该文从县乡村三个层次、卫生服务医防保三大功能入手 ,分析比较农村地区卫生人员流动的特征及其在不同机构之间的差异。结果发现 ,人员流动对县医院来说是吸引人才 ,对防疫站和乡镇卫生院来说意味着高素质人才的流失 ,尤其是防疫站 ,防疫站内部人员流动表现为高素质人员流向高收益科室的现象 ,体现了社会观念上的“重医轻防”。论证了在“重医轻防”局面下 ,以及在竞争中生存乏力的乡镇卫生院将难以留住“骨干”人才。也证明了本课题组在防保功能难以切实落实到位的机制中 ,“无偿提供的防保服务将增加机构的运作成本且缺少激励机制 ,防保机构转而注重有偿服务”和“注重加强那些能有收益的科室”的推论具科学、合理和现实性 This article starts from the three levels of rural villages and three major functions of health service medicine prevention and analysis, and analyzes and compares the characteristics of health personnel flow in rural areas and the differences between different institutions. As a result, it has been found that the flow of people is attractive to county hospitals, and it means the loss of high-quality talents for epidemic prevention stations and township health centers. In particular, epidemic prevention stations and internal flow of personnel in epidemic prevention stations show high-quality personnel flowing into the high-yield department. The phenomenon reflects the social concept of “lightweight defense.” It has been demonstrated that township hospitals that are weak in the “rehabilitation of medical care” situation and who are weak in the competition will find it difficult to retain the “backbone” talents. It also proves that in the mechanism where the prevention and protection function is difficult to be put in place, the “surcharge-free protection service will increase the operating cost of the organization and lack of incentive mechanisms, and the prevention agency will pay attention to paid services” and “pay attention to strengthening those The reasoning of a profitable department is scientific, reasonable, and realistic.