优化护理人力资源配置应对二孩政策缺岗潮  

Optimization of nursing human resources to deal with the shortage of posts in the policy of "two-child"

作　　者：周淑芬[1] 谢翠媚[2] 邓敏娉[3] 李玲[4] 卢溢樟 

机构地区：[1]暨南大学附属第一医院住院部骨科,广东广州510630 [2]暨南大学附属第一医院护理部,广东广州510630 [3]暨南大学附属第一医院胃肠外科,广东广州510630 [4]暨南大学附属第一医院特诊中心,广东广州510630

出　　处：《分子影像学杂志》2018年第1期130-133,共4页Journal of Molecular Imaging

摘　　要：目的探讨我院应对二孩政策全面开放带来的护理人力资源短缺问题的具体措施。方法对本院年龄在20~50岁育龄的女性护理人员发放调查问卷并追溯过去2年生育情况及因妊娠及生育导致的缺岗情况。结果 31~40周岁年龄段妊娠率最高,各年龄段妊娠情况存在显著差异(P<0.01);孕期对临床工作的负荷感受影响首志愿是否愿意提前结束产休上岗(P<0.01)。灵活排班方式和一定激励措施对护理人员有一定吸引力。出生年份、职称、担任职务是影响提前结束产休上岗意愿的主要因素。临床护理人员的增长不能满足因妊娠及生育产生的缺岗位空缺。结论建立完善的婚育意愿上报机制,合理规划招聘计划,激励产休未完的护理人员提前回到工作岗位;建立护理人才库及机动护士库,重视男性护理团队的发展等措施来优化护理人力资源配置,能有效应对二孩政策导致的缺岗潮。Objective To explore the specific measures for the shortage of nursing human resources caused by the policy of ＂two-child＂.Methods The questionnaire was performed on the female nurses in our hospital who aged 20-50 years old. The post with-holding situation due to pregnancy and fertility circumstance in past 2 years were investigated.Results The pregnancy rate in 31-40 years of age was the highest, the differences of pregnancy rate among all age groups were significant （P〈0.01）. The clinical workload during pregnancy had an effect on the wishes of early termination of maternity leave （P〈0.01）. Flexible scheduling and certain incentives for nursing staff were effective. Birth year, professional ranks, and their original post affected their wishes of early termination of maternity leave. The growth of clinical nurses was not meet the vacancy caused by pregnancy and childbirth.Conclusion Allocation of human resources can be optimized by establishment of a sound mechanism that reporting wishes of marriage and childbearing, a reasonable planning of recruitment plans, encouragement of nurses, establishing nursing talent pool and mobile nurse library, and the development of male nursing team.It can effectively deal with the lack of post caused by the two-child policy.

关 键 词：二孩政策 生育意愿 人力资源 激励措施 优化配置 

分 类 号：R47[医药卫生—护理学]