和卫生资源的优化配置；2、2000年，世界卫生组织报告中对中国卫生筹资公平性的评价结果显示中国位居第188位，被列为世界卫生资源分配最不公平、分布最不平衡的国家之一，引发对公平问题的重视：3、2003年“非典”疫情暴露出卫生人力已成为制约公共卫生事业发展的瓶颈，之后我国政府加强了疾病预防控制体系建设，加大了公共卫生人才培养力度；4、近年来，世界各国不断加强对卫生人力资源需要量的研究；5、2006年世界卫生日的主题是“卫生人力资源”，卫生人力已引起世界各国的重视。
我们提出此课题，核心目的在于评价全省疾控机构人员配置的公平性，预测未来卫生人力需要量，为有效配置卫生人力资源提供决策参考。
研究目的
本研究通过分析山东省疾病预防控制机构卫生人力资源配置现状及其分布的人口和地理公平性，预测未来卫生人力资源需要量，探讨改善疾控机构卫生人力配置的有效措施，从而为政府部门制定公共卫生人力发展规划、优化人力资源配置提供科学依据。
研究方法
山东省疾病预防控制机构卫生人力总体情况，采用描述性分析，对卫生人力的职称、学历、年龄结构等用构成比表示；卫生人力配置公平性分析采用洛伦茨曲线(Lorenz curve)和基尼系数(Gini coefficient)测量卫生人力配置的人口和地理分布公平性；卫生人力资源需求量采用三次多项式曲线模型进行预测。联合国有关组织规定：基尼系数若低于0.2表示收入绝对平均；0.2-0.3表示比较平均；0.3-0.4表示相对合理；0.4-0.5表示收入差距较大；0.6以上表示收入差距悬殊。目前，洛伦茨曲线(Lorenz curve)和基尼系数(Gini coefficient)也被卫生领域用于机构、人力等资源的分布公平性研究。
主要研究结果
1．山东省疾控机构卫生人力资源总量偏多，历年来变化不大，总量配置与年末总人口的关联度较大。2．学历层次不尽合理，整体水平偏低，2005年，博士占0.04％，硕士占1.08％，本科占18.16％，大专占43.90％，中专占34.86％，高中及以下占1.96％。本科及以上学历比例(19.28％)低于我国东部地区的23.1％，高于中部和西部地区的10.7％和10.1％。3．职称结构渐趋合理，2005年高级职称人员占12.31％，中级职称人员占41.64％，初级及以下职称人员占46.02％，高、中级人员所占比例均高于谢洪彬等人的调查结果(分别为9.5％和33.4％)，初级及以下职称人员比例低于其调查结果(57.1％)。4．年龄结构不合理，人员相对老化，1996年30岁以下人员占29.04％，之后，比例逐年减少，到2005年仅占14.43％，50岁以上人员呈递增趋势，2005年达到了17.70％。5．省、市、区县级疾控机构领导班子成员学历、职称构成趋于合理，不同级别间差异有统计学意义。6．全省卫生人力资源总量和高级职称人员，自1996年以来，其人口和地理公平性系数均在0.35以下，相对公平，历年来人口公平性优于地理公平性。7．历年来不论是人口公平性还是地理公平性，卫生人力资源总量的配置明显优于高级职称人员的配置，差距非常明显，高级职称人员配置公平性相对较差。8．每千人口专业技术人员数1999年最高，达0.136人，以后逐年下降，至2005年降至最低点，为0.125人：每平方公里专业技术人员数1996年最低，为0.072人，以后逐年增加，至2003年达最高值，为0.078人，自2003年以后又逐年下降。9．2006-2008年，山东省疾控机构卫生人力资源需要量分别为10976、10376、9635人，其中高级职称人员需要量分别为1659、1836、2029人。
结论
1．山东省疾控机构卫生人力资源总量偏多，整体素质偏低，其学历层次和年龄结构不合理。2．不同级别疾控机构领导班子成员素质有统计学意义。3．历年来，山东省疾控机构卫生人力资源总量的配置明显优于高级职称人员的配置，两者的人口公平性均优于其地理公平性。4．预测山东省疾控机构2006-2008年卫生人力资源需要量分别为10976、10376、9635人，其中高级职称人员需要量分别为1659、1836、2029人。
政策建议
1．强化政府职责，加大公共卫生投入。2．加强卫生人力资源规划和开发研究。3．强化人事、分配制度改革，制订优惠政策，吸引高素质人才。4．控制总量，调整结构，实现卫生人力资源合理配置。5．加强能力建设，全面提高公共卫生队伍整体素质。
Research Background
1. The market economy mechanism is harmful for solving the impartiality problem and improving the hygiene resource distribution according to the classical economics theory.2. In 2000, WHO reported that China is occupied 188th place in term of the impartiality about hygiene resource and China is one of the most unfair and unbalance countries in hygiene resource assignment. All of these initiate taking seriously to impartial problem.3. In 2003 the SARS revealed that the hygiene manpower already became the bottleneck that restraint public health development. So our government strengthened the disease control and prevention system construction and increased the public health personnel training dynamics.4. These years, many countries unceasingly strengthened the study on need quantity of hygiene human resources in the world. 5. The subject of the 2006 World Health Day is "hygiene human resources", and every country pays more attention to it in the world.
