江西省医学类用人单位护理硕士毕业生需求行为的调查

发布时间：2018-07-05 03:12

本文选题：用人单位 + 需求行为　；参考：《南昌大学》2011年硕士论文

【摘要】：目的：调查分析江西省医学类用人单位对护理硕士毕业生的需求行为现状。方法：采用质性研究和量性研究相结合的方法。第1部分,基于客户关系管理理论及现代人力资源管理模块形成研究理论框架,剖析用人单位毕业生需求行为内涵,形成结构式访谈提纲,并结合访谈提纲进行访谈,收集医学类用人单位护理硕士毕业生需求行为内涵相关条目,形成调查问卷。第2部分,采用问卷方式对江西省医学类用人单位的护理硕士毕业生需求行为进行调查。结果： (1)质性研究：通过质性研究将医学类用人单位对护理硕士毕业生需求行为归纳为护理硕士人才的期望值、就业优势、就业弱势、岗位设置、岗位编制、思想道德素质需求、基本能力需求、知识素质需求、高校就业指导需求、招聘方式、选拔侧重因素、岗位设定时间、岗位变动情况、岗前培训形式、岗前培训时间周期、职业生涯规划设计、不同学历月工资差距、社会保险缴纳情况、住房公积金缴纳情况及劳动合同期限20个主题,客观描述用人单位需求行为状况。 (2)量性研究：人才配置现状：江西省医学类用人单位中具有护理硕士学位的人才总量少,且集中于护理院校与三级医疗卫生机构中：需求行为调查：在对护理硕士人才的期望值(护理硕士人才占单位护理人员总数的比例)上,护理院校(10%-50%)明显高于等级医疗卫生机构(0-1%)及社区卫生服务中心(0%)。不同类型用人单位在岗位设置类型、事业编制与人事代理两项编制类型、校园招聘会与媒体(网络)广告两种招聘方式、招聘时确定和试用短时间确定的两种职位确定时限、(0,0.5]月、(0.5,1]月、(1,3]月与(6,+∞)月四类培训期时间、有无完整职业生涯发展规划的选择上,差异均有显著统计学意义,P0.01。不同类型用人单位在专科与硕士月工资差距的选择上差异有统计学意义,P0.05。不同类型用人单位在对就业优势项目的认可选择上均有差别。不同类型用人单位对护理硕士毕业生就业弱势的选择中,社区卫生服务中心与等级医疗卫生机构两者之间选择无差别。不同类型用人单位在选拔的侧重因素方面均有差别。不同类型用人单位在思想道德素质需求的选择中,社区卫生服务中心与等级医疗卫生机构之间无差别。不同类型用人单位在对基本能力需求的选择上均有差异。不同类型用人单位在对知识需求的选择中均有差别。不同类型用人单位在对高校需加强的就业指导的选择上,社区卫生服务中心与等级医疗卫生机构之间无差别。结论：据调查结果显示,截至2010年,江西省拥有护理硕士人才的用人单位占调查总数的6.9%,且集中于护理院校及三级医疗卫生机构中。三级医疗卫生机构对护理硕士毕业生的需求期望值高于二级医疗卫生机构；用人单位应进一步加强人力资源管理,在合理提供岗位的前提下注重护理硕十毕业生职业生涯的规划,不断改善用工待遇；此外,用人单位可拓展与人才的沟通渠道,引进更多的护理硕士人才,提升整体学历层次,满足优质护理服务的需要；同时,护理硕士毕业生应提升个人整体素质以适应社会市场需求；高校需深化研究生教育改革,了解社会需求,加强就业指导,使培养的护理硕士毕业生更好地满足用人单位的需求。
[Abstract]:Objective:
Objective to investigate and analyze the current situation of demand for nursing master graduates in Jiangxi medical employing units.
Method:
The first part, based on the theory of customer relationship management and the modern human resource management module, forms the theoretical framework of the research on the demand behavior of the graduates of the employer, and forms the outline of the structural interview, and combines the interview outline with the interview to collect the master's nursing master. In the second part, the questionnaire was used to investigate the demand behavior of graduate nursing graduates in Jiangxi province.
Result:
(1) qualitative research: through qualitative research, it concludes the demand behavior of medical employers to nursing master's graduates as the expected value of nursing master's talents, employment advantage, employment weakness, job setting, post compilation, ideological and moral quality demand, basic ability demand, knowledge quality demand, college employment guidance demand, recruitment mode, selection side Heavy factors, position setting time, post change, pre job training form, pre job training period, career planning and design, different educational background monthly salary gap, social insurance payment situation, housing provident fund payment situation and labor contract duration 20 Themes, objectively describe the employer's demand and behavior status.
(2) quantitative research: the status quo of talent allocation: the total amount of talents with master degree of nursing in medical employers in Jiangxi province is few, and it is concentrated in nursing colleges and three level medical and health institutions: the investigation of demand behavior: in the expectation value of master of Nursing (the proportion of nursing master to the total number of nursing staff), nursing home The school (10%-50%) is obviously higher than the grade medical and Health Organization (0-1%) and the community health service center (0%). There are two types of job setting types, two types of career planning and personnel agency, two recruitment methods of campus recruitment and media (Network), two positions determined and probed for short time. Limit, (0,0.5] month, (0.5,1] month, (1,3] month and (6, + infinity) month four training time, there is a significant difference in the choice of a complete career development plan, the difference between the different types of employers of different types of P0.01. is statistically significant in the choice of the salary gap between the specialist and the master's month, and the different types of employers in P0.05. are superior to the employment. There are differences in the selection of potential projects. There is no difference between the selection of different types of employers for the employment weakness of graduate nursing graduates, and there is no difference between the community health service center and the grade medical institutions. There are no differences between the community health service center and the hierarchical medical and health institutions. Different types of employers have differences in the selection of basic ability needs. Different types of employers have differences in the selection of knowledge needs. There is no difference between the community health service centers and the grade medical institutions.
Conclusion:
According to the results of the survey, as of 2010, the number of employers of nursing masters in Jiangxi province accounted for 6.9% of the total, and concentrated in nursing colleges and three levels of medical and health institutions. The expectation value of the three level medical and health institutions for master of nursing graduates was higher than that of the two level medical institutions; the employers should further strengthen the manpower. Resource management, under the premise of reasonable provision of posts, pay attention to nursing ten graduates' career planning and improve their employment treatment. In addition, the employers can expand communication channels with talents, introduce more nursing masters, improve the overall level of education, meet the needs of quality nursing services, and at the same time, graduate nursing graduates The overall quality of the individual should be promoted to meet the needs of the social market, and the university needs to deepen the graduate education reform, understand the social needs, strengthen the employment guidance, and make the graduates of nursing master better meet the needs of the employers.
【学位授予单位】：南昌大学
【学位级别】：硕士
【学位授予年份】：2011
【分类号】：R47-4

【引证文献】