护士离职原因及对策分析
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摘要
目的分析医院入职3年以上护士离职原因及再就业情况,探讨降低离职率、稳定护理队伍的对策。方法设计离职护士问卷调查表,通过对问卷调查和访谈的方式,选取2016年1月—2018年6月医院85名离职护理人员进行调查。结果离职原因中前3位的是跳槽谋求发展(50.59%)、照顾子女和老人(12.94%)、结婚生育(9.41%)。护理人员离职后再就业打算前3位的是返回原籍就业(40.00%)、跳槽到省内同级医院谋求发展(20.00%)、照顾家庭(20.00%)。结论医院管理层应关心医院入职3年以上护士的工作和生活状态,完善优化护理绩效分配制度,提高招聘质量,为合同护士提供更多学习、培训、进修机会,降低护理人员离职率,稳定护理队伍。
Objective To investigate the potential reasons of resignation in registered nurses with more than 3 years' working experience, and to provide countermeasures to reduce resignation rates of nurses and stabilize the nursing team. Methods Totally 85 nurses with more than 3 years' working experience who had resigned from hospital between January 2016 and June 2018 were included in this study. The questionnaire-based investigation and face-to-face interview were conducted to nurses. Results The top three reasons of resignation were job-hopping for further development(50.59%), eldercare and childcare(12.94%), marriage and parenthood(9.41%). In terms of re-employment intention of nurses, 34(40.00%) nurses intended to work in their hometown, 17(20.00%) nurses intended to switch to another hospital in the province, and 17(20.00%) nurses intended to stay at home. Conclusion More attention should be paid to registered nurses with more than 3 years' working experience in the hospital. Hospital managers should take measures to improve the performance appraisal system of nursing, improve quality of employment, provide more opportunities of training, practice and advanced studies for nurses, in order to reduce resignation rates of nurses and stabilize the nursing team.
Objective To investigate the potential reasons of resignation in registered nurses with more than 3 years' working experience, and to provide countermeasures to reduce resignation rates of nurses and stabilize the nursing team. Methods Totally 85 nurses with more than 3 years' working experience who had resigned from hospital between January 2016 and June 2018 were included in this study. The questionnaire-based investigation and face-to-face interview were conducted to nurses. Results The top three reasons of resignation were job-hopping for further development(50.59%), eldercare and childcare(12.94%), marriage and parenthood(9.41%). In terms of re-employment intention of nurses, 34(40.00%) nurses intended to work in their hometown, 17(20.00%) nurses intended to switch to another hospital in the province, and 17(20.00%) nurses intended to stay at home. Conclusion More attention should be paid to registered nurses with more than 3 years' working experience in the hospital. Hospital managers should take measures to improve the performance appraisal system of nursing, improve quality of employment, provide more opportunities of training, practice and advanced studies for nurses, in order to reduce resignation rates of nurses and stabilize the nursing team.
引文
[1] 许莹.我国医院护理人力资源流失现状研究[J].中国护理管理,2011,11(9):29-32.
[2] SONG P,JIN C,TANG W.New medical education reform in China:Towards healthy China 2030[J].Biosci Trends,2017,11(4):366-369.
[3] 曹晶,史妍萍,陈亚丹,等.北京市某三级综合医院护士离职原因及再就业意向调查[J].中华护理杂志,2013,48(7):44-46.
[4] WANG G S.Resignation of Nurses in China[J].Iran J Public Health,2014,43(1):123.
[5] 刘晶,刘红.合同制护士付出-获得不平衡与离职意愿的相关研究[J].护理管理杂志,2012,12(1):7-9.
[6] DEPPOLITI D.Exploring how new registered nurses construct professional identity in hospital settings[J].J Contin Educ Nurs,2008,39(6):255-262.
[7] 方颖,王琳,张敏.护士离职意愿与其社会支持的相关性[J].解放军护理杂志,2013,30(4):20-22.
[8] 冯怡,丁钰,孙理.团体游戏活动在护士团队化建设中的效果[J].中华医院管理杂志,2007,23(10):710-711.
[9] 李筑慧,李艳静.合同制护士工作心理压力源分析与管理对策[J].贵阳中医学院学报,2010,32(6):111-112.
[10] LASCHINGER H K,WONG C,REGAN S,et al.Workplace incivility and new graduate nurses' mental health:the protective role of resiliency[J].J Nurs Adm,2013,43(7-8):415-421.
[11] 高骥,刘圁圁,林碧芳.组织支持感在护士边界弹性能力和工作家庭平衡间的调节作用[J].中华护理教育,2016,13(8):587-591.
[12] 凌琳,胡世俊.某三甲医院聘用护士离职原因分析[J].解放军医院管理杂志,2016,23(7):677-678.
[13] 李钊杨,周伟娇,刘聪颖,等.北京市三级甲等医院护士离职意愿及与组织环境关系的研究[J].护理学杂志,2018,33(1):46-49.
[2] SONG P,JIN C,TANG W.New medical education reform in China:Towards healthy China 2030[J].Biosci Trends,2017,11(4):366-369.
[3] 曹晶,史妍萍,陈亚丹,等.北京市某三级综合医院护士离职原因及再就业意向调查[J].中华护理杂志,2013,48(7):44-46.
[4] WANG G S.Resignation of Nurses in China[J].Iran J Public Health,2014,43(1):123.
[5] 刘晶,刘红.合同制护士付出-获得不平衡与离职意愿的相关研究[J].护理管理杂志,2012,12(1):7-9.
[6] DEPPOLITI D.Exploring how new registered nurses construct professional identity in hospital settings[J].J Contin Educ Nurs,2008,39(6):255-262.
[7] 方颖,王琳,张敏.护士离职意愿与其社会支持的相关性[J].解放军护理杂志,2013,30(4):20-22.
[8] 冯怡,丁钰,孙理.团体游戏活动在护士团队化建设中的效果[J].中华医院管理杂志,2007,23(10):710-711.
[9] 李筑慧,李艳静.合同制护士工作心理压力源分析与管理对策[J].贵阳中医学院学报,2010,32(6):111-112.
[10] LASCHINGER H K,WONG C,REGAN S,et al.Workplace incivility and new graduate nurses' mental health:the protective role of resiliency[J].J Nurs Adm,2013,43(7-8):415-421.
[11] 高骥,刘圁圁,林碧芳.组织支持感在护士边界弹性能力和工作家庭平衡间的调节作用[J].中华护理教育,2016,13(8):587-591.
[12] 凌琳,胡世俊.某三甲医院聘用护士离职原因分析[J].解放军医院管理杂志,2016,23(7):677-678.
[13] 李钊杨,周伟娇,刘聪颖,等.北京市三级甲等医院护士离职意愿及与组织环境关系的研究[J].护理学杂志,2018,33(1):46-49.