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护理人员流失原因分析与对策 总被引:7,自引:0,他引:7
人员流失是造成护理人力资源不足的重要因素之一,其主要原因有护理职业的高风险性、高负荷性及护理角色高期待性所导致的职业倦怠。其次,“职业高原”因素、家庭因素、新形势下就业观念及社会对护理工作的价值认可度均影响护理人员对职业的信念。因此,应建立良好、有序的医疗护理环境,进一步提高临床一线护理人员的薪酬和待遇,提高其社会地位;贮备与合理配置护理人员,并鼓励其通过多形式、多渠道、分层次学习,进一步拓宽个人的发展空间;建立竞争激励机制,为护理骨干提供发展平台;重视护理人员的心理需求,营造良好的心理环境,提高职业满意度,降低流失率。 相似文献
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护士主动离职原因分析 总被引:2,自引:0,他引:2
目的:探寻护士离职的深层次原因,为护理管理者有针对性地采取措施提供依据,促进护理队伍建设与发展。方法:采用内容分析法对某三级甲等医院主动离职的9名护士进行半结构式访谈后的资料进行分析。结果:离职原因归纳为7点,依次为工作压力大、专业发展空间局限、管理欠人性化、生活质量差、环境政策方面、收入偏低且分配欠公开透明、工作中人际关系。结论:护理管理者应转变观念,采用人性化管理手段,激发在职护士的潜能,以稳定护理队伍,提高护理质量。 相似文献
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niitsuma m., katsuki t., sakuma y. & sato c. (2012) Journal of Nursing Management 20, 659–667 The relationship between social skills and early resignation in Japanese novice nurses Aim The aim of this study was to reveal the relationship between social skills and early resignation in Japanese novice nurses. Background The early resignation of novice nurses has become increasingly prevalent in recent years. This study was conducted to investigate the relationship between the personal sociality of novice nurses and their early resignation. Methods We surveyed 272 nurses with 1–3 years of experience. Instances of early resignation were studied by using a questionnaire, and their social skills were measured using Kikuchi’s Scale of Social Skills:18 items (KiSS-18), a tool developed by Kikuchi to estimate sociality. Results Nurses with low sociality were more likely to resign than those with higher sociality. The lack of advanced social skills was closely associated with a higher likelihood of early resignation. Conclusion The presence of advanced social skills appeared to potentially prevent resignation among novice nurses. Further investigation is needed to determine the causal relationship between sociality and early resignation. Implications for nursing management Social skills training for novice nurses may be of benefit in preventing early resignation. 相似文献
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NING Ning CHEN Hai-xia ZHAO Xiao-yan 《现代护理》2007,13(4):885-887
At present , it is an ordinary existing problem in thewhole world that nursing staff runs off . Nursing staff’s lossphenomenonis very severe in our country ,the number of lossincreases year by year ,theloss channel is increasing constant-ly ,the loss means is varied[1]. This kind of phenomenon ismore outstanding among the contract system nurses . Howtoattract and keep a nursing staff , play their enthusiasm andcreativity better has already become an i mportant problemthat a hospital administr… 相似文献
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目的 基于工作嵌入理论,探讨“80后”医务人员的离职管理,降低离职率.方法 提出假设,采用问卷调查和SPSS软件分析验证离职倾向与工作嵌入的相关性.结果 工作嵌入与离职倾向呈显著负相关;工作内嵌入的负相关性程度大于工作外嵌入;组织匹配、组织牺牲、社区联结与离职倾向呈显著负相关;社区匹配、社区牺牲与离职倾向呈显著负相关;而组织联结与离职倾向并没有显著的相关性.结论 医院可以从工作内嵌入和外嵌入两个层面选择那些最适合组织的员工保持策略,降低80后员工离职率. 相似文献
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目的:探讨新职工辞职的影响因素,并提出降低离职率的对策。方法采用问卷调查和鱼骨图法系统分析影响新职工辞职的因素构成。结果新职工辞职人数逐年递增,与学历成反比,集中在低层次学历,护士辞职比例最多,但医师辞职率呈现上升趋势。导致辞职率上升的影响因素主要有:岗位因素、人际因素、家庭个人因素和社会因素。结论医院应严格把关,提高招聘质量,关心和加强新职工培训,搭建多种人才培养平台,健全公平合理的薪酬分配体系等途径降低离职率。 相似文献
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聘用护士辞职或辞退原因分析 总被引:6,自引:3,他引:3
为探讨招聘护士(简称:聘护)管理工作的方法和应注意的事项,本介绍了辞职或辞退聘护的详细资料,并分析了辞职或辞退聘护的原因,为军队聘护的管理提供借鉴的经验。 相似文献
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护士工作价值观对专业稳定性的影响 总被引:5,自引:0,他引:5
目的了解护士的工作价值观对其专业稳定性影响。方法对368名护士进行工作价值观的问卷调查,主要内容为内部价值、外部价值、工作弹性、人际关系及工作环境5个因素。按年龄、婚姻状况、学历及工作年限进行分组,根据护士对这5个因素的感受评分进行比较,判断护士的离职倾向。数据分析采用方差分析之多元回归分析。结果年龄、婚姻状况、学历及工作年限等对护士工作价值观和离职倾向有显著影响;护士工作价值观与其离职倾向呈显著负向影响。结论重视并满足护士的基本要求,完善绩效考核制度,提升她们的自身价值,可降低护士离职意愿。 相似文献