医务人员离职原因及其影响因素研究——以A公立医院为例  

Research on Reasons and Influencing Factors of Medical Employee Resignation--Taking Public Hospital A as an Example

作　　者：加瑞[1] 刘国华[1] 杜新宇[1] 赵昶[1] Jia Rui;Liu Guohua;Du Xinyu;Zhao Chang

机构地区：[1]首都医科大学附属北京安贞医院人力资源部

出　　处：《中国人事科学》2021年第9期19-25,共7页Chinese Personnel Science

摘　　要：本文通过整理某三级医院2018—2020年期间108名离职人员的基本信息,设计调查问卷并结合访谈法,对108名离职人员中医生和护士的离职原因及离职去向进行了统计分析。研究发现,医务人员职业生涯的初期是离职的高发期,医生护士离职原因和离职去向相差较大。医生53.45%是因获得外部职业机会而离职,去向多数选择其他医院;护士则主要因家庭因素和职业倦怠(分别占44.74%和42.11%)离职,去向是选择压力较小的社区医院或非医院单位。调查分析表明,改进医院管理,应当重视不同职级医生的需求,采取针对有效的激励措施,帮助护士消除职业倦怠,提高工作满意度,改善医务人员工作环境,合理确定医务人员工作负荷,做好中青年医务人员的职业生涯规划。By sorting out the basic information of 108 resigned employees in a tertiary hospital from 2018 to 2020,this paper designs a questionnaire and makes a statistical analysis on the reasons and whereabouts of doctors and nurses of 108 resigned employees.As found by the research,the early stage of medical employees’career is a high incidence period of resignation;there is a big difference in the reasons and whereabouts of doctors and nurses.53.45%of doctors resigned because of external career opportunities,and most chose other hospitals;nurses resigned mainly because of family factors and job burnout(44.74%and 42.11%respectively),and chose community hospitals or non-hospital units with less pressure.The investigation and analysis show that,in order to improve hospital management,we should pay attention to the needs of doctors at different levels and take effective incentive measures,help nurses eliminate job burnout and improve job satisfaction,improve the working environment of medical employees,reasonably determine the workload of medical employees,do a good job in career planning for young and middle-aged medical employees.

关 键 词：公立医院 离职原因 离职去向 

分 类 号：D035.2[政治法律—政治学]