| Objective: To Study the nursing human resource distribution of Township Health Centers(THCs) in Hebei Province and probe into the problems of nursing human resource of township health centers and analyze the possible solution. To provide strategic basis for the health care administration to make reasonable program and reform the primary health organization in nursing filed, therefore to build a high quality primary nursing staffs.Methods: The researchers were trained to investigate the 125 THCs as objects with stratified sampling.The content of questionnaire includes: Part One: the questionnaire of current status of nursing contingent of THCs in Hebei province which includes:①structure of township health centers,②remuneration of nurses,③new recruiters,④recruitment plan; Part Two: the questionnaire of current status of nurses of central township health centers in Hebei province:①personal information,②employing and paying,③professional training,④nursing research and papers,⑤job satisfaction,⑥the problem and suggestion. After the data had been collected and coded, all the data was inputed into computer to set up a database which was analyzed by SPSS13.0 statistical package.Results:1 Questionarie on the delevering and returning situation: from January to April 2010, 125 questionnaires were delevered to THCs with 112 returned, the rate was 89.60%. Among them, 15 invalid questionaries were given up, and there were 97 valid questionnaires, the effective rate was 86.61%. 520 nurses were investigated, among whom 454 questionaries were sent back, the rate was 87.31%. 75 invalid questionaries were given up, and there were still 379 questionaries, the effective rate was 83.48%. 2 The dissatisfied distribution of nurse: There were 86 THCs in which the ratio between sick-beds and nurses was lower than 1:0.4, in other words 88.66% THCs did not came up to the standards in nurseing distribution. 119 nurses who acounted for 31.40%,did not have nursing credentials. 298 nurses whose major is nursing acounted for 78.63% , clinical medical 15.30% , while nurses without professional learning experience acounted for 6.07%.3 Slightly more nurses were without a technical post: there were 100 no technical post nurses who accounted for 26.39%, while junior nurses was 49.34%,senior nurses 20.05%, charge nurses 4.22% of the 379 nurses.The technical post was of inferrior ones, and the senior professional titles was lack.4 Nursing managers'education and technical post background: there are 3(3.19%) nursing managers who got a bachelor's degree among the 94 samples; 26(27.66%) with college deploma and 55(58.51%) graduated from technical nursing school, on the other hand, there are 10 (10.64) nursing managers without any deploma. Among the investagted samples, there are 10(10.64%) nursing managers who got a middle level of technical post, and 41(43.62%) with primary technical post, with 38(40.43%) junior technical post, and 5 (5.32%) nursing managers without any technicla post.5 Low welfare and remuneration: the average of formal nurses'monthly income was 1182.93 RMB,while that of contract nurses was 880.95 RMB,temporary nursing staff was 707.88 RMB. They were all below the average monthly income of health proffessional staff in our province. The welfare and remuneration were commonly under the secondary and third level hospitals.The temporary nursing staffs'salary were below those of the formal nurses'and contract nurses.6 Lack of the chance of training:there were 137 nurses who attended general nurse training, which accounted for 36.15%, while 25.07% of all nurses attended community nursing training. 166 nurses who acounted for 43.80% in all of nurses took part in the training held by the country health organization. 19.79% nurses took part in the training held by the municipal health organization,while 0.79% nurses attende in the organization of province.Lack of the chance of advanced studies: 76 nurses , which acounted for 20.05% who studied further in country hospitals. 15 nurses went to hospitals in cityhospitals.The proportion of nurses who could went to the hospital of province for studing further more was only 1,0.26%. The nurses who have never taken part in training or further studying were 140 people, which were 36.94% of the total sample.The influencing factors were mainly funds (63.3%), limited staff number of nurses(51.5%), lack of time and engergy (40.6%) , hard to obtained the valid information(40.1%), lack of the atmosphere of learning(37.2%), no support from family or the head of THCs (33.0%), and there only a bit of people were not intrested in studying or others.7 Huge place of improvement in the abilities of scientific research and writing professional essays : The problem of low ability of nurses in THCs to make scientific research and write professional essays is serious. Only 25 nurses who had published their papers and 3 nurses who had their scientific study projects. The mainly influencing factors were short of the helping of professinal tutors (72.6%), the weak foundation (53.8%), no time because of busy work(50.1%), little chance of engaging in advanced studies and training(30.9%).8 Gengral lower job satisfaction of THCs nurses: Scored from low to high were welfare and salary 2.43±1.119;work load 2.49±0.729;work condition 2.55±0.860;promoting to a higher office 2.57±0.944;wages 2.58±1.110;working surroundings2.79±0.949;adoptting the suggestion 3.26±0.989;approving of leadship 3.32±0.909;bringing ones'abilities into play 3.35±0.923;the significance of working 3.69±0.865;the relationship of colleague 3.97±0.745.There was no significant difference in job satisfaction between the group of formal and contract nurses (P>0.05).But the job satisfaction of formal nurses significantly differ from the temporary nursing staff (P<0.05),the same as the difference of job satisfaction between contract nurses and the temporary nursing staff (P<0.05).Conclusions:1 The low quantity and low educational background in nursing staffs was hard to meet the increasing population in countryside: the distribustion of nurses in THCs was insufficient.2 The nurses without technical secondary school education and nurses who had no technical post accounted for a great part of proportion. The nurses with high educational background and high technical post were quite rare. These seriously hold back the THCs from developing.3 There is huge space to improve the level of nursing manager: Nursing managers's technical post were on primary level, and their education background were mainly of technical secondary schools, therefore these would hinder the qaulity of nursing management, distribution of nursing resourses and thus the bedside nursing quality.4 Job satisfaction of THCs nurses has yet to be proved: The job satisfaction of nurses in THCs was affected with lower salary, lower welfare, bad condition and other aspects, which indirectly resulted in nurses lost, as a result deficiency of nurses is predicted. Encouragement from nursing managers may work to solve the problem.5 Continous Education (CE) level need to be improved in THCs: The current situation of continuing education and scientific nursing research in THCs directly influenced the nursing quality in THCs. So nursing managers and the leaders of health authorities should take systematic improvement in nurses'CE.6 The level of nursing research and paper writing ability of THCs's nurses need to improve. Performing reasearch could improve the theratial and preactical knowledge level of nurses, and thus help nurses to discover clinical problems and solve them. So, it is of great necessasity to offer the THCs nurses opportunity of performing clinial research and writing articals. 7 Dersire to turnover in THCs nurses were much more than normal: 77% of sample nures have turnover desire, and with lower job satisfaction than those without desire of turnover. This makes the nursing staffs stay in a unstable status. Thus, it should be of nursing administer's concern.
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