Objectives. To investigate the organizational factors contributing to the intent of community health workers (CHWs) to quit their jobs in local and state health departments in the United States. Methods. We used the 2017 (n = 844) and 2021 (n = 1014) Public Health Workforce Interests and Needs Survey data sets to predict CHWs' intent to leave with Stata 17 balanced repeated replication survey estimations. Results. CHWs dissatisfied with organizational support, pay, or job security had high probabilities of reporting an intent to leave (50%, P < .01; 39%, P < .01; and 42%, P < .01, respectively) relative to satisfied or neutral workers (24%, P < .01; 21%, P < .01; and 26%, P < .01, respectively). Conclusions. Improving organizational support, pay satisfaction, and job security satisfaction in public health agencies can significantly improve CHW retention, potentially lowering overall organizational costs, enhancing organizational morale, and promoting community health. Public Health Implications. Our findings shed light on actionable ways to improve CHW retention, including assessing training needs; prioritizing diversity, equity, and inclusion; and improving communication between management and workers. (Am J Public Health. Published online ahead of print November 30, 2023:e1-e4. https://doi.org/10.2105/AJPH.2023.307462).

中文翻译：

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公共卫生劳动力中社区卫生工作者的保留：公共卫生劳动力兴趣和需求调查，2017 年和 2021 年。

目标。调查导致社区卫生工作者 (CHW) 辞去美国地方和州卫生部门工作的组织因素。方法。我们使用 2017 年 (n = 844) 和 2021 年 (n = 1014) 公共卫生劳动力兴趣和需求调查数据集，通过 Stata 17 平衡重复复制调查估计来预测社区卫生工作者的离职意向。结果。对组织支持、薪酬或工作保障不满意的社区卫生工作者报告打算离职的可能性很高（分别为 50%，P < .01；39%，P < .01；和 42%，P < .01）。满意或中立的员工（分别为 24%，P < .01；21%，P < .01；和 26%，P < .01）。结论。提高公共卫生机构的组织支持、薪酬满意度和工作保障满意度可以显着提高社区卫生工作者的保留率，从而有可能降低总体组织成本、提高组织士气并促进社区健康。公共卫生影响。我们的研究结果揭示了提高社区卫生工作者保留率的可行方法，包括评估培训需求；优先考虑多样性、公平性和包容性；改善管理层和工人之间的沟通。（Am J Public Health。2023 年 11 月 30 日提前在线发布：e1-e4。https://doi.org/10.2105/AJPH.2023.307462）。