Analysis On Human Resource Status And Influencing Factors Of On-the-job Turnover Intention In A Top-three Hospital In Guizhou Province

Objectives:To understand the current situation of human resources and the turnover of personnel and turnover intention in a top shree hospital in Guizhou Province,and to analyze the factors affecting the turnover of human resources and the operational effects of the management mechanism,to put forward the corresponding countermeasures to prevent and control the brain drain in hospitals,so as to optimize the structure of human resources management in hospitals,improve the management environment in hospitals,and enhance the satisfaction of staff,finally,the goal of stabilizing and reducing the brain drain and attracting talents is achieved.Methods:Use a questionnaire method to conduct a census of a top three hospital in Guizhou Province to understand the current status of health human resource allocation in a top three hospital in Guizhou Province.Through the form of questionnaires,sample surveys are conducted on the on-the-job personnel to understand and analyze the surveyed personnel's willingness to resign and the reasons that affect the resignation.Descriptive statistical methods were used to analyze staff onboarding,turnover and turnover status,and X~2 single factor analysis was used to analyze differences in staff turnover and staff turnover intentions in different years.Results:By the end of 2018,there were 1829 employees in the investigated institutions.Among them,539(29.5%)were male and 1290(70.5%)were female.882(48.2%)of them were in the age group of 30 and below.There are 1171(64.0%)on-the-job personnel with undergraduate degree and 64(3.5%)with graduate or above degree.752(41.4%)of the staff with the title of junior or below accounted for the largest proportion.There were 1460(79.9%)health technicians on duty.According to the professional distribution of on-the-job personnel,the most on-the-job personnel are nursing and clinical specialty,with 894 and 445 on-the-job personnel respectively,accounting for 73.8%of the total.76.9%of the on-the-job employees were recruited through social recruitment.According to the distribution of on-the-job personnel,there are only 719(39.3%)on the job and 1104(60.4%)off the job.The inflow from 2014 to 2018 was 192(23.8%)for men and 616(76.2%)for women.The inflow was concentrated in the age group of 30 and below,696(86.1%).During 2015-2018,the proportion of people aged 30 and below entering the country is increasing.The inflow was concentrated in undergraduate education,with a total of364(45.1%)people,while the inflow of graduate education was less,with 36(4.5%)people,and there was a slow downward trend in 2014-2018.Most of the inflow were concentrated below the primary level,with 524(64.9%)inflow.The inflow was mostly health technical personnel,689(85.3%)in total.The outflow from 2014 to2018 was 58(22.8%)for men and 196(77.2%)for women.During 2016-2018,the proportion of male outflow is increasing,while the proportion of female outflow is decreasing.There were 117(46.1%)outflow persons aged 30 and below.The outflow was concentrated in 161(63.4%)people with college degree.The highest number of people leaving is below junior level,157(61.8)people leaving.There were 165(65%)outflows due to resignations,followed by retirees,with a total of 88(34.6%)outflows.322(30.4%)of the respondents had intention to leave,and 736(69.6%)had no intention to leave.There are 793(75%)people who have colleagues left,while only132(12.5%)people who have no colleagues left.From the perspective of the satisfaction of the employees,they are less satisfied with the salary,professional title evaluation,advanced study policy,performance evaluation,personnel selection and employment mechanism,and work environment.The employees who are very satisfied with the work are all less than 6%,and the employees who are satisfied are all less than 35%.Among the respondents,638(60.3%)think that the low income is an important factor affecting the turnover,followed by 556(52.6%)think that the employees Stress is an important factor.Age,education level,major,title,length of service and income had statistical significance(P<0.05).Conclusions:1.The number of on-the-job personnel in a top three hospital in Guizhou Province is insufficient,the academic structure is unreasonable,and the number of highly educated personnel is small.2.The inflow and outflow personnel of a top three hospital in Guizhou Province showed a trend of youth,and the proportion of inflow and outflow personnel aged 25and below showed an upward trend.3.The proportion of the outflow and inflow personnel from a top three hospital in Guizhou Province with low professional title,low wage level and short working age is large.4.A top three hospital in Guizhou Province shows that low income level and high work pressure are the main problems existing at present,as well as the main factors affecting the resignation,and the income level is the main problem of reemployment.5.A top three hospital in Guizhou Province showed that they were young,educated and willing to leave;their positions and wages were low,their working years were short and their willingness to leave was high.6.A survey of three top hospitals in Guizhou Province showed that the lower the satisfaction of salary,professional title evaluation,further education policy,performance evaluation,personnel selection and employment mechanism and working environment,the higher the turnover intention.