A Study Of The Current States Of Nursing Human Resource In Second-class And Upwards Hospital Of Xinjiang

Object: research the allocation and structure of the nursing human resource and nati--on distribution, losing,nurse job and non-nursing work; analyses the relation of nursing human resource with nurse job satisfaction and ran off, provide a theoretical basis for us--ing rational of the nursing human. Method:(1) Use the Lorenz curve and Gini coefficient to analyze distribute situatio-ns of geography and population of nursing human resources in Xinjiang.(2) Using stratifi--ed randomization on select 61 second-class and upwards hospital of 13 states in xinjiang from 114 hospitals to investigate use questionnaires. (3) Send questionnaires to 61 hospitals'nurse-department, include allocation, structure, ran off. (4)System select 3-4 clinical offices to send questionnaires to all the register nurses include nurse ordinary, nurse job and non-nursing work, job satisfaction and turnover intension. Result:(1) The balanced allocation of manpower resources by population is optimized, but there is not clearly allocation by area. (2) The average doctor-nurse ratio and nurse/bed ratio of bed number>500 is lower than authorize standard of Ministry of Public Health. (3) The proportion of nursing staff in age<25 is most; academic lever: secondary specialty is 48.82%, follower is tertiary, under grate is 8.93%; professional tittles: nurse is 40.83%, second is primary nurse,and director primary only 3.07%; employ nurse is 39.72% in all the nurse staff. (4) High academic of tertiary hospitals is more than secondary hospital, the biggest age of tertiary hospitals is 25-34 and seconddary hospital is <25, professional tittles of all hospitals is same; academic and tittles of regular staff ration is higher than employ staff. (5) Non-clinical nurse ration is 8.6%, tertiary hospitals non-clinical ration is smaller than secondary hospital; age and tittles of clinical is lower than non-clinical staff, they are not different in academic lever. (6) Minority nurse is 30.8%, secondary hospital is higher than tertiary hospitals, employ minority nurses are more than regulars; (7) Run off of nurse is rise in three years, secondary hospital is serial than tertiary hospitals, run off rations of 25-45 age and tertiary and primary nurse is most, the way of ran off is resign, change post and transfer from first to thirt. (8) hospitals ration of not make promote tittles, add payment,basic safety razor,holiday,sign contract is follower:29.51%,18.03%,14.75%,13.11%,9.84%. second-class and upwards hospital is not difference. (9) In a recently work day, actual time more than the schedule and nurse of up 50% to do non-nursing woks, cleaning is most of spent time, next is stransport pations. (10) Job satisfaction:Very satisfied is 10.28%, very no-satisfied is 11.40%. In 2393 nurses, high academic lever is lower than low academic, high professional tittles are better than lower tittles, and regular nurses are better than employ, Han national is lower than minority nationality. Lowest satisfied is payment. Persons develop chance, job arranges, payment and occupation positin, Han national is lower than minority nationality.11.5% nursse will leave post. (11) Job satisfaction is significant relationship with nurses'age, length of service, marital status, where the department, education level, workers of the nature and ethnic.Nurse turnover intention be relation with payment, retire-help, persons develop chance and occupation position. Affect the factors of nurse turnover intention is the degree, income and personal progress and frequency of referral arrangements. Conclusion:(1) The balanced allocation of manpower resources by area is not optimized. (2) Nurse staff is not enough, tertiary hospitals, big bed scale hospitals and minority nationality are spatially. (3) Nurse structure is irrational and ration of yang is too big and high academic nurse is low. (4) Ration of academic and tittles is small in employ nurse. (5) Non-clinical nurse ration is too big. (6) Loss of nurse is improving intention, high academic and employ nurse is easier to lose. (7) Clinical nurse work-time is too long and non-nursing woks is prevolent. Job satisfaction is too low, spatially, high academic and primary tittles and employ nurses. (8) Nurse turnover intention are upright, relation with payment, retire-help, persons develop, and occupation position. Turnover intention in clinical nurses are more serial, payment is first of promote turnover. Affect the factors of nurse turnover intention are the high degree, lower income and personal progress and more frequency of referral arrangements.