广东省三级医院护理人力资源配置现状及对策研究

目的 了解广东省三级医院护 理人力资源的配置现状,探讨更合理的配置对策。方法 自行设计问卷,对广东省21个地市的76所三级医院护理人力资源数量、护理人力资源内部结构、人员流失、支持保障系统情况等现状进行研究分析。结果 8所（13.33%）医院未成立临床支持中心; 23所（38.33%）医院普通病房实际床位总数与普通病房护士总数比不达标;职业性别比例严重失衡,男性仅占2.61%;34岁及以下护士占76.38%;大专及以下学历占78.61%;高级职称占4.65%;近年离职比由3.62%上升至5.08%。结论 广东省三级医院护理人员非护理工作负担较重;人力资源总量相对不足,队伍结构欠合理;护士人力流失逐年增加。建议优化三级医院护理人力配置,重视临床服务指标,建立并完善后勤保障系统,积极开展护士岗位改革等是适应社会高速发展需求和护理学科专业化的重要举措。

Nursing Human Resources Allocation and Countermeasures in Grade Three Hospitals in Guangdong Province

Objective To understand the status of nursing human resources allocation in grade three hospitals in Guangdong Province, to explore a more reasonable allocation strategies. Methods Using a self-designed questionnaire, nursing human resources quantity to analyze the nursing human resource internal structure, staff turnover in 76 grade three hospitals in 21 cities in Guangdong Province. Results 8(13.33%) hospitals have not established clinical support center. Nurses and common ward beds ratio in 23 (38.33%) hospitals the do not reach the standard. There was ccupational sex ratio imbalance, with men only accounting for 2.61%. Nurses aged 34 and below accounted for 76.38%. Nurses graduated from college and below accounted for 78.61%. Senior titles accounted for 4.65%. In recent years, turnover ratio increased from 3.62% to 5.08%. Conclusion Non nursing work burden of the nursing staff in three grade hospital Guangdong Province is heavier. There is a relative insufficiency of the total amount of human resources. Personnel structure is not reasonable, and the nurse human loss increases year by year. It is suggested to optimize human resource allocation in the grade three hospitals, to pay more attention to the clinical service, to establish and improve the logistics system, and to actively carry out nurse post reform. All the suggestions above are important initiatives to adapt to social development needs and nursing professionalization.