基层医院护理人员教育情况及工作现状的调查分析

Investigation and analysis of the nursing staff education and work status in primary hospital

目的：深入了解基层医院护理人员教育及工作情况，为我国基层医疗护理人才培养、医疗改革提供参考。方法采用随机抽样调查选取5所二级甲等及以下基层医院护理人员520人，对其职称、教育情况、待遇、工作满意度、编制等方面进行问卷调查。结果基层医院护理人员起始学历：起始学历本科初级职称占（36.23±9.42）%，而中、高级职称护理人员起始学历为本科分别占（12.43±2.68）%、（3.57±2.38）%，组间比较差异有统计学意义，P＜0.05；通过再教育后获得初级职称护理人员本科及以上学历占（84.78±34.13）%，中级职称为（60.73±17.94）%，高级职称达到100.00%，组间比较差异有统计学意义，P＜0.05；其中（63.77±19.20）%的初级职称护理人员通过继续教育提高学历，中级职称占（72.32±20.62）%，而高级职称占（96.43±37.50）%；护理人员月工资收入初级为（1082±258）元，中级（1633±426）元，高级（2864±587）元，组间比较差异有统计学意义，P＜0.05；编制初级职称为（18.84±3.27）%，中级（56.50±6.58）%，高级（85.71±17.63）%，组间比较差异有统计学意义，P＜0.05；人员流动率初级职称护理人员为（25.36±7.54）%，中级职称为（-6.50±2.14）%，高级职称为（-3.57±1.53）%，组间比较差异有统计学意义，P＜0.05；工作满意度调查显示，初级职称为（26.09±6.32）%，中级（37.85±5.16）%，高级（57.14±8.49）%，组间比较差异有统计学意义，P＜0.05。结论基层医院护理人员起始学历层次普遍不高，经再教育后达到较高学历；工作满意度不高，初级职称人员编制较少，流失严重。在医改形势下，护理人员教育水平、护理质量普遍提高的同时，提高护理人员的待遇，对于我国基层护理事业的发展不容忽视。

Objective To deeply understand the nursing staff education and work status in primary hospital,provide reference for training,health care reform of grassroots in China. Methods A total of 520 nursing in five level two-grade of primary hospital were selected. A questionnaire survey was conducted on the title,education,treatment,job satisfaction,nursing training,editing. Results Primary hospital nursing staff starting education:starting education undergraduate and junior titles accounted for (36.23±9.42)%, intermediate title for (12.43±2.68)%, (3.57±2.38)%, senior titles between group differences statistically significant, P<0.05. Through continuing education after junior titles nursing bachelor degree or above accounted for (84.78±34.13)%, intermediate title to reach (60.73±17.94)%, senior titles to reach 100.00%,the differences were significant, P<0.05; (63.77±19.20)%of junior titles through continuing nursing education degrees, intermediate titles accounted for (72.32±20.62)%, and senior titles accounted for (96.43±37.50)%. Nursing staff salary: junior titles accounted for (1 082 ±258) yuan,intermediate and senior titles advanced to&nbsp;(1 633±426) yuan and (2 864±587) yuan,the differences were significant, P<0.05. Editing: junior titles accounted for (18.84±3.27)%, intermediate title for (56.50±6.58)%, senior titles for (85.71±17.63)%, the differences were significant, P<0.05. Turnover rate:junior titles accounted for (25.36±7.54)%, intermediate title for (-6.50±2.14)%, senior titles for (-3.57±1.53)%, the differences were significant, P<0.05. Job satisfaction survey:junior titles accounted for (26.09±6.32)%, intermediate title for (37.85±5.16)%, senior titles for (57.14±8.49)%,the differences were significant, P<0.05. Conclusions Primary hospital nursing staff starting education level is generally not high, after re-education to achieve higher degree. Job satisfaction is not high, staffing, erosion is serious. Off in the form of health care, nursing education level, the gener-al improvement in quality of care at the same time,improve the economic benefits of the nursing for the development of career of our country basic care not allow to ignore.