广东省三级医院护士离职情况调查

The turnover status of nurses in tertiary hospitals of Guangdong province

目的 :调查广东省三级医院护士离职情况,为加强护理人力资源管理,保障护理工作质量提供依据。方法:对全省110家三级医院进行问卷调查。结果:广东省三级医院2011-2014年护士离职率分别为6.66%、7.25%、6.72%、5.54%;有7.7%的三级医院离职率超过10%,最高达46.25%;2014年护龄≤5年者占离职护士总数的68.5%;学历为大专及以下者占离职护士总数的68.2%;护士离职以本人辞职为主,占88.5%;护士院内调离护士岗位占2.7%;护士离职原因多元化,家庭因素、薪酬因素和返乡就业为主要辞职原因。结论 :实施护士岗位管理前,护士离职率逐年上升,实施岗位管理后,离职率有下降的趋势;应重视改善护理执业环境,加强护士岗位管理,注重对护士的人文关怀,完善人力资源管理机制,促进护理队伍稳定发展。

Objective： To investigate the turnover status of nurses in tertiary hospitals of Guangdong province, to strengthen the management of nursing human resources, and to guarantee the quality of nursing work. Methods： A questionnaire survey was carried out in 110 tertiary hospitals in Guangdong province using cluster sampling method. Results： The turnover rates from 2011 to 2014 were 6.66%, 7.25%, 6.72%, 5.54%, respectively. More than 7.7% of the hospitals had turnover rates higher than 10% with the highest rate 46.25%. Nurses with less than 5 working-years accounted for 68.2% of the total turnover rate. About 88.5% of the turnover nurses were voluntary turnover and 2.7% of the turnover nurses were transferred to other positions. The causes of nurses＇ turnover were diversified, and the family factors, compensation factors and returning to homeland were the main factors of resignation. Conclusion： Before the implementation of nurse post management, the turnover rate of nurses increased year by year while the turnover rate of nurses has a downward trend after the implementation of post management. It is necessary to attach importance to improving the environment of nursing practice, to strengthening the management of nursing positions, to focusing on the humanistic care of nurses, to improving human resource management mechanism, and to promoting the steady development of nursing staff.