The object of our study is to estimate the impartiality of hygiene human assignment in Shandong province disease control and prevention system, predict the need quantity of hygiene human resources and provide reference for assign hygiene human resources efficiently.
Research Object
To analyse the current situation of hygiene human resources assignment and their distributed impartiality in term of population and geography, predict the need quantity of hygiene human resources and discuss the effective measure to improve the hygiene human resources assignment in Shandong province disease control and prevention system. So we can provide scientific basis for our government to work out a development plan in improving the hygiene human resources assignment.
Research method
Adopt the describing analysis to indicate nature condition of hygiene human resources in Shandong province disease control and prevention system, such as office holder , educational background , age structure etc. Adopt the Lorenz curve and Gini coefficient to analyse the equality of hygiene manpower allocation. Adopt cubic polynomial curve model to predict the need quantity of hygiene human resources. United Nations related organization regulate: If Gini coefficient being lower than 0.2 means the income is absolutely average; If Gini coefficient being between 0.2 and 0.3 means the income is comparatively average; If Gini coefficient being between 0.3 and 0.4 means the income is relatively rational; If Gini coefficient being between 0.4 and 0.5 means the income is comparatively different; If Gini coefficient being greater than 0.6 means the income is widely different. At present, the Lorenz curve and Gini coefficient are widely used to study the distribution impartiality of organization or human resources in hygiene field.
Main research result
1. In Shandong province disease control and prevention system, all quantity of hygiene human resources is a little bit more, changing over the years is not big, and the correlation degree of all quantity deploys with the year end general population is bigger. 2. Educational background arrangement is not completely rational and the entire educational level is low. In 2005, the doctor accounts for 0.04% , Master accounts for 1.08% , regular college course accounts for 18.16% , junior college accounts for 43.90% , technical secondary school accounts for 34.86% , high school and the following account for 1.96%. The proportion of regular college course and all above educational background (19.28%) in Shandong province is lower than that in the eastern regions (23.1%) and higher than that in the central section and western part area (10.7% and 10.1%). 3. The office holder structure gradually tends to be rational. In 2005, The title of a senior professional post personnel accounts for 12.31%, the middle rank office holder personnel accounts for 41.64% , the elementary and following office holder personnel accounts for 46.02%. The proportion of the senior professional post personnel or the middle rank office holder personnel is respectively higher than that of Xie Hongbin's result (be 9.5% and 33.4% respectively) and the proportion of the elementary and following office holder personnel is lower than that of his result (57.1%). 4. The age structure is unreasonable and the personnel ages relatively. The proportion of younger than 30-year-old cuts down year by year, for example, the personnel accounts for 29.04% in 1996 while the proportion accounts for only to 14.43% in 2005. The proportion of above 50-year-old has a trend of increasing by degrees, and it has reached 17.70% in 2005. 5. The structure of leader group member's educational background or the office holder is becoming rational, and there is statistics meaning in different ranks. 6. Since 1996, for whole province hygiene human resources and the senior professional post personnel the population and geographical feature equality modulus are all under 0.35, which is relatively fair, and population equality over the years better than geographical feature equality. 7. Disregarding population equality or geographical feature equality, the allocation of hygiene human resources all quantity is obvious better than the allocation of senior professional post personnel over the years. 8. In 1999, the professional and technical personnel amounted to 0.136 person in one thousand people. After that, the amount of professional and technical person came down year by year. Till 2005,
the amount fell to the lowest point 0.125 person per one thousand people. In 1996, we have the fewest professional and technical personnel each square kilometer, which is 0.072 person each square kilometer. After that, the amount of professional and technical person each square kilometer increased year by year, and in 2003 the amount increased to the highest point 0.078 person each square kilometer, while it decreased year by year since 2003. 9. From 2006 to 2008, the need quantity of hygiene human resources in Shandong province disease control and prevention system is 10976, 10376 and 9635 persons respectively. Among them the senior professional post personnel needs amount to be 1659, 1836 and 2029 people respectively.
