护理实践与研究
護理實踐與研究
호리실천여연구
ATTEND TO PRACTICE AND RESEARCH
2015年
8期
100-101,102
,共3页
护理人员%离职%原因分析%对策
護理人員%離職%原因分析%對策
호리인원%리직%원인분석%대책
Nursing staff%Turnover%Reason analysis%Countermeasures
目的：分析临床护理人员主动离职的原因，探讨稳定护理队伍的对策。方法：对58名离职护士进行问卷调查，归纳出临床护理人员主动离职的原因。结果：临床护理人员主动离职的主要原因有个人和家庭因素、工作量大、工作压力大、职业发展空间局限等，临床护士的离职还与其年龄、学历、职称、护龄、婚育状况等有关。结论：定期进行职业发展辅导，科学人性化管理，建立积极向上的护理文化，根据护理工作量合理配置护理人力资源，稳定护理队伍，减少护理人员离职率。
目的：分析臨床護理人員主動離職的原因，探討穩定護理隊伍的對策。方法：對58名離職護士進行問捲調查，歸納齣臨床護理人員主動離職的原因。結果：臨床護理人員主動離職的主要原因有箇人和傢庭因素、工作量大、工作壓力大、職業髮展空間跼限等，臨床護士的離職還與其年齡、學歷、職稱、護齡、婚育狀況等有關。結論：定期進行職業髮展輔導，科學人性化管理，建立積極嚮上的護理文化，根據護理工作量閤理配置護理人力資源，穩定護理隊伍，減少護理人員離職率。
목적：분석림상호리인원주동리직적원인，탐토은정호리대오적대책。방법：대58명리직호사진행문권조사，귀납출림상호리인원주동리직적원인。결과：림상호리인원주동리직적주요원인유개인화가정인소、공작량대、공작압력대、직업발전공간국한등，림상호사적리직환여기년령、학력、직칭、호령、혼육상황등유관。결론：정기진행직업발전보도，과학인성화관리，건립적겁향상적호리문화，근거호리공작량합리배치호리인력자원，은정호리대오，감소호리인원리직솔。
Objective:To analyze the reasons of nurses for leaving the hospital,and to discuss countermeasures of stabilizing nursing contingent.Methods:Used questionnaire survey on 58 leaving nurses,and summed up the reasons of nurses for leaving the hospital.Results:The main turnover reasons include:including personal and family factors,large workload,working pressure,the limit of career development space,etc,and also related to nurse′s age,education, job title,nursing age,marriage conditions and so on.Conclusion:Nursing managers should take regular career development guidance,scientific humanized management,the establishment of positive nursing culture,the rational allocation of nursing human resources according to the nursing workload,in order to stabilize nursing contingent and reduce nurse turnover rate .
