民营医院雇佣关系模式与员工离职倾向研究

A research on employment relationship and employee turnover intention in private hospitals based on employability

随着医疗卫生事业改革的深入推进,民营医院的发展遇到了机遇与挑战。医务人员离职率高、流动性较大,“缺人”成为民营医院持续发展的瓶颈。因此,怎样吸引、留住、盘活人才,是民营医院经营管理者迫切需要解决的医院管理问题。研究从员工可雇佣性的视角,着眼民营医院雇佣关系与离职倾向的内容,以10家民营医院的医护人员为样本,研究雇佣关系模式对医护人员离职倾向的影响,以及可雇佣性在雇佣关系对离职倾向的影响中的作用。研究显示,雇佣关系的贡献维度和期望维度对离职倾向存在负向影响,内部可雇佣性负向影响员工的离职倾向,外部可雇佣性正向影响员工的离职倾向,内部可雇佣性在雇佣关系与离职倾向的关系之间起到中介作用。建议民营医院建立基于可雇佣性为核心的人力资源管理系统,构建相互投入的雇佣关系管理模式。

With further promotion of medical and health services reform,the development of private hospitals has faced with opportunities and challenges.The high turnover rate of medical staff,relatively high flowability and the shortage of talents have been the bottleneck for the sustainable development of private hospitals.Therefore,how to attract,retain and vitalize talents is an urgent hospital management problem that private hospital managers need to solve.By focusing on the employment relationship and turnover intention in private hospitals and taking the medical staff of 10 private hospitals as samples,this paper tries to research the influence of employment relationship model to medical staff’s turnover intention from the perspective of employee employability and discuss the role of employability in the influence of employment relationship to medical staff’s turnover intention.The research shows that the contribution dimension and expectation dimension of employment relationship have a negative influence on turnover intention,and the internal employability has a negative effect on the turnover intention of employee,while the external employability has a positive effect on turnover intention.Moreover,the internal employability has played a mediating role in the relation between employment relationship and turnover intention.It is suggested that private hospitals should establish a human resource management system with the core of employability,and set up an employment relationship management model with mutual input.