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目的:评估护士离职意向现状,为稳定护理队伍提供依据与参考。方法:应用护士离职意向量表,采用方便抽样方法,在哈尔滨市抽取5家三甲医院的538名护士进行问卷调查。结果:护士离职意向平均得分为(2.14±0.82)分,其中获得外部工作可能性维度得分最高,为(2.27±0.91)分,其次为寻找其他工作动机维度(2.09±0.89)分,辞去目前工作可能性维度(2.06±0.91)分;不同医院、科室、年龄、工作年限、学历、用工形式的护士其离职意向得分差异具有统计学意义(均P<0.05)。结论:医院管理者应从激励、人力资源配置与人文关怀等方面提高护士工作积极性、改善工作环境,降低护士离职率。
Objective: To evaluate the status quo of nurses’ intention to leave their posts and to provide the basis and reference for the stability nursing team. Methods: Using nurses’ turnover intent scale, 538 nurses from 5 top three hospitals in Harbin were surveyed by means of convenient sampling method. Results: The mean score of nurses’ intention of resignation was (2.14 ± 0.82) points, the highest score was (2.27 ± 0.91), the second was finding other dimensions of motivation (2.09 ± 0.89), resigned from current work (2.06 ± 0.91). The nurses’ dissatisfaction with resignation in different hospitals, departments, ages, working years, academic qualifications and labor forms had statistically significant differences (all P <0.05). Conclusion: Hospital managers should improve nurse motivation, improve work environment and reduce the turnover rate of nurses from aspects of motivation, allocation of human resources and humane care.