某三甲医院73名护士离职原因及再就业情况调查分析  

Reasons for nurse turnover and general status of re-employment:results from 73 nurses in a tertiary hospital

作　　者：谢丽琴[1] 郭舒文[2] 林小容 陈开珠[1] 

机构地区：[1]福建医科大学附属漳州市医院护理部,福建漳州363000 [2]福建医科大学附属漳州市医院儿科ICU,福建漳州363000

出　　处：《护理学杂志》2015年第12期9-12,共4页

摘　　要：目的分析某三甲医院73名护士离职原因及再就业情况,探讨提高护士工作满意度,减少护士离职的对策。方法对73名护士采取电话访谈方式了解离职原因及再就业情况。结果护士离职的主要原因依次为护理工作紧张压力大(87.67%)、工作环境不满意(50.69%),科室人际关系紧张(41.10%)及考取外单位在编编制(38.36%)等6项原因。再就业包括继续从事护理专业(56.16%)、非护理专业(10.96%)、暂时休息(20.55%)等。结论应合理配置护士人力资源,缓解工作压力,实施更为人性化的管理,做好护士职业生涯规划等,以提高护士工作满意度,降低离职率。Objective To analyze the reasons for turnover in 73 nurses in a tertiary hospital and their re-employment,and to formulate measures for improving job satisfaction and reducing turnover of nurses.Methods Seventy three nurses who left their positions were surveyed by using phone interviews to collect their reasons for leaving ajob and the general status of re-employment.Results Six reasons for leaving were identified,including job stress（87.67%）,unsatisfactory work environment（50.69%）,stressful relationship with co-workers（41.10%）,and personal career development（38.36%）,etc.Almost three-fifths（56.16%）of them continued to be a nurse,10.96% of them worked in the other areas,and 20.55% of them planned to have a rest for several weeks.ConclusionIn order to improve job satisfaction and reduce turnover of nurses,nursing managers should rationally allocate human resource,relieve stress at work,conduct person-centered management,and provide career planning.

关 键 词：护士 离职 再就业 调查分析 

分 类 号：R47[医药卫生—护理学] R192.6[医药卫生—临床医学]