摘要
目的调查珠海市公立医院临床护士薪酬分配情况,探讨其对护理人力资源管理的影响,为制定护理人力资源发展规划提供科学的决策依据。方法采用整群抽样的方法,了解珠海市A、B、C、D、E共5家公立医院临床护士薪酬分配情况,进一步对A及B医院进行实证分析。结果在调研的5家医院中,A、C、D、E医院固定编制护士薪酬明显比合同制护士高(P<0.05),而B医院固定编制护士薪酬与合同制护士差别无统计学意义(P>0.05)。进一步对A及B医院进行实证分析发现,临床护士的年龄、学历、职称分布不平衡,以合同编制护士更加明显;A医院护士流失率明显大于B医院(P<0.05)。结论珠海市公立医院合同制与固定编制护士执行不同的薪酬制度,薪酬水平存在差异,而这种差异导致合同制护士年龄、学历、职称分布不平衡,流失率高,影响了护理人力资源的管理。
Objective To investigate the compensation allocation of clinical nurses in public hospitals in Zhuhai City and to explore its effect on human resources management in order to formulate scientific decision-making basis for the planning of nursing human resource development. Method Using cluster random sampling method to understand the compensation allocation of clinical nurses in 5 public hospitals of A,B,C,D,E,and further analyzing A and B hospitals with empirical analysis. Result The compensation of the long-term nurses was obviously higher than that of the temporal nurses in the hospitals of A, C, D, E（P0.05）, but there was no statistical difference between the two groups in B hospital（P0.05）. The distribution of age, education background, technical title between the long-term and temporal nurses in A and B hospitals was not balanced with empirical analysis,and that was more obvious in the temporal nurses. The loss of A hospital was obviously higher than that of B hospital（P0.05）. Conclusion There are different compensation systems and compensation levels between the long-term and temporal nurses in public hospitals in Zhuhai City. The differences result unbalanced distribution of age,education background,technical title in the temporal nurses,and higher employee loss. The differences also influence nursing human resources management.
出处
《中国医院管理》
北大核心
2015年第2期73-75,共3页
Chinese Hospital Management
关键词
临床护士
薪酬分配
薪酬差异
人力资源管理
护理管理
clinical nurse compensation allocation compensation difference human resource management nursing management
