广东省18家医院急诊科医护人员离职意愿及其影响因素调查

Study on the turnover intention of medical staff and its influence factors in emergency department in 18 hospitals of Guangdong

目的了解广东省部分医院急诊科医护人员离职意愿现状及其影响因素,为医院的人事管理工作提供参考依据。方法按方便抽样方式抽取广东省18家医院415名急诊科的医护人员进行问卷调查,共收回有效问卷408份。采用明尼苏达工作满意度问卷的短式量表以及自行设计的用于评估离职意愿、工作压力和心理状况的调查问卷。结果有离职意愿的为93人(22.79%);三甲医院急诊科医护人员的离职意愿明显低于二甲及以下医院(2=15.56,P=0.00)。logistic回归分析结果表明地区因素以及工作压力大和心理症状多是离职意愿的危险因素,工作满意度高是保护因素。结论广东省18家医院急诊科22.79%的医护人员不愿意继续在急诊科工作。应采取措施提高工作满意度、降低工作压力和增强心理健康,降低急诊科人员的离职意愿率。

Objective To investigate the turnover intention and its influence factors in the staff of emergency department,and to provide guides for the hospital personnel management work.Methods Convenience sampling was used to investigate 415 medical staff in emergency departments from 18 hospitals in Guangdong province.We adopted the short scale of MSQ and a self-designed questionnaire which was used to estimate the turnover intention,work pressure and psychological situation.Results The medical staff who had the turnover intention accounted for 22.79%（93 people）.The turnover intention of medical staff in emergency department from Grade 3 A hospital was lower than that from Grade 2 A and Grade 1 A hospital（2=15.56,P=0.00）.Logistic regression showed that region factors,high work pressure and many psychological symptoms were risk factors for the turnover intention,while high job satisfaction was protective factor for it.Conclusion More than a fifth of the medical staff want to discontinue their work in the emergency department.The key to reduce the turnover intention is to take measures on the following 3 aspects： to improve job satisfaction,to decrease work pressure and to strengthen mental health.