公立医院医务人员离职意愿调查及对策探讨  

Investion on turnover intention of medical staff in public hoospitals and research of early-warning system＇s construction

作　　者：李丹[1] 尹文强[1] 张晓乙 苏茂全[3] 孟梦[1] 王青[1] 

机构地区：[1]潍坊医学院卫生管理学院,山东省潍坊市261042 [2]潍坊市卫生局 [3]潍坊市中医院

出　　处：《中华医院管理杂志》2010年第3期218-221,共4页Chinese Journal of Hospital Administration

摘　　要：目的了解公立医院医务人员离职意愿情况，探寻其主要影响因素。方法采用分层随机抽样方法确定29所公立医院，获得合格样本933份，对其离职意愿进行问卷调查。结果所调查医务人员中，持有离职意愿者占总调查人数的49．0％；logistic回归分析得出，工作年限在10年及以下者，离职意愿最强烈；个体工作情绪衰竭、亲友支持离职和个人发展受限，是离职意愿产生的主要原因。结论针对离职意愿的阶段特点，应加快建立公立医院医务人员离职预警机制，有效防止人才流失。Objective Weifang is a pilot of the health system reform, the research aims to investigate the present situation of turnover intention within the medical staff in Weifang＇s public hospitals,seeking main influencing factors,while exploratory research about how to bulid a three-stage early-warning system also included. Methods Chooseing 29 public hospitals with stratified random sampling method, questionare investigation for 933 qualified samples,and spss 16. 0 was also used as an analysis method. Results About 49% of the respondents have turnover intention, those working years less than 10 have the strongest turnover intention, individual work-emotional exhaustionsocial support from family members or friends, and restriction of personal development are three main causes from Logistic analysis. Conclusion According to the stage characteristic of turnover intention,, building an early-warning system could play an important role in controlling brain-drain.

关 键 词：公立医院 医务人员 离职意愿 预警机制 

分 类 号：R197.3[医药卫生—卫生事业管理]