General practitioners (GPs) are the"gatekeepers"of residents' health. In China, Up to 2021, 84.4% of GPs account for 22.7% of the total primary physicians. The quantity and quality of the GP workforce are related to the level of primary care services. In recent years, the central government and governments at all levels have attached great importance to the construction of the GP workforce and successively introduced many supportive policies. However, the number of GPs in China currently only accounts for 10.1% of practicing (assistant) physicians, and the lack of position attractiveness of GPs has become the main reason restricting the development and growth of the GP workforce. Based on the talent itself, this paper constructs a talent development mechanism-oriented model of "primary general practitioner-position attractiveness" to deeply analyze the dilemmas of GPs in seven aspects of education, recruitment, application, motivation, evaluation, development and support, explore countermeasures to solve the problems, in order to provide a scientific basis for enhancing the position attractiveness of GPs, stabilizing the talent team of GPs, and improving the quality and level of primary care services.

全科医生是患者健康的"守门人"。截至2021年，我国84.4%的全科医生在基层工作，全科医生占到基层医生数量的22.7%，全科医生队伍的数量与质量关系着基层医疗卫生服务的水平。近年来中央和各级政府高度重视全科医生队伍建设工作，并相继出台了许多支持政策，然而当下我国全科医生数量仅占全国执业（助理）医师的10.1%，全科医生岗位吸引力不足已成为制约全科医生队伍发展壮大的主要原因。本文立足人才本身，构建了以人才发展机制为导向的"基层全科医生—岗位吸引力"模型，以深度剖析基层全科医生在认识、教育、招聘、使用、激励、评价、发展、支持8个方面存在的困境，探讨解决对策，以期为提升基层全科医生岗位吸引力，稳定全科医生人才队伍，提高基层医疗服务质量提供依据。