Conclusion
1. In Shandong province disease control and prevention system, all quantity of hygiene human resources is a little bit more, and the entire educational level is low, educational background arrangement and the age structure is not completely rational. 2. The quantity of leader group member is statistics meaning in different ranks. 3. In Shandong province disease control and prevention system, the allocation of hygiene human resources all quantity is obvious better than the allocation of senior professional post personnel over the years, and the population equality better than the geographical feature equality. 4. From 2006 to 2008, the need quantity of hygiene human resources in Shandong province disease control and prevention system is 10976, 10376 and 9635 persons respectively. Among them the senior professional post personnel needs amount to be 1659, 1836 and 2029 people respectively.
Policy suggestion
1. Strengthen government duty and enlarge public health investment. 2. Reinforce the hygiene human resources plan and developmental research. 3. Strengthen the reform of human and distribution policy, work out preferential measures and attract high-caliber talented person. 4. Control quantity, adjust structure and realize hygiene human resources rational distribution. 5. Sharpen ability buildings and improve the overall quality in public health team.
引文
1．蔡亚平，邓学良，龙章忠．我国卫生资源的发展历程及问题思考．南华大学学报(社会科学版)，2001，2(4)：99-102．
2. Brearleys. BMJ. 1991, 303(14)1634-1636.
3. Repot of a WHO study Group. WHO sechnical Report series 1990,801:7-53.
4. Wheeler Metal. World Health stat Q. 1990, 11(4):394-404.
5．魏颖，等．卫生人力资源的经济分析．卫生经济学卫生经济管理．人民卫生出版社，1998．
6. Albreht T, Klazinga N. Health manpower planning in Slovenia: a policy analysis of the changes in roles of stakeholders and methodologies. J Health Polit Policy Law. 2002,27(6): 22～1001.
7．王绍光．中国公共卫生的危机与转机[J]．《比较》，2003，7．
8. Baker JL, J. van der Gaag. Equity in health care and health financing: evidence from five developing countries. In Van Doorslaer E. et al. Equity in the finance and delivery of health care: an international perspective. Oxford: Oxford University Press. 1993.356-394.
9. World Health Organization. The World Health Report 2000: Health System: Improving Performance Printed in France, 2000: 26-30.
