Study On The Loss Of Nursing Staff In Guangdong X Women And Children’s Hospital

The shortage and loss of hospital nursing staff is a common problems in China and even around the world.According to the "China’s medical and healthy development report 2015",the number of registered nurses in the country has reached 3.004 million by the end of 2014,with an average of 2.2 registered nurses per thousand people.However,this gap is still large than the international average,a serious shortage of nurses in China.Nursing staff shortages affected the clinical nursing work of the hospital,causes the decrease of the quality of medical and health services,the reduction of inpatients satisfaction,the death rate of inpatients,the increase of the incidence of nosocomial infection and medical errors and so on.According to the results of the large sample survey,the dimission rate separation rate of nursing staff in China was 10.2% to11.2%,and the willingness of in-service nurses was 56.94%.Nursing staff shortage,nurses dimission rate increased year by year,it affects the development and construction of hospital nursing team,the training of excellent nursing personnel and the working quality of clinical nursing,and the hospital frequently recruit new nurses,training new nurses,nurses leave procedures,it takes a lot of time and experience for nursing managers and human resource managers,results in waste of human costs.At the same time,the loss of nursing personnel causes unstable work of nursing staff,the nurses are dissatisfied with the management of the hospital,and they are not satisfied with the work,and the clinical nurses are willing to leave the job.From 2010 to 2015,Guangdong X Women and Children’s Hospital has about 45-55 nurses resign each year,accounting for 3.22%-4.90% in the total number of nursing staff,in 2016,the year a total of 97 clinical nurses to resign,accounting for 7.45% of the total number of nurses,accounting for 54%of the total and partial resigned,and the trend has increased year by year.In order to the further understanding of the loss of nursing staff in the Guangdong X Women and Children’s Hospital,this study analyzes the reasons and influencing factors of the resignation of the departing personnel and the investigation of the turnover intention and job satisfaction of the serving nurses,and analyzes the turnover intention and job satisfaction,To find the cause of the loss of nurses and the main factors affecting the departure of nurses factors,Suggest improvements to the nursing manager,and reduce the unnecessary loss of nursing staff.Taking the nursing staff of Guangdong X Women and Children’s Hospital as the research object,analysis from 2010 to June 2017 nursing staff’s departure,on-the-job nurses as the control group,analyzing the main factors influencing the nursing staff departures.A total of 316 nurses were surveyed by the stratified random sampling method,and the job satisfaction and turnoverintention of the nursing staff were compared the differences with the nurses’ job satisfaction scale(MMSS)and the turnover intention questionnaire(TIQ)to explore the relevant factors.The loss of nurses in Guangdong X Women and Children’s Hospital has been increasing year by year.The main influencing factors are family factors,stress factors and treatment factors.The high-risk groups who have left their posts are not junior college education,people in 25-30 and 30-40 years old,low title nursing staff.Nurses are willing to leave the job,dissatisfied with job satisfaction,especially for scheduling and benefits are not satisfied with the two.Turnover intention and job satisfaction are negatively correlated.So the lower the job satisfaction,the higher the willingness to leave.According to the analysis results,here are several suggestions.Make full use of human resources related theory to solve the practical problems of the loss of hospital nurses,through the reasonable arrangement of night work to achieve full incentive mechanism;use the iceberg model and flexible deployment of human resources through the staff to ease the work pressure,shorten the bonus gap;use psychological contract theory to achieve the common development of hospitals and individuals;improve organizational commitment to achieve career management;increase the humanization concern,narrow the establishment difference,and maintain the high academic talents.