Research On Allocation And Flowing Situation Of Nursing Human Resources Of A Third-grade Class-A Hospital In Shanghai

Nurse human resources as an important part of health resources, determines the quality of hospital care, patient satisfaction and competitiveness of medical institutions. Meanwhile, shortage of nurses and higher turnover problem influence the capacity improvement and structure optimization of nurse manpower.Objective:In order to find solutions to optimize nurse human resources structure, to improve nurse satisfaction and to reduce turnover rate, the nurse human resources structure, turnover characteristics, nurses’job satisfaction and turnover intention analysis of a grade A general hospital are studied.Methods:Conducted by sampling questionnaire survey on the status of nurse human resources and turnover intention and satisfaction, using statistical methods, combine with the present existing literature to do the analysis.Results:1.Number of nurse in recent 5 years is increasing, the annual average growth rate of 1.22%, while the volume and hospital outpatient and emergency surgical volume average annual growth rate reached 13.95%and 6.20%. The early primary and junior dominated nurse titles configuration structure,for more than 96%; 2013, for example, tertiary education qualifications structure dominated, accounting for 61.03%, accounting for 27.94% secondary education, undergraduate education only to 10.74%, and the relatively slow growth in the past five years; structure of employees working years,3-5 years and 5-10 years, the proportion of decreasing the number of 3-5 years nurse dropped 18.8 percent from 2009 to 2013 of 7.31%. At the same time the total amount and quality of published papers nurses are improved, the number of participants training is increasing year by year.2.1n the last five years, the hospital nurse staff turnover rate reached 22.61%, the overall turnover rate reached 49.73%, the net inflow rate is 4.50%; college-based graduates nurses accounts for more than 90%,, increased from 76.92% to 90.91%. It is 10.46% annual increase of the number of leaving nurses, leaving people with early primary titles mainly in 2013 accounted for 66.67%; undergraduate and college-based education reached 33.33% and 31.69% in 2013. The number of nurses working for 1-3 years 3-5 years leaving the highest proportion in 2013 reached 42.38%and 23.84%, the flow rate is as high as 82.35% and 42.35%. 3. According to the questionnaire, the results shows accessing to external jobopportunities is 73.34%; looking external motivation reaches 60.63%; possibility of demission occupies 59%. For the satisfaction survey, the overall satisfaction rate is 3.07, and is not satisfied. Eight satisfaction influence factors sorted by standard values are:relationships with colleagues is 74.16%,60.71% for working to be recognized, 57.53% represents for work load, personal development and growth accounts for 56.01%, domestic work balance 55.16%,54.28%, and wages and benefits administration is 53.15%. Via statistical methods analysis, education, work experience and marital status showed a significant correlation with turnover intention.Conclusion:1.The nurse human resources structure of the hospital is not optimistic. Nurse numbers greatly improved in recent years, compared to the growth of hospital outpatient and surgical volume, it still has some gaps; For title structure, the proportion of intermediate and senior titles is seriously low, early primary title is quite high; For academic structure, it has been optimized and improved, from secondary education to college-based education, but the proportion of undergraduate education is relatively low; From work experience structural point of view, there are obvious weak for nurses working 3-5 years; meanwhile, nurses working 5-10 years decades.. The hospital must pay attention to nurse human resource structure adjustment, improve the quantity and quality of nurse human recourse, and provide more career development.2. Hospital nurse human resources in recent years is relatively high turnover, turnover rate of over 22%, much higher than the rest of general hospitals. The structure of education, undergraduate and master’s degree turnover rate is high and with an annual increase trend, indicates that these qualifications for hospital nurses’job satisfaction is low; the structure of working time,3-5 years is very high.3. Survey shows that the higher turnover intention and low satisfaction rates in hospital. Access to the outside possibility is high; hospital nurse group is in an unstable state. This study reveals the hospital nurse staff currently have the following questions:1) turnover intentions of nurse with undergraduate is high; 2) nurses worked for more than fifteen years have high turnover intention; 3) the willingness to leave has linear correlation with satisfaction, there are three factors (income benefits, management and work to be recognized) have a greater impact on turnover intention.