10．孟庆跃，徐凌忠，陈宁姗，主编．卫生经济学．第1版．济南：南海出版公司，1997：295-300．
11．徐凌忠，邴媛媛．卫生服务的公平性研究进展．中华医院管理杂志，2001，17(5)：265-267．
12．李顺平，孟庆跃．卫生服务公平性及其影响因素研究综述．中国卫生事业管理，2005，3：132-134．
13．张鹭鹭，胡善联，魏颖，等．区域内医院医疗资源配置公平性研究．中华医院管理杂志，2000，5：274-277．
14. Musgrove, P. "Measurement of equity for health". World Health Statistics Quarterly. 1986, 4:325-335.
15．李杰，徐凌忠，邱亭林，等．东营市卫生资源公平性研究．现代预防医学，2003；30(6)：799-801．
16. Philip Musgrove. Measurement of equity in health. World Health Statistics Quarterly. 1986, 4:325-336.
17．雷海潮．大型医用设备地理分布公平性的评估方法研究．中国卫生资源，1999，2：14-16．
18．小林安木．日本医师的地理分布．国外医学卫生经济分册，1993，2：71-74．
19．马斌荣主编．SPSS FOR WINDOWS在医学统计中的应用．北京：科学出版社，2001．
20．张文彤主编．SPSS11.0统计分析教程．北京：希望电子出版社，2002．
21．洪楠主编．SPSS FOR WINDOWS统计分析教程．北京：电子工业出版社，2001．
22．杨义群，黄达人．高级经济分析——兼论诺贝尔经济学奖获奖者有关专著的分析与深化．杭州：浙江大学出版社，1994．
23．中国统计年鉴．北京：中国统计出版社，2000．
24．施卫国．一种简易的基尼系数计算方法[J]．江苏统计，1997，2：17．
25．山东省统计局．2005年山东省国民经济和社会发展统计公报．2006年3月5日．http://www.stats.gov.cn/tjgb/ndtjgb/dfndtjgb/t20060306_402309001.htm
26．山东省人民政府．政府工作报告．2006年1月15日在山东省第十届人民代表大会第四次会议上．
27．山东省疾病预防控制中心．山东疾病预防控制机构年鉴(2005年)．2006．
28．郑小华，杨治康．我国卫生资源人口分布的关系分析．中国卫生事业管理，1999，(1)：53～55．
29．卞鹰．城市不同级别医院卫生防疫站卫生人力调查分析．中国卫生经济，1996，10：40．
30．龚幼龙．卫生服务与发展研究．中国卫生信息报社，1997：114．
31．疾病预防控制体系建设研究课题组．疾病预防控制体系建设研究报告——问题与对策．人民卫生出版社，2006．
32．谢洪彬，罗力，苏忠鑫，等．中国疾病预防控制中心人力配置现状分析．卫生研究，2005，34(4)：390～392．
33．卫生部．中国卫生统计年鉴2004．北京：中国协和医科大学出版社，2004：142～143．
34．韦鹏涯，浦洪琴．广西卫生资源分布公平性研究[J]．广西医学，2005，27(2)：284～286．
35．凌莉，方积乾，汤泽群，等．广东省卫生资源分布公平性评价[J]．中国卫生资源，2002，5(2)：84～86．
36．彭绩，杨德华，周海滨，等．深圳市卫生资源分布公平性研究[J]．医学与社会，2003，16(5)：1～3．
37．王方刃，孙昌盛，陈松涛，等．福建省卫生资源分布公平性研究[J]．中国卫生资源，2002，5(2)：45～46．
38．郑建中，韩颖，贺鹭，等．山西省农村卫生资源分布公平性研究[J]．山西医科大学学报，2002，33(2)：113～115．
39．宋沈超，罗实．贵州省卫生资源分布公平性研究[J]．中国卫生经济，2003，22(2)：33～34．
40．孙庆九，徐凌中，王晋臣，李士雪．东营市卫生服务研究—东营市2002年卫生服务调查分析报告．西安：第四军医大学出版社，2004．
41. Fulop T. Health personnel to meet the oeople sneeds: the WHO mediunterm program in health manpowerdevelopment, WHO chro, 1979, 33(3): 80-93.
42. Hall T L et al. Health Manpower Planning. Geneva WHO, 1978.
43. World Health Organization. Alma-ata. 1978.
44．彭瑞聪，等．中国卫生事业管理学．长春：吉林科技出版社，1988：408．
45．孙秋梅，等．直线回归法在卫生人力预测方面的应用．数理医药学杂志，1998，11(2)：161～162．
46．纪爱兵，等．最优加权组合预测法在河北省卫生人力预测中的应用．数理医药学杂志，2000，13(1)：61～62．
47．凌莉，等．时间序列法在卫生人力资源需求预测中的应用．中国卫生统计，1999，16(5)：266～268．
48. Wooliscrofl JO, TenHaken J, Smith J. Medical students' clinical self-assessments: comparisons with external measures of performance and students' self-assessments of overall performance and effort. Academic Medicine, 1993,68:285-294.
