Research On The Status Of Outpatient Nursing Human Resources And Nurse Allocation In Eight Military Hospi Tais

Purposes: to understand the status of outpatient nursing allocation and job satisfaction in army hospital and analyze the problems in clinics nursing human resources allocation; to work out reasonable and practical human resources allocation plan and criterion as scientific administration methods and basis.Methods: Questionnaires were designed to survey the status of outpatient nursing allocation and working satisfaction and analyze the existed problems. This paper adopted the field review methods to measure the nursing working hours for patients in injection rooms and blood collection rooms. Based on the queuing theory, this paper established the mathematical model to mock and systematically research the queuing system structure and behaving science in injection rooms and blood collection rooms. And finally it got the reasonable allocation of nursing numbers. By way of Delphi expert consultation method, this paper determined the allocations of clinical service guiders, and allocations in the department of main internal medicine, department of main surgery, department of gynecology and obstetrics,department of pediatrics,E.N.T. department, department of ophthalmology and department of stomatology, offering theoretical reference guidance basis for outpatient nursing administration.Results: I. Research results of outpatient nursing human resources allocation status in three‐A military hospitals are as followed: outpatient nursing staff under25years old account for60.6%of the total,26‐30account for29.6%of the total, nursing staff above30years old account for11.5%of the total. Nurse practitioners account for29.6%, chief nurse practitioners account for8.0%. Nursing staff having university degree account for 19%, college degree account for75.2%, technical school degree account for5.8%. Nursing staff whose working life below2years account for35.8%,3‐5years account for25.4%,6‐10years account for16.8%, up10years account for12.0%.2. Survey results of outpatient nursing staff’s job satisfaction and its influencing factors: general score of job satisfaction is3.61±0.83, which is in a middle level. Dimensions in each filed are as followed: working environment,3.24±0.75;working achievements,3.33±0.72;warefare,2.38±0.94; interpersonal relationship,3.84±0.63; working pressure,3.88±0.63;being accepted and awarded,3.30±0.75; personal and professional development,3.11±0.79;outpatient administration and leadership,3.94±0.65;social status,2.93±0.78;balance between family and work,4.02±0.59. Outpatient nursing staff’s job satisfaction is connected to age, educational background, labor properties and working tenure.3. Through the way of working time measurement, it takes2.71minutes to collect blood from one person; average service rate of the nursing staff in blood collection rooms is16.61. It takes to4.22minutes to inject one person and the average service rate of the nursing staff in the injection rooms is10.66. The administrators can allocate nursing staff in the outpatient injection room and blood collection room by employing patient’s attendance rate and queuing theory.4. The standard of the outpatient nursing allocation for every position is as followed: number of patients versus service guiders:(500～600)：1; number of patients in internal medicine department versus nurses in internal medicine department is (170～210)：1; number of patients in department of surgery versus nurses is (150～210)：1; number of patients in department of gynecology and obstetrics versus nurses is (100～150)：1; number of patients in department of pediatrics versus nurses is (90～120)：1; number of patients in department of stomatology versus nurses is (140～190)：1; number of patients in department of ophthalmology versus nurses is (100～150)：1; number of patients in E.N.T. department versus is (100～150)：1. Conclusion: leaders in hospital shall fundamentally highlight the work of outpatient nursing, improve nurses’ welfare conditions, perfect its allocation structure, reasonably allocate outpatient nurses and raise their job satisfaction to increase work efficiency and service quality. The method of allocating nursing staff in the outpatient injection room and blood collection room by employing patient’s attendance rate and queuing theory is easy and practical. By way of Delphi expert consultation method, this paper formed the standard about the allocations of clinical service guiders, and allocations in the department of main internal medicine, department of main surgery, department of gynecology and obstetrics,department of pediatrics,E.N.T. department, department of ophthalmology and department of stomatology and proved that this standard was subject to hospital’s specific and practical situation, offering reference and guidance value for outpatient nursing administrator.