分析影响社区全科医师激励机制的相关影响因素，意在对基层医疗卫生机构制定薪酬、绩效考核方法、改善工作条件等激励措施提供一定的指导作用。

本研究借鉴人力资源管理的相关激励理论，综合采用问卷调查法、德尔菲专家法及统计分析法（变量的主成分分析、最大旋转方差分析、Person相关分析多元线性回归等），探索影响社区全科医师激励的因素。

本研究结果显示影响社区全科医师激励的五大因素分别为薪酬福利、绩效考评、晋升发展、工作条件和人际关系，其中薪酬福利的激励影响差异最为显著，其次是工作条件和晋升发展。

结合本研究探索而得出影响社区全科医师激励的五大因素，对社区医院针对全科医师的激励设置具有一定的指导作用，建议从以下几个方面改善社区全科医师的激励措施：构建全面薪酬福利体系、改革绩效考评制度、提供充足晋升发展机会、提供良好社区工作条件和营造和谐的人际关系氛围。

To identify the factors affecting the motivation of community general practitioners, in order to provide some guidance to primary health care organizations in developing incentives such as compensation, performance appraisal methods, and improving working conditions.

Based on the incentive theory of human resource management, this study used questionnaire survey, Delphi expert method, and statistical analysis (principal component analysis, maximum rotation analysis of variance, Person correlation analysis, multiple linear regression, etc.) to explore the factors affecting the motivation of community general practitioners.

This study found that the five factors affecting the motivation of community general practitioners were salary and welfare, performance evaluation, promotion and development, working conditions, and interpersonal relationships. Among them, the incentive effect of salary and welfare was the most significant, followed by working conditions and promotion and development.

Five factors affecting the motivation of community general practitioners have been identified in this study. It is believed that our finding will have a guiding role in the incentive setting of community hospitals for general practitioners. It is suggested to improve the incentive measures for community general practitioners from the following aspects: building a comprehensive salary and welfare system, reforming the performance evaluation and evaluation system, providing sufficient promotion and development opportunities, providing good community working conditions, and creating a harmonious interpersonal relationship atmosphere.