49．尹三炎，毛宗福．关于临床医学学科带头人素质的研究．中国卫生质量管理，1999．63-64．
50．张红喜，解亚宁．新时期对高级卫生人才的需求与高等医学教育发展的初步分析与预测．中国医院管理，1997，17：36-37．
51．龚幼龙．卫生人力需要量预测方法．中国社会医学，1992，05：11～12．
52. Paul F. Hogan, et al. Physiacal medicine and rehabilitation workfored study: the supply of and demand for physiatrists. Arch Phys Med Rehabil, 1996, (77): 95-98.
53. Brown LJ, Galdwell SB, Eklund SA. How fee and insurance changes could affect dentistry: results from a microsimulation model, J Am Dent Assoc, 1995, 126(4): 449-459.
54. Schwarz E. Changes in demand for dental care among Danish adults. 1975-1990; Acta Odoutol Scand, 1996, 54(1): 36-43.
55．罗力，王颖，孙梅，等．我国疾病预防控制中心人力配置标准研究．卫生研究，2006，35(1)：1～3．
56．姜晓朋，王薇，宋宝良，等．乡镇卫生院卫生人力素质综合评价指标及其检验．中国卫生资源，2001，4(2)：73～75．
57．曾光，主编．中国公共卫生与健康新思维．北京：人民卫生出版社，2006
58. World Bank. World Development Report 1993: Investing in Health. Oxford University Press, 1993.
59. Bobadilla, Jose-Luis, Julio Frenk, et al. The epidemiological transition and health priorities in developing countries. In Dean Jamison des. Disease control priorities in developing cuntries. New York: Oxford University Press, 1994.
60. World Bank. 1996. China: issues and options in health financing. Report No. 15278-CHA.
61．高强．发展医疗卫生事业，为构建社会主义和谐社会做贡献．中国卫生 法制，2005，13(77)：4～11．
62．冯显威，陈曼莉．现代公共卫生的概念特征及发展方向研究．医学与哲学，2005，26(291)：11～13．
63．何学军，刘清华，乔磊．不断发展和完善大卫生观念，做好公共卫生工作．中国初级卫生保健，2004，18(219)：20～21．
64．黄建始．从美国没有SARS大流行看美国的突发公共卫生事件应对体系[J]．中华医学杂志，2003，(19)：1641～1643．
65．于竞进，于明珠，段勇，等．《重塑中国疾病预防控制体系政策研究》研究结果简介．卫生研究，2005，34(1)：5～7．
66．杨峰，谢洪彬，王伟成，等．我国疾病预防控制中心人才流失情况分析．卫生研究，2005，34(5)：516～517．
67．徐立柱，李士雪，曹勇，等．卫生人力资源投资及其存在的问题．中国卫生经济，2006，25(3)：30～33．
68．徐荣凯，曹荣桂，主编．《中共中央、国务院关于卫生改革与发展的决定》学习辅导材料．第1版．北京：人民卫生出版社，1997．
69．疾病预防控制体系建设研究课题组．疾病预防控制体系建设研究报告——规范化管理．人民卫生出版社，2007．
2. Brearleys. BMJ. 1991, 303(14)1634-1636.
3. Repot of a WHO study Group. WHO sechnical Report series 1990,801:7-53.
4. Wheeler Metal. World Health stat Q. 1990, 11(4):394-404.
5．魏颖，等．卫生人力资源的经济分析．卫生经济学卫生经济管理．人民卫生出版社，1998．
6. Albreht T, Klazinga N. Health manpower planning in Slovenia: a policy analysis of the changes in roles of stakeholders and methodologies. J Health Polit Policy Law. 2002,27(6): 22～1001.
7．王绍光．中国公共卫生的危机与转机[J]．《比较》，2003，7．
8. Baker JL, J. van der Gaag. Equity in health care and health financing: evidence from five developing countries. In Van Doorslaer E. et al. Equity in the finance and delivery of health care: an international perspective. Oxford: Oxford University Press. 1993.356-394.
