医院近10年人才流失现状分析与思考  

Analysis on brain drain of our hospital in the latest ten years

作　　者：宋兵[1,2] 卢建华[1] 丁强[2] 徐长江[2] 王虹[2] 

机构地区：[1]南京医科大学医政学院,江苏南京210029 [2]南京医科大学第一附属医院,江苏南京210029

出　　处：《海南医学》2015年第19期2941-2944,共4页Hainan Medical Journal

基　　金：江苏社科研究人才发展课题(编号:14SRB-21)

摘　　要：目的 回顾并分析南京医科大学第一附属医院2005-2014年人才流失现状及原因,提出相应对策与建议.方法 采用SPSS20.0统计软件对医院人才流失的数量、性别、年龄、学历、职称、院龄、岗位类别、用工方式、高层次人才等特征指标进行描述和统计分析.结果 2005-2014年医院人才流失234人,流失人员平均年龄（32.35±7.38）岁、平均院龄（6.82±5.81）年,高层次人才流失数量呈现上升趋势.人才流失各项指标中,构成比最高的分别为：女性（60.7%）,26~30岁年龄组（32.1%）,本科学历（36.3%）,初级职称（56.4%）,0~5年院龄组（50.8%）,医护岗位（80.3%）,编外性质（61.1%）.人才流失原因多为薪酬待遇、个人发展、执业环境、家庭因素.结论 医院应针对医院管理、组织环境、个人等原因采取相应对策,提高人才队伍的稳定性,降低人才流失风险,促进医院可持续发展.Objective To review the situation of brain drain from 2005 to 2014 in the First Affiliated Hospital of Nanjing Medical University, summarize the characteristics of the brain drain, analyze the reasons for the brain drain, and put forward the corresponding countermeasures and suggestions. Methods Statistical software SPSS20.0 was used to descript and analyze the characteristic indexes of brain drain in the hospital, including number, gender, age, education, professional title, length of service, job category, employment methods, high-level talents. Results From 2005 to 2014, the hospital lose a total of 234 talents, with the average age of （32.35±7.38） years old and the average length of service of （6.82 ± 5.81） years. The number of high-level talents lost presented an increasing tendency. The indicators of the brain drain with the highest constituent ratio were women （60.7%）, age of 26~30 years old （32.1%）, bachelor＆#39;s degree （36.3%）, primary professional title （56.4%）, and 0~5 years of service （50.8%）, nursing positions （80.3%）, non-perma-nent staff （61.1%）. The reasons for the brain drain mostly included personnel remuneration, personal development, working environment, family factors. Conclusion To improve the stability of health personnel, reduce the risk of brain drain, and promote the sustainable development of the hospital, corresponding countermeasures should be taken regarding hospital management mechanism, training and working system, as well as personal factors.

关 键 词：医院 人才流失 原因 对策 

分 类 号：R197.321[医药卫生—卫生事业管理]