Status quo and countermeasures of job mobility among clinical research coordinator/clinical research associate in Chongqing

CAO Liya; CHEN Yongchuan; GUO Wei; XIE Linli

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Status quo and countermeasures of job mobility among clinical research coordinator/clinical research associate in Chongqing

更新时间：2022-06-21

- Status quo and countermeasures of job mobility among clinical research coordinator/clinical research associate in Chongqing
- China Pharmacy Vol. 33, Issue 3, (2022)
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- Published：2022，
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CAO Liya, CHEN Yongchuan, GUO Wei, et al. Status quo and countermeasures of job mobility among clinical research coordinator/clinical research associate in Chongqing. [J]. China Pharmacy 33(3).(2022)
DOI：

CAO Liya, CHEN Yongchuan, GUO Wei, et al. Status quo and countermeasures of job mobility among clinical research coordinator/clinical research associate in Chongqing. [J]. China Pharmacy 33(3).(2022) DOI：

摘要

目的了解重庆市临床研究协调员（CRC）、临床监查员（CRA）的工作流动性现状，探讨提高CRC、CRA工作稳定性的可行方法。方法以问卷形式对重庆市22家药物临床试验机构的200名CRC和CRA进行工作流动性情况调查，内容涉及人员基本情况、工作流动性情况、流动原因等方面。结果与结论回收有效问卷178份，有效回收率89.00％，其中CRC问卷回收110份，CRA问卷回收68份。被调查的CRC和CRA中，主要为20～30岁的年轻人，分别占各职业人群的87.27％、82.35％；CRA学历水平整体略高于CRC；所学专业和既往工作经历主要以医药相关为主，其他非医药相关职业转行从事CRC的比例高于CRA。CRC工作年限在3年以内的占88.18％，其中具有1～＜3年的工作经验后，既往工作单位数量在2个及以上的占50.00％；CRA工作年限在3年以内的占64.70％，其中具有1～＜3年的工作经验后，既往工作单位数量在2个及以上的占70.37％。CRC平均每人经手临床试验项目5.38项，完成1.22项；CRA平均每人经手7.47项，完成2.04项。CRC和CRA跳槽或离职的主要原因包括薪资低于期望、晋升机会少、工作量太大，分别占各职业人群的83.64％/80.88％、45.45％/39.71％、31.82％/26.47％。作为临床试验中的重要组成部分，CRC、CRA工作流动性较大。建议建立统一的行业标准，规范CRC、CRA的管理权责，同时优化CRC、CRA的工作模式，提高职业认同感和归属感，从而提高相关从业人员的工作稳定性。

Abstract

OBJECTIVE To investigate the job mo bility of cl inical research coordinators （CRCs） and clinical research associates（CRAs）in Chongqing ，and to explore the feasible methods to improve the job stability of CRCs and CRAs. METHODS Questionnaire survey was conducted to investigate the job mobility of 200 CRCs and CRAs working in 22 drug clinical trial institutions of Chongqing. The contents included basic information ，job mobility ，and reasons for mobility. RESULTS & CONCLUSIONS Totally 178 valid questionnaires were recovered ，with an efficient recovery rate of 89.00％，of which 110 were recovered from CRCs and 68 were recovered from CRAs. Among the surveyed CRCs and CRAs ，the age distribution was mainly 20-30 years old ，accounting for 87.27％ and 82.35％ of the respective population respectively. The overall educational degree of CRAs were slightly higher than those of CRCs. The majors and previous work experience were mainly related to medicine ；the proportion of other non-medicine-related professions who switched to CRCs was higher than that of CRAs. Totally 88.18％ had CRC working experience within 3 years；after having 1-＜3 years of work experience ，50.00％ had worked in 2 or more work units. Totally 64.70％ had CRA working experience within 3 years；after having 1-＜3 years of work experience ，70.37％ had worked in 2 or more work units. CRCs handled 5.38 items of clinical trials and completed 1.22 items on average ；CRAs handled 7.47 items and completes 2.04 items on average. Main reasons of CRCs and CRAs for job-hopping included low salary below expectations，few promotion opportunities ，and too much workload ，accounting for 83.64％/80.88％，45.45％/39.71％，31.82％/ 26.47％，respectively. As an important part of clinical trials ，CRCs and CRAs had high job mobility. It is suggested to establish a unified industry standard ，standardize the management rights and responsibilities of CRCs and CRAs ，optimize the working mode of CRCs and CRAs ，and improve professional identity and sense of belonging ，so as to improve the job stability of relevant

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临床研究协调员临床监查员工作流动性临床试验

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