杭州市三级公立医院人才流失现状及原因分析

发布时间：2018-02-02 18:53

本文关键词： 三级医院公立医院人才流失现状原因　出处：《浙江大学》2017年硕士论文　论文类型：学位论文

【摘要】：目的:本文旨在分析目前杭州市三级公立医院人才流失现状。以2006年至2015年间杭州市属4家三级公立医院的流失人员情况为对象,分析杭州三级公立医院的人才流失现状、流失特点、流失发展趋势,并通过访谈探索影响此类医院人才流失的主要原因,为卫生行政主管部门及医院管理人员制定避免人才流失有效解决措施提供依据。从而有效地改善杭州市三级公立医院人才流失情况,以此增强杭州市三级公立医院在未来的医疗服务领域中获得更强大的核心竞争力,为杭州卫生事业行业的稳定、可持续不断发展奠定坚实的基础,并为全国大型医院或同行业提供借鉴。方法:从获取资料和分析资料这两个层次着手。获取资料的方式主要采用查阅文献资料、调查机构、深度访谈关键知情人三种。通过研读相关文献,了解我国目前卫生行业人才流失的现状,并形成一个较为整体的概念。通过制定有针对性的机构调查表,采集4家杭州市三级公立医院的人才流失数据,包括流失数量、性别、年龄、学历、职称、工作年限、岗位类别、流失时间、流失方式等。通过设计访谈提纲,对相关人员进行深度访谈,包括卫生行政主管部门关键知情者、医院人事部门管理者以及部分离职人员。通过采用综合归纳方法对辞职报告以外的流失原因进行深层次挖掘及总结。把通过机构调查表采集到的数据建立数据库,运用Microsoft Excel 2010及SPSS 19.0统计分析软件,根据不同数据类型,分别采用描述性分析、比较分析,以及t检验、卡方检验、Mann-Whitney检验等统计方法分析挖掘人才流失的现状。结果:2006年至2015年间4家医院共流失586人,据统计分析发现杭州市三级公立医院随着年份增加人才流失呈现日益活跃的趋势。女性人员的流失人数比男性多,是男性的2.39倍。35岁及以下人员的流失人数占总流失人数的74.07%,随着年龄的增长,越不愿意离开目前的工作岗位。本科及以上学历的流失人数占83.11%,说明人才流失呈现出往高学历发展的趋势。初、中级职称人员比例最高,占84.48%,可见随着职称等级提升,离职率有降低趋势。工作年限小于5年内的人员离职率最高,其次为6-10年内,两者累计占流失总人数的65.87%,随工作年限的增加而辞职的概率在减小。护理人员的流失比例最高,占47.87%,其次是医生,占41.98%。护理流失人数是医技人员流失人数的23.3倍,是药剂人员的9.66倍,是行政及其他人员的14.74倍。以辞职方式流失占流失总人数的88.74%,说明辞职已成为公立医院人才流失的最主要方式。进一步分析发现,不同性别在年龄、工作年限、岗位类别、职称、学历方面比较有差异。不同岗位类别在人才流失的职称、学历、年龄、工作年限方面比较有差异。前后5年的人才流失数量、性别、学历、工作年限、人才流失方式比较,差异均有统计学意义(P0.05);但在年龄、职称、岗位方面比较,均没有统计学差异(P0.05)。不同医院在人才流失数量、学历、人才流失方式方面比较,差异均有统计学意义(P0.05);但在性别、年龄、职称、岗位、工作年限方面比较,均没有统计学差异(P0.05)。从访谈结果分析得出人才流失的原因多样化,错综复杂,因人而异,往往是多种因素相互叠加的效应。结论:随着年份增加人才流失呈现日益活跃的趋势。女性的离职率比男性高,这可能与护理人员离职较多有关系。随着年龄的增长,人员的离职率有所走低,年轻员工倾向于更换工作进行新的尝试。本科及以上学历人员流失严重,人才流失呈现高学历发展趋势。这与越来越多的医务人员跳槽到省级医院或其他更好的发展平台有关。初、中级职称人员离职率比高级职称人员高。工作年限短比工作年限长离职率高,这与年轻医务人员大量流失有关。护理人员离职率最高,其次是临床医生。辞职成为最主要流失方式。根据访谈结果,在卫生事业多元化发展大坏境的社会因素下,人才流失原因错综复杂、因人而异,经常是多个因素的叠加效应。概括起来主要有三大因素,即如社保保障、执业环境、社会多元化发展等社会因素,薪酬待遇、发展前景、工作环境、制度公平性等组织因素,以及工作生活压力、追求自我价值的实现、家庭婚姻等个人因素。
[Abstract]:Objective: the purpose of this paper is to analyze the current Hangzhou three public hospitals. The current situation of brain drain to loss of staff from 2006 to 2015, Hangzhou City 4 three public hospitals as the object, analysis of Hangzhou three public hospitals in the current situation of brain drain, loss, loss of development trend, and through the interview to explore the main reasons influencing the hospital the loss of talent to make effective measures to avoid the brain drain and provide the basis for the management of the administrative department of health and hospitals. In order to effectively improve the city of Hangzhou three public hospitals in the brain drain situation, in order to enhance the Hangzhou City three public hospitals to obtain core competitiveness more powerful in the future in the field of medical services, for the Hangzhou health industry the stable and sustainable development and lay a solid foundation, and provide reference for the large hospital or the same industry. Methods: from access to information and The two levels of data to obtain information. The main way of using literature data, survey, interview of key informants three. By studying the relevant literature, understand the current situation of China's health industry brain drain, and form a holistic concept. Through the development of targeted institutions questionnaire. The loss of data acquisition of 4 Hangzhou three public hospital personnel, including the loss of the number, gender, age, education, professional title, work experience, job category, loss of time, loss and so on. Through the design of the interview outline, to interview the relevant personnel, including the health administrative departments of key informants, hospital personnel department managers and staff turnover. Part of deep mining and summarizes through the synthesis methods of resignation outside loss reasons. Through the questionnaire data collected by the institution construction To set up the database, using Microsoft Excel 2010 and SPSS 19 statistical analysis software, according to the different types of data, using descriptive analysis, comparative