9. World Health Organization. The World Health Report 2000: Health System: Improving Performance Printed in France, 2000: 26-30.
10．孟庆跃，徐凌忠，陈宁姗，主编．卫生经济学．第1版．济南：南海出版公司，1997：295-300．
11．徐凌忠，邴媛媛．卫生服务的公平性研究进展．中华医院管理杂志，2001，17(5)：265-267．
12．李顺平，孟庆跃．卫生服务公平性及其影响因素研究综述．中国卫生事业管理，2005，3：132-134．
13．张鹭鹭，胡善联，魏颖，等．区域内医院医疗资源配置公平性研究．中华医院管理杂志，2000，5：274-277．
14. Musgrove, P. "Measurement of equity for health". World Health Statistics Quarterly. 1986, 4:325-335.
15．李杰，徐凌忠，邱亭林，等．东营市卫生资源公平性研究．现代预防医学，2003；30(6)：799-801．
16. Philip Musgrove. Measurement of equity in health. World Health Statistics Quarterly. 1986, 4:325-336.
17．雷海潮．大型医用设备地理分布公平性的评估方法研究．中国卫生资源，1999，2：14-16．
18．小林安木．日本医师的地理分布．国外医学卫生经济分册，1993，2：71-74．
19．马斌荣主编．SPSS FOR WINDOWS在医学统计中的应用．北京：科学出版社，2001．
20．张文彤主编．SPSS11.0统计分析教程．北京：希望电子出版社，2002．
21．洪楠主编．SPSS FOR WINDOWS统计分析教程．北京：电子工业出版社，2001．
22．杨义群，黄达人．高级经济分析——兼论诺贝尔经济学奖获奖者有关专著的分析与深化．杭州：浙江大学出版社，1994．
23．中国统计年鉴．北京：中国统计出版社，2000．
24．施卫国．一种简易的基尼系数计算方法[J]．江苏统计，1997，2：17．
25．山东省统计局．2005年山东省国民经济和社会发展统计公报．2006年3月5日．http://www.stats.gov.cn/tjgb/ndtjgb/dfndtjgb/t20060306_402309001.htm
26．山东省人民政府．政府工作报告．2006年1月15日在山东省第十届人民代表大会第四次会议上．
27．山东省疾病预防控制中心．山东疾病预防控制机构年鉴(2005年)．2006．
28．郑小华，杨治康．我国卫生资源人口分布的关系分析．中国卫生事业管理，1999，(1)：53～55．
29．卞鹰．城市不同级别医院卫生防疫站卫生人力调查分析．中国卫生经济，1996，10：40．
30．龚幼龙．卫生服务与发展研究．中国卫生信息报社，1997：114．
31．疾病预防控制体系建设研究课题组．疾病预防控制体系建设研究报告——问题与对策．人民卫生出版社，2006．
32．谢洪彬，罗力，苏忠鑫，等．中国疾病预防控制中心人力配置现状分析．卫生研究，2005，34(4)：390～392．
33．卫生部．中国卫生统计年鉴2004．北京：中国协和医科大学出版社，2004：142～143．
34．韦鹏涯，浦洪琴．广西卫生资源分布公平性研究[J]．广西医学，2005，27(2)：284～286．
35．凌莉，方积乾，汤泽群，等．广东省卫生资源分布公平性评价[J]．中国卫生资源，2002，5(2)：84～86．
36．彭绩，杨德华，周海滨，等．深圳市卫生资源分布公平性研究[J]．医学与社会，2003，16(5)：1～3．
37．王方刃，孙昌盛，陈松涛，等．福建省卫生资源分布公平性研究[J]．中国卫生资源，2002，5(2)：45～46．
38．郑建中，韩颖，贺鹭，等．山西省农村卫生资源分布公平性研究[J]．山西医科大学学报，2002，33(2)：113～115．
39．宋沈超，罗实．贵州省卫生资源分布公平性研究[J]．中国卫生经济，2003，22(2)：33～34．
40．孙庆九，徐凌中，王晋臣，李士雪．东营市卫生服务研究—东营市2002年卫生服务调查分析报告．西安：第四军医大学出版社，2004．
41. Fulop T. Health personnel to meet the oeople sneeds: the WHO mediunterm program in health manpowerdevelopment, WHO chro, 1979, 33(3): 80-93.
