我院工作人员离职倾向现状与对策

The status of resignation in medical staff in our hospital and its countermeasures

目的了解公立医院人员流失的原因和影响因素，为医院管理者进行人员管理提供建议。方法采用通用量表对广州市某三甲医院300名在职人员离职倾向情况进行问卷调查。结果不同的工作岗位和用工形式的员工在离职倾向的感知水平上存在显著差异。护理人员和编制外员工具有较高的离职倾向。结论公立医院在人才的供需市场中长期处于优势地位，长久以来对于人员流失问题的重视不足。此外，现阶段医院人员管理仍处于人事管理阶段，人才管理方面仍缺少人性化，如对于离职员工较少采取离职访谈等人力资源管理方法，即便实施了离职访谈，对于发现的问题也较少及时更正。公立医院应注重对人员流失问题的研究，进一步完善医院人才激励体系，促进公立医院人才管理的合理发展。

Objective To comprehend the causes and influencing factors of resignation in medical staff in public hospitals, and to provide advice for personnel management. Methods A questionnaire survey on resignation tendency was conducted in 300 medical staff with the General Scale. Results Awareness level of inclination of resignation significantly differed in the staff with different types of positions.Nursing staff and informal staff had higher inclination of resignation. Conclusions Public hospitals were in an advantage position in a supply and demand market for medical staff and ignored the problems of resignation for a long time. In addition, presently hospital personnel management was still in the stage of personnel management, which lacked humanity, including lack of interviews with the resigned employees and lack of strategies for dealing with the problems after interviews. Public hospital should pay great attention to the problems of staff resignation, further improve hospital personnel incentive system, and accelerate the rational development of personnel management.