摘要
目的研究“幸福医院”文化打造在吸引人才、留住人才中的价值。方法以2012年1月-2019年12月在职的医院员工为研究对象,在2015年4月和2019年12月分别进行同样内容的职工的满意度问卷调查。分析“幸福医院”文化打造前后员工工作满意度水平的变化。结果通过两年的“幸福医院”文化创建,员工离职率明显下降,文化建设后3年的离职率仅为1.65%,明显低于文化建设前3年的离职率3.32%,差异有统计学意义(χ^(2)=5.204,P<0.05)。攻读博硕士人员回院工作意向明显增强,文化建设前3年,毕业后主动愿意回院工作的人员仅为15%,而文化建设后3年,毕业后主动愿意回院工作的员工为67%,明显高于前者,差异有统计学意义(χ^(2)=7.135,P<0.01)。第三方调查满意度平均得分超过97%,列全省前10位,全市医院第1位。员工工作满意度各项指标明显提高。结论“高品质”的医院文化有助于人才的成长,激发人才的潜能,提高人才的归属感。
Objective To study the value of"Happy Hospital"culture in attracting and retaining talents.Methods Taking hospital employees who were employed from January 2012 to December 2019 as the research object,the same content of employee job satisfaction was conducted in April 2015 and December 2019,respectively.Analyze the changes in employee job satisfaction levels before and after the establishment of the"Happy Hospital"culture.Results Through the establishment of the"Happy Hospital"culture for two years,the employee turnover rate dropped significantly.The turnover rate in the three years after the cultural construction was only 1.65%,which was significantly lower than the 3.32%turnover rate in the three years before the cultural construction,the difference was statistically significant(χ^(2)=5.204,P<0.05).The intention to return to the hospital for postgraduate students has increased significantly.In the first three years of cultural construction,only 15%of the employees willing to return to work after graduation,and 67%of the employees willing to return to work after graduation three years after the cultural construction,significantly higher than the former,the difference was statistically significant(χ^(2)=7.135,P<0.01).The average satisfaction score of the third-party survey exceeds 97%,ranking among the top 10 in the province and the first in the city’s hospitals.Various indicators of employee job satisfaction had been significantly improved.Conclusion"High-quality"hospital culture contributes to the growth of talents,stimulates their potential,and enhances their sense of belonging.
作者
王萍
凌宁
许文林
WANG Ping;LING Ning;XU Wenlin(The Fourth Affiliated Hospital of Jiangsu University,Zhenjiang,Jiangsu Province,212001 China)
出处
《中国卫生产业》
2021年第5期4-7,11,共5页
China Health Industry
关键词
人才流失
医院文化
工作满意度
管理机制
Brain drain
Hospital culture
Job satisfaction
Management mechanism