42. Hall T L et al. Health Manpower Planning. Geneva WHO, 1978.
43. World Health Organization. Alma-ata. 1978.
44．彭瑞聪，等．中国卫生事业管理学．长春：吉林科技出版社，1988：408．
45．孙秋梅，等．直线回归法在卫生人力预测方面的应用．数理医药学杂志，1998，11(2)：161～162．
46．纪爱兵，等．最优加权组合预测法在河北省卫生人力预测中的应用．数理医药学杂志，2000，13(1)：61～62．
47．凌莉，等．时间序列法在卫生人力资源需求预测中的应用．中国卫生统计，1999，16(5)：266～268．
48. Wooliscrofl JO, TenHaken J, Smith J. Medical students' clinical self-assessments: comparisons with external measures of performance and students' self-assessments of overall performance and effort. Academic Medicine, 1993,68:285-294.
49．尹三炎，毛宗福．关于临床医学学科带头人素质的研究．中国卫生质量管理，1999．63-64．
50．张红喜，解亚宁．新时期对高级卫生人才的需求与高等医学教育发展的初步分析与预测．中国医院管理，1997，17：36-37．
51．龚幼龙．卫生人力需要量预测方法．中国社会医学，1992，05：11～12．
52. Paul F. Hogan, et al. Physiacal medicine and rehabilitation workfored study: the supply of and demand for physiatrists. Arch Phys Med Rehabil, 1996, (77): 95-98.
53. Brown LJ, Galdwell SB, Eklund SA. How fee and insurance changes could affect dentistry: results from a microsimulation model, J Am Dent Assoc, 1995, 126(4): 449-459.
54. Schwarz E. Changes in demand for dental care among Danish adults. 1975-1990; Acta Odoutol Scand, 1996, 54(1): 36-43.
55．罗力，王颖，孙梅，等．我国疾病预防控制中心人力配置标准研究．卫生研究，2006，35(1)：1～3．
56．姜晓朋，王薇，宋宝良，等．乡镇卫生院卫生人力素质综合评价指标及其检验．中国卫生资源，2001，4(2)：73～75．
57．曾光，主编．中国公共卫生与健康新思维．北京：人民卫生出版社，2006
58. World Bank. World Development Report 1993: Investing in Health. Oxford University Press, 1993.
59. Bobadilla, Jose-Luis, Julio Frenk, et al. The epidemiological transition and health priorities in developing countries. In Dean Jamison des. Disease control priorities in developing cuntries. New York: Oxford University Press, 1994.
60. World Bank. 1996. China: issues and options in health financing. Report No. 15278-CHA.
61．高强．发展医疗卫生事业，为构建社会主义和谐社会做贡献．中国卫生 法制，2005，13(77)：4～11．
62．冯显威，陈曼莉．现代公共卫生的概念特征及发展方向研究．医学与哲学，2005，26(291)：11～13．
63．何学军，刘清华，乔磊．不断发展和完善大卫生观念，做好公共卫生工作．中国初级卫生保健，2004，18(219)：20～21．
64．黄建始．从美国没有SARS大流行看美国的突发公共卫生事件应对体系[J]．中华医学杂志，2003，(19)：1641～1643．
65．于竞进，于明珠，段勇，等．《重塑中国疾病预防控制体系政策研究》研究结果简介．卫生研究，2005，34(1)：5～7．
66．杨峰，谢洪彬，王伟成，等．我国疾病预防控制中心人才流失情况分析．卫生研究，2005，34(5)：516～517．
67．徐立柱，李士雪，曹勇，等．卫生人力资源投资及其存在的问题．中国卫生经济，2006，25(3)：30～33．
68．徐荣凯，曹荣桂，主编．《中共中央、国务院关于卫生改革与发展的决定》学习辅导材料．第1版．北京：人民卫生出版社，1997．
69．疾病预防控制体系建设研究课题组．疾病预防控制体系建设研究报告——规范化管理．人民卫生出版社，2007．