公立医院医护人员工作嵌入与离职意愿的影响因素及相关性分析  

Analysis of the impact factors and correlation of job embeddedness and turnover intention among public hospital medical staff

作　　者：杨帆[1] 甘智赟 周凌明 YANG Fan;GAN Zhiyun;ZHOU Lingming(The Second Hospital of Guangzhou Medical University,Guangzhou 510260,China)

机构地区：[1]广州医科大学附属第二医院,广东广州510260 [2]广州医科大学附属第一医院,广东广州510120

出　　处：《现代医院》2025年第4期582-585,590,共5页Modern Hospitals

基　　金：广州市哲学社科规划课题(2023GZGJ69,2023GZQN72),广州市卫生健康科技一般引导项目(20221A010054)。

摘　　要：目的探讨广州市公立医院医护人员工作嵌入与离职意愿的现状及其相关性,为公立医院管理者提供减少人才流失的实证依据。结果本研究对广州市12家公立三级甲等医院的718名医护人员进行了调查。结果显示,医护人员的工作嵌入总均分为(3.78±0.84)分,离职意愿总均分为(1.96±0.94)分。工作嵌入与离职意愿之间存在显著的负相关关系(r=-0.561,P<0.01),表明工作嵌入程度越高,医护人员的离职意愿越低。此外,年龄、婚姻状况、子女数量、月收入、本院工作年限等因素对离职意愿有显著影响。结论医护人员工作嵌入水平中等,离职意愿较低,二者显著负相关。在公立医院高质量发展的背景下,医疗人才稳定至关重要,过高的人才流失率会增加成本、影响运营和服务质量。建议在医院管理中需改善薪酬福利,优化薪酬结构,增加福利项目;提供职业发展机会,建立职业发展规划体系;优化工作环境,合理安排工作班次,提供良好设施;增强社区联系,鼓励参与社区活动;关注心理健康,提供心理咨询服务。Objective To explore the current status and correlation between job embeddedness and turnover intention among healthcare workers in public hospitals in Guangzhou,providing empirical evidence for public hospital administrators to reduce talent turnover.Methods This study surveyed 718 healthcare workers from 12 public tertiary hospitals in Guangzhou.Results The overall mean score for job embeddedness among healthcare workers was(3.78±0.84),and the overall mean score for turnover intention was(1.96±0.94).There was a significant negative correlation between job embeddedness and turnover intention(r=-0.561,P<0.01),indicating that a higher level of job embeddedness corresponded to a lower turnover intention among healthcare workers.Additionally,factors such as age,marital status,number of children,monthly income,and years of work in the current hospital had significant effects on turnover intention.Conclusion The level of job embeddedness among healthcare workers is moderate,and the turnover intention is relatively low,with a significant negative correlation between the two.In the context of high-quality development of public hospitals,the stability of medical talent is crucial,as excessive talent turnover can increase costs and affect operational and service quality.Suggestions Hospital management should improve compensation and benefits,optimize salary structures,and increase benefit programs.They should also provide career development opportunities,establish a career development planning system,optimize the work environment,reasonably arrange work schedules,and provide good facilities.Furthermore,strengthening community connections,encouraging participation in community activities,and focusing on mental health by providing psychological counseling services are recommended.

关 键 词：公立医院 医护人员 工作嵌入 离职意愿 

分 类 号：R197[医药卫生—卫生事业管理]