厦门市某三级儿童专科医院职工离职原因及策略研究

Research on the Reasons and Strategies of Staff Turnover in a Tertiary Children’s Hospital in Xiamen

目的:描述近7年厦门市某三级儿童专科医院职工离职状况,并进行原因分析,为制定减少医院人才流失的相关策略提供参考。方法:采用百分比描述2015-2021年该院每年职工离职率,采用χ^(2)检验和校正χ^(2)检验对离职员工的籍贯、年龄、岗位类别、学历和编制情况进行组间比较;结合ERG理论采用半结构化访谈进一步探讨影响医院职工离职的因素。结果:2015年-2021年该院离职率分别为3.99%、2.10%、3.16%、3.05%、2.56%、3.57%、2.07%;离职职工中以省外、女性、初级职称、本科及以上学历、无编制的人员为主;籍贯、职称是医院职工离职的主要影响因素。访谈结果显示,员工离职原因中成长需求占主导,关系需求次要,生存需求是基础,其中寻求更高发展平台、薪酬待遇低、返乡工作是离职主要原因。结论:医院管理者应针对职工离职原因,及时制定相应干预措施以降低离职率,维持医院职工群体的稳定性。

Objective:To describe the resignation status of employees in a tertiary children’s Hospital in Xiamen in recent 7 years,and analyze the causes,so as to provide reference for formulating relevant strategies to reduce the brain drain of the hospital.Methods:The percentage was used to describe the annual turnover rate of employees in the hospital from 2015 to 2021.The native place,age,job category,educational background and staffing of resigned employees were compared between groups by C2 test and corrected C2 test;Combined with ERG theory,semi-structured interviews were used to further explore the factors affecting hospital staff turnover.Results:The turnover rates of the hospital from 2015 to 2021 were 3.99%,2.10%,3.16%,3.05%,2.56%,3.57%and 2.07%respectively;The resigned employees are mainly those outside the province,female,with primary professional titles,bachelor degree or above and without staffing;Native place and professional title are the main influencing factors of hospital staff turnover.The interview results show that the growth demand is dominant,the relationship demand is secondary,and the survival demand is the basis.Among them,seeking a higher development platform,low salary and return to work are the main reasons for resignation.Conclusion:Hospital managers should formulate corresponding intervention measures in time according to the reasons for staff turnover,so as to reduce the turnover rate and maintain the stability of hospital staff.