| [Research Background]The important issue faced by the global nursing career has been the long-term and persistently-existing nursing shortage, which is already in a crisis level. At present, the nursing staff turnover has become a common problem in the world. And in our country, the nursing staff loss phenomenon is very serious, the loss number is increasing year by year, the loss channels continuously widened, the loss means exhibits a wide variety of features. The nursed lost in various ways. Influenced by many factors, the increased rate of nurse turnover is universal in medical health field, and it’s also one of the important reasons for nursing shortage. In addition, nurses with high turnover rate also causes in-service nursing staff dissatisfaction, and make more nursing staff has the intention to turnover; Most of the turnover nurses have a certain level of professional technique and clinical experience, After they left, even with the same amount of new nurses who will take their work on in the clinical position, they can’t quickly play their roles, This has brought great influence to the quality of clinical nursing and nursing management., Especially the higher turnover rate with the clinical nursing personnel loss, has affected the clinical nursing work engagement, and the frequent recruitment and training of new nurses has occupied nursing officer many hours of work and experience, which has increased the hospital management cost and labor cost, that’s why the high turnover rate of nursing personnel has become the imperative issue to nursing managers in clinical nursing field.[Objective]To understand the current hospital nurse turnover situation by a questionnaire survey, which conducted in a tertiary hospital in Shandong province in2009-2011, and to analyze its reasons and influence factors. On the basis of above, to explore the effective nursing management mode, and to provide evidence for improving human resources management level and stabilizing clinical nursing team.[Methods]This research selects237nurses as the research object from2009to2011in a tertiary hospital in Shandong province to understand the demographic data of turnover nurses using a questionnaire, which including sex, age, education, marital status, title, department, post position and so on, and to understand the main reason for turnover. Using descriptive analysis, chi-square test, Logistic regression analysis methods to analyze the basic situation of turnover nurses and judge the main factors affecting the turnover.[Results]There were237nurses leaving the hospital for a variety of reasons from2009to2011. The annual turnover rate is13.49%,5.74%,3.85%, respectively, which show a downward trend. Among them, the turnover rate in2010decreased more significantly than that in2009. Turnover rate of male nurses is13.92%, female accounted for86.08%, This maybe related to the fact that female nurses are the majority of clinical nurses, but tests showed that male nurse turnover rate is significantly higher than that of female nurses; The age and nursing age analysis showed that the majority of turnover nurses were in their21-30age, which accounted for90.72%, there were no turnover nurses in the over51years old, and the turnover rate show a downward trend along with the age, the nurses less than1years accounted for49.79%, the turnover rate of senior nurses was less than that of junior nurses; Among all the resigned nurses,199were with bachelor degree, accounting for83.97%;38were with associate degree, accounting for16.03%; the nurses with diploma and below education had no turnover. At the same time, the turnover rates of bachelor degree nurse are generally higher than the that of associate degree nurses each year; The nurse employment form and turnover rate analysis showed that nurse turnover of supernumerary recruitment account for88.61%; During2009-2011, the quit rate of supernumerary recruitment nurses were higher than those of formation nurses every year. Although the turnover rate of surgical nurses account for the highest proportion, the turnover rate of total ICU and operation room nurse were higher each year. According to the different characteristics of nurse turnover reason analysis, the main reasons for nurses turnover are taking care of their parents, couple separation, obtaining a post position and postgraduate degree. At the same time, the regression analysis results showed that supernumerary position, degrees, titles and family factors are the main influencing factors.[Conclusion]Through this research results, we can make the conclusion that:The hospital nursing turnover rate sample shows downtrend year after year from2009to2011, and the turnover rate decreased significantly in2010than that in2009; The male nurse turnover rate is significantly higher than that of female nurses; The turnover rate of older nurses and nurses with longer nursing age are significantly smaller than the younger and nurses with shorter nursing age; Supernumerary assistant nurses’turnover rate were significantly higher than the formally recruited nurses; The bachelor degrees nurses make the majority of total turnover nurses. The main reasons for nursing staff turnover were taking care of their parents, couple separation, obtaining a post position and postgraduate degree. The regression analysis results showed that supernumerary position, degrees, titles and family factors are the main influencing factors. In view of the above conclusion, based on the sample of hospital nursing staff turnover situation and the reason analysis, it puts forward the following suggestions: The hospital administrators should pay full attention to clinical nursing work, and consider first-line clinical work needs actually; Adhere to the guiding ideology of people-oriented, scientific based on the clinical practice, while the purpose are realizing the bed/nurse ratio standards, alleviating the nurse’s work pressure, and improving work efficiency.1The hospital administrators should pay full attention to clinical nursing work, and consider first-line clinical work needs, adhere to guiding ideology of people-oriented, and allocate human resources based on the clinical practice, understand the bed/nurse ratio standards in order to alleviate the nurse’s work pressure and improve work efficiency.2, establish and improve the nursing salary and bonus system, improve the supernumerary recruit nursing staff especially the senior personnel’s salary and bonus, decrease the income gap with the formal permanent nursing staffs, progressively achieve equal pay for equal work, to boost the supernumerary recruiting nurses’ working enthusiasm, stabilize the nursing team.3Strengthening humanistic care and occupation moral education, fully understanding the nurses, and caring for nursing personnel, providing a safe, joy, unity, progressive work atmosphere, and creating the harmonious interpersonal relationship. using incentive mechanism, giving timely encouragement and praise to nurses’ achievement, and actively carry out a variety of excellent activities, increase the clinical nurses’ occupation identity and sense of pride.4Strengthen the management of special high-risk departments, such as total ICU and operation room in hospital. Give special preferential policies to high risk departments from all aspects such as manpower, material resources, and financial resources. And actively improve the working environment, ensuring nursing safety, improve nursing staff salary.Strengthen the management of male nurses, fully aware of the male nurses" occupation advantages and disadvantages in clinical nursing work; pay attention to psychological counseling, correct occupation outlook and value outlook for male nurses. Give play to the characteristics of male nurses in physical quality, quick thinking, resolute working, to provide right environment for their work, and improve their salary and welfare gradually, arousing their work enthusiasm and creativity, so that they understand the nursing work value and the prospects for development, improving the stability in the nursing occupation.5Strengthen nurse education and training, improve nursing quality. Meet the multi-level needs, expand professional range,carry out stretch-out nursing service, to improve the quality of their own, stabilize the nursing team and improve the quality of nursing.6actively carry out high quality nursing service, to promote the process of nursing specialization. High quality nursing service activities increased patient satisfaction, improved nurse-patient relations, reduced the work stress of nurses, also promoted nurses’ understanding and love for nursing professional. The praise nurses obtained in the clinical work increased nurses’ occupation identity, so as to reduce their turnover intention. |
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