民营二级专科医院护士离职意愿现状调查及影响因素分析

Investigation on nurses’ turnover intention in private secondary specialized hospitals and its influencing factors

目的调查民营二级专科医院护士的离职意愿,分析民营医院护士离职的影响因素。方法采用Michael和Spector编制的离职意愿量表对某市4家二级民营专科医院236名护士进行问卷调查,以离职意愿为因变量,不同人口学特征单因素分析中有统计学意义的项目为自变量进行多元线性回归分析。结果离职意愿总均分为(15.13±3.59)分,指标值为74.2;工龄<2~5年、年龄20~29岁、初级职称者离职意愿较高。结论民营专科医院护士离职意愿强烈,医院管理部门需建立完善的薪酬制度和完善的人才培养激励机制,充分调动护士的积极性,以促进民营专科医院护理队伍的稳定发展,为提升民营专科医院专科护理质量提供人才保障。

Objective To investigate the status of turnover intention of nurses in private hospitals and to analyze the factors influencing the reasons for turnover. Methods A questionnaire survey on the turnover intention of Michael and Spector was used in a questionnaire survey of 236 nurses in 4 two level private hospitals in a city;turnover intention as the dependent variable, there was statistical significance of different demographic characteristics in univariate analysis for multiple variables of the regression line project. Results The total score of turnover intention was 15.13±3.59, and the index value was 74.2. Nurses with a service age of less than 2~5 years, 20~29 years of age, junior titles and non managers had higher turnover intention. Conclusion The turnover intention of nurses in private hospitals is strong. The hospital management departments need to establish a perfect salary system and improve the incentive mechanism of talent training, implement the income distribution mechanism of multi labor, fully mobilize the enthusiasm of nurses, so as to ensure the stable development of the nursing team.