北京市某综合医院合同制护士离职分析及对策建议

Analysis on the Turnover of Contract Nurses in a General Hospital in Beijing and Countermeasures

目的分析2008—2015年离职合同制护士信息,为合理规划护理资源、制定稳定护士队伍政策提供参考论据。方法收集某医院2008—2015年离职护理人员信息,分析其性别、年龄、工作年限、学历、职称等相关信息。结果合同制离职护士平均工作时间3.05±2.12年,离职率显著高于编制护士;中专学历的离职率低于大专和本科的离职率;离职合同制护士以初级职称为主,53.19%的职称是护师;外科系统合同制护士离职率最高;城区和外地护士离职率高于远郊。结论护理队伍离职率高影响医疗质量,不利于医院护理队伍稳定性;合同制护士压力大、待遇低、职业发展难,是合同制护士离职率高的主要原因之一;医院应加强研究制定应对预案,以保证医疗水平和质量。

Objectvies By analyzing the data regarding the turnover of contract nurses between 2008 and 2015,to allocate nursing resources reasonably and to provide reference for policy-making for stabilizing nursing team.Methods The data regarding the turnover of contract nurses between 2008 and 2015 in a hospital was collected for analysis of information about their gender,age,service years,education background,and technical title and so on.Results The average service years for contract nurses who resigned were 3.05＆#177;2.12,with a significant higher turnover rate than formal nurses.The turnover rate for nurses with a secondary vocational school degree was lower than that of nurses with a collage or bachelor degree.Most of the resigned contract nurses had a primary technical title,with 53.19% of them being primary nurses.The turnover rate was the highest among nurses from surgery departments.Nurses from the urban area and the nonlocals had a higher turnover rate than those from the outskirts area.Conclusions The high turnover rate of nurses can affect medical service quality and goes against the stability of nurses.Contract nurses faces great pressure,low salary and a difficult career path,which was one of the reason for the high turnover rate.The hospital should work on countermeasures to ensure medical service quality.