提升某區域教學醫院新進護理人員的留任率

Promoting the Retaining Rate of New Nurses in a District Teaching Hospital

邱淑瑜(Shu-Yu Chiu) ； 周家欣(Chia-Hsin Chou) ； 吳佩真(Pei-Chen Wu) ； 夏曉風(Hsiao-Feng Hsia) ； 陳淑賢(Shu-Hsien Chen)

《長庚護理》 28卷1期 (2017/03) Pp. 60-71

https://doi.org/10.3966/102673012017032801006

摘要

「離職」是護理人力最困擾的問題，新進護理人員留不住，使醫院頻於招收新人，影響護理人員工作士氣、照護品質，因此引發本專案動機。經現況分析，2012年度新進護理人員離職原因有：(1)新進護理人員部分以不知問題所在、管路不順不知如何處理及不知向誰諮詢等。(2)管理制度部分無支持關懷活動及無標準交班範本。(3)環境設備部分以末班車來不及搭乘等。故本專案旨在提升新進護理人員留任率。介入策略為：舉辦新進護理人員臨床案例模擬課程；制定標準化ISBAR交班模式；成立支持團體；舉辦大手牽小手聯誼關懷活動；與管理課協調增加交通班次；定期監測新進護理人員與臨床教師班表一致性。專案施行後，新進護理人員留任率從69.9%提升至84.3%，留任意願明顯提升，達專案目標。此經驗能供各醫院作為提升護理人員留任之參考。

關鍵字

新進護理人員 ； 留任率 ； 支持團體 ； ISBAR交班

並列摘要

＂Quitting＂ is a serious problem that makes hospital to lose nurses. Hospitals recruit new nurse repeatedly. Low nursing personnel's morale and low caring quality usually resulted from low retaining rate of new nurse. Therefore, the motive of this project was triggered. Analysis results shows the main factors of low retaining rate of new nurses in 2012 were lack of understanding of what the problems were among new years, do not understand how to solve the problems of intravenous infection and nowhere to get consultation in new nurses. Besides, lack of support groups, and standard handover modes and insufficient shuttle buses were causes as well. The goal of the project is to promote the retaining rate of new nurses. The intervention strategies were (1) to hold OSCE programs; (2) to develop standard ISBAR handover mode; (3) to establish supporting group. (4) to conduct the caring activity ＂Holding hands＂ by senior nurses to help junior nurses. (5) to coordinate shuttle bus problems; and (6) to monitor new nurse and clinical teacher working schedule regularly. New nurse retaining rate increased from 69.9% to 84.3% after the project intervention. This experience could be shared with other hospitals facing the same retention problem.

並列關鍵字

new nurses ； retention rates ； support groups ； ISBAR handover

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