天津市公立医疗卫生机构新生儿病房护士人力资源现状分析

目的：分析天津市公立医疗卫生机构新生儿病房护士人力资源现状。 方法：采用自行编制的天津市公立医疗卫生机构新生儿病 房护理人力资源调查问卷，对天津市二级及以上公立医疗卫生机构新生儿病房的护理管理者进行问卷调查。 结果：天津市共 21 所医 院开设新生儿病房，其中独立新生儿病房 13 个、新生儿病室 8 个。 独立新生儿病房共开设普通床位数 347 张、NICU 床位数 75 张，配 备护士 300 名；新生儿病室共开设普通床位 42 张，配备护士 59 名。 独立新生儿病房中，普通病房床护比和护患比分别为 1:0.37~1:1和 1:4.5~1:9，NICU 的床护比和护患比分别为 1:0.45~1:1.3、1:1.75~1:4.3。 独立新生儿病房护士和新生儿病室护士的职称、学历、工龄、年 龄等结构配置比较差异无统计学意义（P＞0.05），主要以主管护师、本科学历、工龄 6~20 年、年龄 25~40 岁为主。 独立新生儿病房对院 内培训、院外线上培训及院外线下培训的重视程度优于新生儿病室（P<0.05）；独立新生儿病房论文发表篇数多于新生儿病室（ χ2 = 6.812，P=0.033），两者课题完成项数比较差异无统计学意义（ χ2 =3.180，P=0.204）。结论：天津市公立医疗卫生机构新生儿病房护士人力 资源配置有待完善，其结构配置较为合理，但人员缺口较大，新生儿病房护士对新生儿护理相关培训及科研的重视程度有待提高，特 别是新生儿病室护士。 新生儿护理管理者应关注 NICU 护士和新生儿专科护士的培养，可从加大护理人才引入力度、优化新生儿专科 护理能力培训、重视新生儿专科护士培养等方面综合提升新生儿病房护士岗位胜任力，以促进天津市新生儿护理学科的高质量发展。

Current analysis of the nursing human resources in the neonatal ward of public medical and health institutions in Tianjin

Objective: To investigate the current situation of the nursing human resources in the neonatal wards of public medical and health institutions in Tianjin. Methods: The nursing managers of neonatal wards in 21 public medical and health institutions at second level and above in Tianjin were included. A self -compiled questionnaire focusing on the current situation of the nursing human resources in the neonatal wards of public medical and health institutions in Tianjin was used in the investigation. Results: A total of 21 governmental hospitals had opened neonatal wards. There were 13 independent neonatal wards and 8 neonatal rooms. The independent neonatal wards had 347 ordinary beds, 75 NICU beds and 300 nurses. The neonatal rooms had 42 ordinary beds and 59 nurses. In the independent neonatal wards, the bed-nurse ratio and patient-nurse ratio of the general neonatal wards were 1:0.37~1:1 and 1:4.5~1:9 , respectively, meanwhile the ratios of NICU were 1:0.45~1:1.3 and 1:1.75~1:4.3, respectively. Nurses were mainly in charge of nurse, with bachelor’s degree, 6~20 years of service and aging 25~40 years old in the nurses of neonatal wards and neonatal room. The in-hospital training and off-hospital in the independent neonatal wards was valued more than in the neonatal room（P<0.05). The number of published papers in the independent neonatal ward was significantly higher than that in neonatal room( χ2 = 6.812, P=0.033), while there was no statistical difference in the number of completed items （ χ2 =3.180, P=0.204).Conclusion: The nursing human resources in neonatal wards in Tianjin is not balanced. We suggest that managers should pay more attention to the training of human resources by increasing the introduction of nursing talents, optimizing the training of neonatal specialized nursing ability, attaching importance to the training of neonatal nurses, improving nurses’ research ability to comprehensively improve the overall quality of nurses in neonatal wards, so as to promote the quality of neonatal clinical nursing in Tianjin.