CAJ | 학술논문

目的：了解哈密地区护理人力现状，发现其存在的问题，预测2015年和2020年医疗机构和养老机构的护理人员数量，为优化哈密地区护理人力资源配置提供参考。方法本研究数据来源于2001—2013年新疆统计年鉴、2001—2013年新疆生产建设兵团统计年鉴、2007—2013年哈密地区统计年鉴、2013年哈密地区卫生统计年报、2013年卫生计生委卫生发展研究中心对哈密地区的卫生人力普查和居民卫生服务调查。通过卫生人力普查数据，了解哈密地区医疗机构护理人力现状；采用医护比法计算哈密地区2013年护理人员数量的预测值，并将其与实际值比较，分析供需现状；采用医护比法和平均发展速度法计算哈密地区医疗机构2015年和2020年的护理人员数量预测值；采用床护比法计算哈密地区养老机构2015年和2020年的护理人员数量预测值。结果2013年哈密地区共有注册护士1380名，其中医疗机构1329名，占96.3%。大学本科学历的注册护士为113名，占8.5%（113/1329）；高级职称的注册护士为24名，占1.8%（24/1329）。2013年哈密地区医疗机构护理人员数量的预测值为1274名，医疗机构护理人员数量的供需比为1：0.93。哈密地区医疗机构2015年和2020年护理人员数量预测值分别为1461~1652名和1985~2304名，按105.0%的平均发展速度，预测医疗机构2015年和2020年需配置的护理人员数量分别为1543名和1969名。哈密地区养老机构2015年和2020年的护理人员最低需求配置量为315名和672名；满足需求配置量为1392名和1482名。结论哈密地区医疗机构的注册护士基本能满足当前服务需求，但总体专业素质偏低。应加强护理人员专业素质培养，增加养老机构护理人员数量，制定利于护理人力资源配置的政策，优化护理人力资源发展。
목적：료해합밀지구호리인력현상，발현기존재적문제，예측2015년화2020년의료궤구화양로궤구적호리인원수량，위우화합밀지구호리인력자원배치제공삼고。방법본연구수거래원우2001—2013년신강통계년감、2001—2013년신강생산건설병단통계년감、2007—2013년합밀지구통계년감、2013년합밀지구위생통계년보、2013년위생계생위위생발전연구중심대합밀지구적위생인력보사화거민위생복무조사。통과위생인력보사수거，료해합밀지구의료궤구호리인력현상；채용의호비법계산합밀지구2013년호리인원수량적예측치，병장기여실제치비교，분석공수현상；채용의호비법화평균발전속도법계산합밀지구의료궤구2015년화2020년적호리인원수량예측치；채용상호비법계산합밀지구양로궤구2015년화2020년적호리인원수량예측치。결과2013년합밀지구공유주책호사1380명，기중의료궤구1329명，점96.3%。대학본과학력적주책호사위113명，점8.5%（113/1329）；고급직칭적주책호사위24명，점1.8%（24/1329）。2013년합밀지구의료궤구호리인원수량적예측치위1274명，의료궤구호리인원수량적공수비위1：0.93。합밀지구의료궤구2015년화2020년호리인원수량예측치분별위1461~1652명화1985~2304명，안105.0%적평균발전속도，예측의료궤구2015년화2020년수배치적호리인원수량분별위1543명화1969명。합밀지구양로궤구2015년화2020년적호리인원최저수구배치량위315명화672명；만족수구배치량위1392명화1482명。결론합밀지구의료궤구적주책호사기본능만족당전복무수구，단총체전업소질편저。응가강호리인원전업소질배양，증가양로궤구호리인원수량，제정리우호리인력자원배치적정책，우화호리인력자원발전。
Objective To investigate the current status of the nursing workforce and its problems and to predict the numbers of nursing staff in the healthcare settings and nursing settings for the aged in Hami in 2015 and 2020 in order to provide references for the optimal allocation of nursing human resources in Hami. Methods Data were extracted from the statistic yearbooks of Xinjiang from 2001 to 2013,Xinjiang production&construction group statistical yearbooks from 2001 to 2013,the statistic yearbooks of Hami from 2007 to 2013,the statistic annual report of Hami in 2013,the general survey of healthcare work force and health services in Hami by the Health Development Research Center of National Health and Family Planning Commission. By the analysis of data from the survey of healthcare workforce,the current status of the nursing workforce in Hami was evaluated. The doctor-nurse ratio was employed to calculate the predicted number of nurses in Hami in 2013,and it was compared to the actual number to evaluate the supply and demand status. The doctor - nurse ratio and the average speed of development were used to calculate the predicated numbers of nurses in the medical settings in Hami in 2015 and 2020. The bed-nurse ratio was used to calculate the predicted numbers of nurses in the nursing settings for the aged in Hami in 2015 and 2020. Results In 2013,the total number of registered nurses in Hami was 1 380,among which 1 329 nurses served in medical settings,accounting for 96. 3%. The number of registered nurses with a bachelor degree was 113,accounting for 8. 5%(113 /1 329). The number of registered nurses with a senior professional title was 24,accounting for 1. 8%(24/1 329). The predicted number of medical setting nurses in Hami in 2013 was 1 274 , and the supply -demand ratio of nurses in medical settings was 1:0. 93. The predicted numbers of nurses in the medical setting in Hami in 2015 and 2020 were 1 461 ~1 652 and 1 985~2 304. According to the average speed of development which was 105. 0%,the predicted numbers of nurses needed in medical settings in Hami in 2015 and 2020 were 1 543 and 1 969. The allocation amounts of nurses to the minimum demand in the nursing settings for the aged in Hami in 2015 and 2020 were 315 and 672,and the allocation amounts to satisfy the maximum demand were 1 392 and 1 482. Conclusion The registered nurses in the medical settings in Hami can basically meet the current demand,but with generally lower professional quality. Therefore,the training of professional skills should be strengthened,the number of nurses in the nursing settings for the aged should also be increased,and the policies beneficial to the allocation of nursing human resources should be formulated in order to optimize the nursing human resources.