analysis, and t test, chi square test, Mann-Whitney test and other statistical methods analysis the present situation of brain drain. Results: from 2006 to 2015 in 4 hospitals were the loss of 586 people, according to statistics analysis Hangzhou found three public hospitals with years increasing brain drain has become increasingly active trend. The number of female staff turnover more than men, the number is 2.39 times the loss of men.35 years old and below accounted for the total loss of the number 74.07%, with the increase of age, the more reluctant to leave the present position. The number of undergraduate loss and above accounted for 83.11%, indicating loss of talent shows to higher education development trend. At the beginning, intermediate title personnel is the highest proportion, accounting for 84.48%, with the title level visible L, the turnover rate decreased. Work less than 5 years, the staff turnover rate is the highest, followed by 6-10 years, the total loss of the total number of 65.87%, the probability of resignation with the increase of the work experience to reduce the loss ratio of the nursing staff. The highest, accounting for 47.87%, followed by doctors, nursing care accounted for 41.98%. the number is 23.3 times the number of loss loss of medical personnel, is 9.66 times the pharmacy staff, is 14.74 times the administrative and other personnel. To resign loss accounted for the total number of the loss of 88.74%, I have become the main public hospital personnel loss. Further analysis showed that different gender in age, years of work. Job category, job title, education is different. Different categories of posts in the brain drain of the title, education, age, working experience is different. The number, the loss of talent 5 years before and after sex, education, work experience, The brain drain way of comparison, the differences were statistically significant (P0.05); but in the age, titles, positions, there were no statistical differences (P0.05). The degree of different hospital loss quantity, in talent, talent loss comparison, the differences were statistically significant (P0.05); but in gender, age, Title, position. Comparison of working years, there were no statistical differences (P0.05). From the analysis of the interview that the causes of talent loss diversification, perplexing, often is the superposition of It differs from man to man., the effect of various factors. Conclusion: with increased year loss of talent is becoming active trend. Women's turnover rate is higher than the male, which may be related to nursing staff leave a relationship more. With the growth of the age, the turnover rate has been low, young people tend to change jobs to try new things. This branch and the above serious loss of personnel, personnel The loss has high education development trend. This is more and more medical personnel switched to the platform for the development of provincial hospital or other better. At the beginning, intermediate title personnel turnover rate than senior staff. Working time is shorter than the long period of work in high turnover rate, and the loss of a large number of young medical staff about nursing staff turnover rate is the highest. Secondly, clinicians become the main way to resign. Loss. According to the results of the interviews, the social factors in the development of environment in the health service under the diversified, It differs from man to man. causes of talent loss, perplexing, often is the superposition of effects of multiple factors. There are three main factors, such as social security, work environment, social development social factors, salary, development prospects, working environment, organizational fairness factor system, and the pressure of life, pursuing self value, family marriage Marriage and other personal factors.

【学位授予单位】：浙江大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：R197.32

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