Analysis of the current status and learning incentive needs for military continuing education

Qiu Xueping; Zou Zui; Lu Juan

doi:10.3760/cma.j.cn116021-20250929-02290

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Analysis of the current status and learning incentive needs for military continuing education

Investigation Research | 更新时间：2026-07-27

- Analysis of the current status and learning incentive needs for military continuing education
- Chinese Journal of Medical Education Research Vol. 25, Issue 7, Pages: 814-822(2026)
- 作者机构：
  
  1.海军军医大学职业教育中心，上海 200433
  2.海军军医大学麻醉系，上海 200433
- 作者简介：
  
  Lu Juan, Email: lujuan506@sina.com
- 基金信息：
  
  2025 Key Project of Military Disciplinary Planning for National Defense and Military Education(JYKY-C2025020);2025 High-Level Teaching Achievement Cultivation and Support Project of Naval Medical University(JPY2025B01);2024 Teaching Research and Reform Project of Naval Medical University(JYG2024B18);Social Science Cultivation Fund of Naval Medical University in 2022(2022SK003)
- DOI：10.3760/cma.j.cn116021-20250929-02290
  CLC： R-0;R-4
- Received：29 September 2025，
  
  Online First：27 July 2026，
  
  Published：20 July 2026
- 稿件说明：
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仇雪萍, 邹最, 鲁娟. 军事职业教育学习激励现状及需求分析[J]. 中华医学教育探索杂志, 2026, 25(7): 814-822.

Qiu Xueping, Zou Zui, Lu Juan. Analysis of the current status and learning incentive needs for military continuing education[J]. Chinese Journal of Medical Education Research, 2026, 25(7): 814-822.
仇雪萍, 邹最, 鲁娟. 军事职业教育学习激励现状及需求分析[J]. 中华医学教育探索杂志, 2026, 25(7): 814-822. DOI： 10.3760/cma.j.cn116021-20250929-02290.

Qiu Xueping, Zou Zui, Lu Juan. Analysis of the current status and learning incentive needs for military continuing education[J]. Chinese Journal of Medical Education Research, 2026, 25(7): 814-822. DOI： 10.3760/cma.j.cn116021-20250929-02290.

摘要

目的

分析海军部队军事职业教育学习激励现状及官兵激励需求，为优化军事职业教育管理、构建精准激励体系提供实证依据。

方法

以海军官兵为研究对象，聚焦军事职业教育核心形式——岗位能力提升学习，通过问卷调查探究其与年度考核任用相挂钩落实情况及官兵激励需求，有效回收问卷14 318份。

结果

总体86.12%的官兵反馈岗位能力提升

学习与年度考核任用有关联，13.88%反馈无关联，不同身份、细分身份、文化程度、单位类别官兵的看法均有统计学差异（

https://html.publish.founderss.cn/rc-pub/api/common/picture?pictureId=114024739&type=

https://html.publish.founderss.cn/rc-pub/api/common/picture?pictureId=114024766&type=

3.04800010

3.13266683

=205.46，238.57，193.83，255.51；均

0.01），其中科研机构、高学历群体、文职人员无关联感知比例较高。激励需求中，“加强表彰奖励”占比最高（55.13%），其次为“挂钩任职资格”（43.94%）和“挂钩人员综合评价”（42.95%），不同群体需求存在显著差异。

结论

海军军事职业教育挂钩机制已初步落实，但存在群体差异明显、执行不均衡问题；官兵激励需求聚焦荣誉激励与职业发展关联，呈现鲜明个性化特征。需立足群体差异制定差异化策略，强化学习成果与考核任用的刚性衔接，构建多元激励体系，提升激励精准性与效能，激发官兵学习主动性，推动军事职业教育高质量发展。

Abstract

Objective

To analyze the current status of learning incentives in military continuing education in the naval forces and the incentive needs of officers and soldiers

and provide empirical evidence for optimizing the management of military continuing education and constructing a targeted incentive system.

Methods

Taking naval officers and soldiers as the research objects

and focusing on post competence improvement learning

which is the core form of military continuing education

a questionnaire survey was conducted to explore the implementation of the linkage between post competence improvement learning and annual assessment/appointment

as well as the incentive needs of officers and soldiers. A total of 14318 valid questionnaires were collected.

Results

Overall

86.12% of the officers and soldiers reported that post competence improvement learning was linked to annua

l assessment and appointment

while 13.88% reported no such link. Significant differences in perceptions were observed among officers and soldiers with different identities

sub-identities

educational levels

and unit types (

=205.46

238.57

193.83

and 255.509;

0.01)

with higher proportions reporting no linkage among personnel in scientific research institutions

highly educated groups

and civilian staff. Among the incentive needs

"strengthening recognition and rewards" accounted for the highest proportion (55.13%)

followed by "linking to qualification for office" (43.94%) and "linking to comprehensive personnel evaluation" (42.95%). Significant differences in needs were observed among groups.

Conclusions

The linkage mechanism between post competence improvement learning in naval military continuing education and annual assessment and appointment has been initially implemented

but there are issues such as significant group differences and unbalanced implementation. The incentive needs of officers and soldiers are concentrated on honor incentives and links to career development

showing personalized characteristics. It is necessary to formulate differentiated strategies based on group differences

strengthen the rigid connection between learning outcomes and assessment/appointment

construct a diversified incentive system

enhance the accuracy and effectiveness of incentives

stimulate the learning initiative of officers and soldiers

and promote the high-quality development of military continuing education.

关键词

Keywords

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