The Research Of Nursing Human Resource Management Based On Psychological Contract Theory

With the rapid development of society, people's health awareness and the demands for health are increasing, at the same time, the requirements for nursing services are more and more. High quality care services need a high-quality nursing human resource team, and the care quality of human resources improved depends largely on the nursing human resources management. Nursing human resources is an important part of the hospital's core competitiveness. With deepening reforming and advancing of the hospital, nursing human resources management is increasing being valued by hospital's manager, it is a major issue the nursing administrators faced to.At the same time, the high turnover rate of nursing personnel is a common worldwide problem, it's resulting in a shortage of nurses and the decline in quality of care. Poor quality of human resources management is one of the main factors about nursing staff's loss. Raising the level of nursing human resources management to attract and retain nurses,maintain nursing productivity has become a top priority of the current health system care managers. Psychological contract's stady is a hot topic in the current Western organizational behavior and human resource management. It represents a kind of informal, non-written, implicit contractual relationship. The research results show that: psychological contract is a medicine of human resources management. Psychological contract is broken leading to staff dissatisfaction, complaints, or even leaving. Therefore, the construction of good psychological contract between the organization and staff is an important task of human resource management organization. In recent years, with the emergence of contract nurses, so that nurse's mobility is increasing.In such cases, traditional labor contract has failed to work effectively to retain good nursing personnel. The managers are bound to understand the psychological needs of nurse and maintain a dynamic balance of the "psychological contract", only in this way can make the nurses are effective, long-term services for the hospital's development.Therefore, researching nursing human resources management from the perspective of psychological contract has important practical significance.Objective:Research on the psychological contract abroad began in the 20th century 60s, but until the 20th century 90s domestic psychological contract scholars began to concern, and more research concentrated on enterprises, banks, schools and other areas, there are extremely small research, lacking of research-based and evidence-based research, in the medical field. Fu-Rong Chen studied the psychological contract of nurses in 2007, and she developed a psychological contract questionnaire for domestic nurse, which paved the way for my study.Original intention to write this article is to explore the current problems in nursing management based on psychological contract theory, and targeted a solution, so that the hospitals and nurses can continuously solve the existing problems in accordance with the requirements of the hospital and understand tacit to each other, which can reduce the psychological contract violation behavior dued to the inadequate information or the different knowledge on the information and improve nurses'job satisfaction,sense of belonging, so nurses can consciously increase job involvement.Methods:In this article, psychological contract theory will be applied to nursing human resources management according to the characteristics and needs of nurses.In order to provide some ideas for our human resources management,the correlation between psychological contract level and human resource management satisfaction level of the nursing staff will be identified and the regression equation model will be builded. In this study, theoretical analysis and questionnaire survey are combined, theoretical analysis, on the one hand, it is to elaborate the concept,type,dimensions,breach and the theoretical basis of psychological contract based on related literature; on the other hand, it is a review about the status and development of nursing human resources management;Questionnaire survey is investigating nurses by nursing psychological contract questionnaire and nurse human resources management satisfaction questionnaire, then analyzing survey results to identify the correlation between psychological contract level and human resource management satisfaction level of the nursing staff and create the regression model between psychological contract of various dimensions (real responsibility , team responsibility, the development of responsibility) and the Nursing satisfaction factors (recruitment, training, pay, promotion, performance appraisal, self-worth achieving - Career Planning).Nurses (work more than 1 year, Less than 20 years) of five major hospitals in ChangChun, Jilin Province were studied in this study. Estimated 500 questionnaires, 467 questionnaires were actually dispensed, recovered 450, the recovery rate was 96.3%, there are 417 effective questionnaires, the effective rate was 89.2%. Using Excel office software and Spss13.0 statistical software analyze data. Applying general statistical description, scale analysis, factor analysis, one-dimensional analysis of variance, correlation analysis, multiple linear regression analysis, the homogeneity testing and statistical methods.Results:The results showed: (1)In the various dimensions of psychological contract, the nurse's responsibility scores were higher than the scores of the hospital's responsibility, the hospital's actual responsibility was the lowest score, the highest score was team responsibilities of nurse. (2) Position, working methods, work experience, monthly income are the main factors affecting the hospital's responsibility; working methods,income,job,position,work experience,age are the main factors affecting the nurse's responsibility. (3) The hospital's development responsibility and hospital's reality responsibility have the greatest impact strength to the recruiting commitment; hospital's development responsibility,team responsibility and nurse's team responsibility certainly affect largest nurse's self-worth; Hospital's real responsibility and development responsibility have the maximum intensity to the Pay satisfaction of nurses; Hospital's team responsibility and development responsibility have the greatest impact on nurse's assessment satisfaction; Hospital's development responsibility has the greatest intensity to the nurse's promotion satisfaction; Hospital's development responsibility ,team responsibility and nurse's responsibility have the greatest intensity to the satisfaction of nursing education; Hospital's development responsibility has the greatest impact on overall satisfaction; (4) Monthly income, working methods, functions are related to the levels of psychological contract and nursing manpower management satisfaction.Conclusions: the higher the Monthly income, position, title, the higher levels of psychological contract for nurses, also the higher nursing satisfaction with human resources; in preparing the nurse's psychological contract higher level than contract nurses, their nursing satisfaction with human resource management higher than contract nurses;the higher levels of psychological contract for nurses, the higher nursing human resources management satisfaction; hospital responsibility is major factor affecting nursing satisfaction with human resources management.Finally, on the basis of the findings, specific nursing human resources management programs were put forward from the side of recruitment management, training management, performance management, compensation management and career management.