民營醫院護士流失原因及對策的探討

工商管理論文編號:GS129  論文字數:9546,頁數:10，有開題報告
目　　錄

摘要 1
關鍵詞 1
引言 1
1緒論 2
　1.1護士流失現狀 2
　1.2護士流失對民營醫院造成的影響 2
2民營醫院護士流失的原因分析 3
 2.1個人原因 3
 2.1.1護士工作壓力大，待遇低 3
 2.1.2護士缺少職業自豪感和安全感 3
 2.1.3護士自身素質的滑坡和護理管理及護理教育的滯后 3
 2.2醫院原因 4
　2.2.1醫院管理者對護理隊伍的重視不夠 4
　2.2.2同工不同酬 5
　2.2.3工作環境原因 5
 2.3社會原因 5
3防止民營醫院護士流失的對策 6
　3.1加強護士的規范化管理 6
　3.2加強護理隊伍文化建設，增強團隊凝聚力 6
　3.3嚴格準入制，擇優選拔 6
　3.4吸引優秀人才 6
　3.5營造良好的社會環境 7
4結論 7
參考文獻 8
致謝 8

民營醫院護士流失原因及對策的探討
 —以貴陽長江醫院為例

 摘要：本文通過調查民營醫院護士的職業心理狀態,分析和找出護士流失的原因,以便采取有針對性的措施。抽樣問卷調查貴陽長江醫院107名護士的結果顯示:臨床護士普遍存在著“身心疲勞”、“缺乏理解和尊重”、“事業無發展前途”、“職業滿意度低”、“再擇業傾向大”等職業心理問題,潛在的流失傾向很大。本文針對上述存在問題進行分析提出對策: 加強護士的規范化管理、加強護理隊伍文化建設、擇優選拔、引優秀人才、創造良好的社會環境。
 關鍵詞：民營醫院；護士；流失；原因；對策
The Reason of Nurse Outflow and Discuss of Countermeasure in ChangJiang Hospital in

Abstract: This article through the investigation privately operated staff nurse's occupational psychology condition, analyzes and discovers the reason which nurse drains, with the aim of taking the target-oriented measure. The sampling questionnaire survey Guiyang Yangtze River Hospital 107 nurse's results showed: Clinical nurse has “the body and mind to be weary” generally, “lacks the understanding and the respect”, “the enterprise non-career development”, “the professional degree of satisfaction is low”, “chooses profession again favors and so on a big way” the occupational psychology question, the latent outflow tendency is very big. This article carries on the analysis in view of the above existence question to propose the countermeasure: Strengthens nurse's standardized management, to strengthen the nursing troop cultural reconstruction, to select, to direct the outstanding talent, the creation good social environment according to qualification.
key word: Privately operated hospital; Nurse; Outflow; Reason; Countermeasure