徐州市公立医院员工离职倾向及其影响因素

Employees’ Turnover Intention and its Influencing Factors in Public Hospitals of Xuzhou City

目的:探讨公立医院员工离职倾向及其影响因素,为卫生人力资源管理提供参考依据。方法:采用分层抽样方法,随机选取徐州市一级、二级、三级、专科医院各1家,由第三方对当日轮班非值班医生、护士、后勤管理人员和医技人员开展面对面匿名调查,共调查896人。通过单因素分析、多因素logistic回归分析、综合人群归因危险度、对应分析等方法探索员工离职倾向的影响因素。结果:离职倾向发生率为28.7%。logistic回归分析显示员工离职倾向的影响因素有8个,按OR值由高到低依次为:薪资福利与工作量不相符(OR=2.967),专科医院(OR=2.925),护士岗位(OR=2.421),未学到新东西(OR=2.232),不适合目前工作岗位(OR=2.037),科室内分工不合理(OR=1.971),未受到尊重和重视(OR=1.686),各部门配合不好(OR=1.552)。综合人群sPAR%为92.2%,其中岗位类型PARc%为42.1%,医院等级PARc%为37.4%。对应分析显示护士和专科医院离职聚集性较大。结论:公立医院员工有一定比例的离职倾向,以护士群体和专科医院为主;离职倾向受多种因素影响,医院等级和岗位类型影响最大。

Objective: To investigate employee turnover intention and its influencing factors in four public hospitals in Xuzhou, and provide a reference for health human resource management system. Methods: A cross-sectional study was conducted to randomly select one of Xuzhou’s primary, secondary, tertiary and specialized hospitals. A face-to-face anonymous survey of doctors, nurses, logistics managers and medical technicians not on duty was conducted by third party. Single factor analysis, multivariate logistic regression analysis, synthesized population attributable risk and correspondence analysis were used to explore the influencing factors of employee turnover intention. Results: The incidence rate of turnover intention was 28.7%. Logistic regression analysis showed that there were 8 factors affecting employee turnover intention. The order of OR from high to low is: salary and benefits not matching the workload (OR=2.967), social environment: specialized hospital(OR=2.925) and nurse position(OR= 2.421 ), failure to learn new knowledge (OR=2.232), not being suitable for the current job (OR=2.037), unreasonable division of labor between departments (OR=1.971), not being respected and valued (OR=1.686), poor coordination among departments (OR=1.552). The synthesized population attributable risk percentage (sPAR%) was 92.2%, among which the post type risk percentage (PARc%) was 42.1%, and the hospital grade PARc% was 37.4%. Correspondence analysis showed that nurses and specialized hospital had greater turnover aggregation. Conclusion: Public hospital employees have a certain proportion of turnover intention, which is attributed to many factors, and the hospital level and post type have the biggest influence.