基于心理契约的护理人才流失风险规避

医院护理人才的流失一直是医院护理管理者关注并需要认真对待的问题。心理契约的违背最终会导致离职,而心理契约个人标准与组织目标的一致性,有助于培养员工忠诚度。加强心理契约的护理人才动态管理机制,构建良好的心理契约,维护和调整心理契约以及对心理契约的危机管理,是实现医院管理理念的有效措施,也是医院吸引、激励、保留人才的有效工具。在医院与员工之间建立一种和谐的心理契约能有效规避员工流动风险。

Brain-drain risk avoidance of nursing based on psychological contract

The brain-drain of the clinical nurses is a big question to hospital managers. The psychological contract break might finally lead to nurses’ turnover. However, the consistency between the personal standard of psychological contract and the organizational goal could contribute to staff’s organizational commitment. The effective measures reflecting hospital management philosophy include as following： enhancing the dynamic managing system for nurses based on psychological contract, building up good psychological contract, maintaining and adjusting psychological contract, and relating risk control. They are also effective ways to attract, inspire and retain the staff. It could avoid the brain-drain risk through building a harmonious psychological contract between the hospital and the staff.