Analysis On The Current Situation And Reason Of Brain Drain In Third-grade Public Hospitals In Hangzhou

Aims:To analyze the present situation of brain drain of the third-grade public hospitals in Hangzhou,based on the situation of brain drain from 2006 to 2015 of 4 third-grade public hospitals,analyze the current situation of brain drain,drain loss characteristics,development trend,explore the main reasons of the hospital brain drain through the interview,which can be basis of effective measures on brain drain for health administrative departments and hospital managers and can improve the situation of brain drain of the third-grade public hospitals in Hangzhou effectively,enhance the third-grade public hospitals in Hangzhou to obtain more powerful core competitiveness in the field of medical services in future and provide the solid foundation for the Hangzhou health industry stability and sustainable development and the reference case for the other large hospital or health organization.Methods:The research begins from the information access and analysis.There are three main ways to obtain information which are literature review,institutions investigation and in-depth interviews with key informants.Through the study of relevant literature,to understand the current situation of China's health industry brain drain and have a more comprehensive picture on it.Through the targeted institution questionnaire,four third-grade public hospitals' data about brain drain were collected,including the number,gender,age,education,professional title,work experience,job category,leaving time,leaving mode and etc.Make the outline of the interview and make interviews with the relevant personnel in deep,including the key insider of the health administrative departments,the hospital personnel department managers and some staff already left.Through the comprehensive induction method,analyze and summarize the reasons beyond the letter of resignation deeply.The database is built through the data collected from questionnaire.According to the different data types,analyze the present situation of brain drain through descriptive analysis,comparative analysis,and t test,chi-square test,Mann-Whitney test and other statistical methods by using Microsoft Excel 2010 and SPSS 19 statistical analysis software.Results:From 2006 to 2015,4 hospitals lost about 586 people in total.According to the statistical analysis,it was found that the number of brain drain of third-grade public hospitals in Hangzhou was increasing along with the years.The loss of female personnel is higher than that of men,which is 2.39 times that of men.The number of people aged 35 and below accounted for 74.07%of the total loss and as the age increased the more reluctant to leave the current job.Undergraduate and above accounted for 83.11%of the loss,indicating the brain drain with the trend of high academic development.The junior and medium grade professional title staff occupied the highest proportion,accounting for 84.48%,showing the trend that the demission rate has reduced along with the title level up.The demission rate of the staff whose service time is less than five years is the highest,followed by that whose service time is between six and 10 years,accounting for 65.87%of the both,showing the trend that the demission rate has reduced along with the increase of working years.The highest proportion of the loss is nursing staff,accounting for 47.87%,followed by doctors,accounting for 41.98%of the total.The loss of nursing staff is 23.3 times the number of medical personnel lost,9.66 times the number of pharmaceutical personnel lost,14.74 times the number of administrative and other personnel lost.Brain drain through resignation accounted for 88.74%of the total loss,indicating that resignation has become the most important way of brain drain in public hospitals.Further analysis showed that gender differences in age,working years,job categories,title,education.There were differences in job title,education background,age and working age among different job categories.The number,gender,education,work experience,way of talent loss comparison between 5 years before and 5 years after were statistically significant(P<0.05);but in age,title,position,there were no statistical differences(P>0.05).Different hospital turnover quantity,degree and way of the loss of talent in the talent,the differences were statistically significant(P<0.05);but in gender,age,tifle,position,working years,there were no statistical differences(P>0.05).According to the analysis of the interview results,the reasons for the brain drain are complex and vary from person to person.Conclusions:With the years going,the brain drain is becoming more and more active.The demission rate of female is higher than that of male,which may be related to the demission of nursing staff.With the growth of the age,the staff demission rate has declined,young employees tend to replace the work of a new attempt.Bachelor degree or above,a serious loss of talent,brain drain showed a high degree of education trends.It is associated with a growing number of medical staff to switch to provincial hospitals or other better platform.The demission rate of junior and medium grade professional title is higher than that of senior professional title.The staff of shorter working age shows higher demission rate,which is related to the brain drain of young medical staff.Nursing staff demission rate is highest,followed by clinicians.Resignation is the most important way of brain drain.According to the results of the interview,under the social environment of diversified development of health service,the reasons of brain drain are complex and vary,which are often the superposition effect of many factors.There are three main factors,namely,social factors such as social security,practice environment,social diversification and so on,organizational factors such as remuneration,development prospect,working environment,institutional fairness and so on,and personal factors such as working life pressure,the pursuit of self realization,marriage and so on.