| Nursing human resources is a vital component in the system of health humanresources. The quality of health services, the development of the health system andthe level of health needs and demand, and the utilization efficiency of the entire healthsystem were affected by nursing human resources allocation reasonable or not. Thehealth administrative departments have attached great importance to the problem. Andwhich clinical first-line nurse manpower shortage is one of the outstanding problemsin current.Also it’s the object of nursing human resources management research.This research object is the28hospitals department of gynecology and obstetricsnurses in Shijiazhuang city, the content include: The general situation of theinvestigation object, nursing job satisfaction questionnaire (NJSQ). The aims of thisstudy were to determine the status of hospital department of gynecology andobstetrics nursing (including nurses and midwives) personnel structure presentsituation and job satisfaction situation, to understand the hospital manager’s viewsand demand about nursing human resources and nursing work. Analysis thedifferences between the managers and the nursing staff, and settle a foundation forexploring the specific nursing human resources.A total of1110valid questionnaires were obtained. The nursing job satisfactionis medium level, with an average of164.387±21.776, minimum score of76,maximum score of229. Among which the factor of the aspect of hospital managementwas the lowest, with an average of2.452±0.873, followed by the welfare&income.The excellent rating went to the factors of family support&colleagues relationship,which was3.576±0.365.Significant differences were found in the total NJSQ’s score assessmentaccording to factors, such as practicing years, employment contracts, night shift, postand rank, average income, and so on.In the perspective of managers, most managers think department of gynecologyand obstetrics nursing personnel allocation is not reasonable, the total number ofnursing staff and ward nursing personnel quantity were too low. The vast majority ofhospital director and head of the nursing department all think that clinical need higherdegree of nursing personnel. The hospital director and head of the nursing department had a different opinion on nursing staff welfare and treatment.Viewpoints with hospital managers about the low score of NJSQ were: theinfluence of the current social situation,; Manager’s wrong ideas; Nursing humanresource was shortage; Bonus distribution system.Strategies of improving and developing nursing staff satisfaction: The nationalbasic support; Improve hospital managements on nursing work attention degree;Formulate relevant welfare measures; Train nurses with motivation of loving nursingtask and hospital.Improving hospital nursing human resources present situation countermeasure:Advocate participation in the management; Occupation career planning of nursingstaff and improving performance management; job rotation system; create a goodworking atmosphere and working environment; Establishing a standardized trainingsystem; use compassionate leadership management style; using parallel promotionway; increase the professional identity; promote the hospital ’s reputation, helpnursing staff to retain and attract more nursing staff. |
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