护理人员离职的原因及对策分析  

Causes and Strategies of Brain-drain in Nursing Staff

作　　者：夏柳勤[1] 柴惠红[1] 朱明丽[1] 

机构地区：[1]杭州市第一人民医院重病监护中心,杭州310006

出　　处：《解放军护理杂志》2010年第23期1815-1817,共3页Nursing Journal of Chinese People's Liberation Army

摘　　要：目的分析护理人员离职的原因,探讨改进护理人力资源管理的对策。方法通过电话回访离职护士的形式,归纳总结护理人员离职的原因。结果护理工作的高负荷、工作压力大、护理"职业高原"因素、福利待遇低及护理差错风险等因素是护士离职的主要原因,护士离职还与其年龄、学历、职称及工龄有关。结论合理安排护理人力资源,加强护理风险管理,提高护理人员整体素质,增加发展机会,提高护士待遇,是减少护理人员离职的重要措施。Objective To analyze the causes of brain-drain in nursing staff and explore the countermeasures for nursing human resource management.Methods Using the telephone to visit the nurses who left,the causes of their leaving from nursing profession were summarized.Results The nursing high load,high-risk,nursing ＂professional plateau＂ factor,welfare factors were the main causes for their leaving,which were significantly correlated with age,academic and professional qualification and titles of nurses.Conclusion The strategies of brain-drain in nursing staff are suggested as follows：reasonable arrangement of nursing human resource management,strengthened risk management,improved overall quality of nursing,more development opportunities and improved material welfare for nurses.

关 键 词：护理人员 离职 电话回访 管理对策 

分 类 号：R197.323[医药卫生—卫生事业管理]