摘要
目的分析聘用护士的离职现状，探讨建立健全聘用护士有效的管理机制。方法收集2005—2007年我院离职聘用护士在院期间个人技术档案，对离职原因等进行统计学分析。结果2005-2007年聘用护士离职共123人，离职率为10．2％～11．2％。其中62．6％聘用护士在25岁以前离职；主动离职情况所占比率呈下降趋势（P〈0.05）；86．2％的聘用护士在工作满5年前离职；离职原因依次为“跳槽”占40％，家庭原因占29％，不能胜任工作占13％；聘用年限与违约离职人数呈反比。结论在新劳动法框架内制定适合医院特点的护士聘用规范、减少或避免聘用护士的主动离职是必要的。
Objective To analyze the resignation status quo of contracted nurses, so as to establish an effective management mechanism and system for them. Methods 123 contracted nurses who resigned from our hospital from 2005 to 2007 were selected, collecting their individual skill files and undertaking the statistics analysis for the reasons. Results The rate of resignation was from 10.2% to 11.2%. Among the resigned contracted nurses, 62.5% of them resigned before 25 years old; The rate of initiative resignation decreased gradually the three late years （ P 〈 0. 05 ） ; 86.2% of the contracted nurses resigned in the first 5 years and 48% of them were nurses of 1 - 2 years; The first three reasons of resignation were changing employment （40%）, individual reasons to hometown （29%）, and incompetence for occupation （ 13% ） ; It was an inverse ratio between the working lifetime and the number of resigned contracted nurses who broke the promises. Conclusions It is necessary to formulate the employment specification that suits the hospital feature under the new labor contract law so as to deplete or to avoid the initiative resignation of the contracted nurses.
出处
《中华现代护理杂志》
2008年第27期2922-2924,共3页
Chinese Journal of Modern Nursing
关键词
聘用护士
离职
规范
Contracted nurse
Resignation
Specification
