摘要
目的是分析基层医院儿科护士离职的原因,评价本院预防措施的实施效果。方法是分析既往儿科护士的自行离职情况,于2013年陆续实施相应的"利好"政策。结果是2013—2014年,新聘用护士2人,期间无离职者,护士留任信心、工作状态均有不同程度的改善。结论是,护士离职的主要原因为工作与家庭之间的冲突,晋升、工作压力过大等;应重视科学管理,提高护理人力资源利用率,提高床护比,聘用离职风险较小的护士,注重人文关怀,提高薪酬和福利待遇,注重激励制度的建立,树立纠纷处理机制,确保护士的人身安全。
Objective is turnover analysis of pediatric nurses in primary hospitals, the implementation effect evaluation of preventive measures in our hospital. Methods are left on their own analysis of previous pediatric nurses, in 2013 after the implementation of the corresponding ＂good＂ policy. The results are from 2013 to 2014, 2 new employed nurses, nurse retention period without a turnover, have confidence, working state of different degree of improvement. The conclusion is, the main reason nurses to conflict between work and family, promotion, work pressure and so on; should pay attention to scientific management, improve the utilization rate of nursing human resources, improve the bed / nurse ratio, employment turnover less risk of nurses, pay attention to humanistic care, improve the compensation and benefits, pay attention to the establishment of the incentive system, establish the dispute settlement mechanism, ensure the personal safety of nurses.
出处
《科技与创新》
2015年第2期59-59,62,共2页
Science and Technology & Innovation
