Objective To investigate the present condition of frequent loss of community health human resources as well as its influencing factors,and to explore the incentive system for loss avoidance and countermeasures. Methods A question-naire investigation was conducted among 120 turnover staff numbers from 2012 to 2013 who were between 22 and 25 years old and dismissed their jobs on their own rather than being excluded or self physical reasons and who were randomly selected from Liwan district,Haizhu district,Tianhe district,Baiyun district and Yuexiu district in Guangzhou from March,14 to May,7,2014 a-bout their salary,bottleneck of their personal development and the crux,major or minor demission reasons. 53 major leaders of health service centers in the above 5 districts were interviewed about proportion of each income,educational background and pro-fessional titles of the health service numbers and the post ratio,bottleneck and crux of the community hospital development. With the help of the related data provided by Guangzhou Public Health Network,the main reason for the loss of community health work-ers and its influencing factors were analyzed. Porter-Lawler Incitement Model was used to explore the countermeasures for the loss. Excel and SPSS 16. 0 were used for repeatability screening and logic check and descriptive analysis of the indexes. Results Compared with that in 2012,in 2013 the amount of job vacancy was increasing as a whole and the most major and direct reason for brain drain was salary and welfare,accounting for 26. 7%(32/120) followed by opportunity of promotion 21. 7%(26/120);the third was personal establishment according to their professional titles 18. 3%(22/120);the fourth was skill training 15. 8%(19/120);the fifth was working condition 11. 7%(14/120). Porter -Lawler Incitement Model showed that titers (the value of the targeted task and evaluation value of the internal and external award)and expectation(estimation of realizing probability of efforts,achievement and bonus and salary) were the incentive factors;If the titers and expectation were too low, staff numbers would have weak working incentive and lower feeling of satisfaction and higher demission intention. Conclusion The vacancy of community health service post remains at a higher level in Guangzhou. Turnover personnel have low satisfaction de-gree with their jobs in the community health service centers. Community incentive system doesn't give play to utility. To increase their satisfaction degree and attract and retain talents,we should adopt comprehensive incentive model as our guideline,try to protect their various reasonable rights of the service personnel in the process of motivation,stimulate their inner working drive and meet their internal and external requirements.%目的：调查广州市社区卫生人才流失的现状及其影响因素，探讨规避其人才流失的激励途径与对策。方法于2014年3月14日—5月7日，在广州市荔湾区、海珠区、天河区、白云区和越秀区5个代表区中，随机抽取120名2012—2013年自主离职且年龄在22~55岁的社区卫生服务离职人员进行问卷调查，排除单位开除和由于身体原因离职的人员，调查内容主要包括社区卫生服务人员工资待遇情况、个人职业发展的瓶颈和症结、离职的主次要原因等；对5个代表区的53名社区卫生服务中心主要负责人进行访谈，主要内容包括社区卫生服务机构各种收入的比例、各类卫生人员的学历、职称及岗位配比情况、社区卫生服务机构发展的瓶颈和症结等；结合广州市公共卫生信息网的相关数据，分析广州市社区卫生人才流失的现状和影响因素。应用波特-劳勒综合激励模型，探讨解决社区卫生人才流失的对策。采用Excel软件和SPSS 16.0统计软件进行重复性筛查排除，逻辑核查，对主要指标做描述性统计分析。结果与2012年相比，2013年社区卫生服务岗位空缺数量在整体上呈上升趋势，其中影响人才流失的最重要、最直接因素为薪酬福利因素，所占比例达到26.7%（32/120），晋升机会因素所占比例也较高，达到21.7%（26/120），职称编制因素所占比例为18.3%（22/120），技能培训因素所占比例为15.8%（19/120），工作条件因素所占比例为11.7%（14/120）。波特-劳勒综合激励模型提示，效价（目标任务的价值和内、外在奖酬的估价）和期望值（对努力、绩效、奖酬等实现概率的估计）是产生工作动机的激励因素，效价或者期望值过低，会弱化激励作用，进而降低满意感，增大员工离职的意愿。结论近年来广州市各个辖区的社区卫生服务岗位空缺数量基本维持在较高的水平，离职人员对社区卫生工作的满意度比较低，社区激励机制没有充分发挥其留住人才的效用。应以综合激励理论模型为导向，在激励过程中设法保障卫生人员的各项合理权益，并激发其工作内驱力，满足卫生人员的外在性与内在性需要，切实提高其对工作的满意度，吸引并留住人才。
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