提升新進護理人員留任率之改善方案

A Program to Improve the Retention Rates of New Nursing Staff in a Hospital

葉鎂瑱(Mei-Tien Yeh) ； 游雅梅(Ya-Mei Yu) ； 陳思吟(Szu-Yin Chen) ； 孫美華(Mei-Hua Sun)

《新臺北護理期刊》 19卷1期 (2017/03) Pp. 47-57

https://doi.org/10.6540/NTJN.2017.1.005

摘要

本專案旨在提升新進護理人員試用期後之留任率，單位自2010～2012年新進護理人員到職三個月內的離職率達66.7%，高於文獻統計值，故進行改善專案。現況分析歸納新進護理人員留任率低的因素有專科性課程未於到職後儘早安排、照護專科複雜性高、人員感到工作壓力大無法適應。專案小組於2013年6月1日至11月20日進行改善措施，包括安排專科性教育訓練課程加強人員的專業照護知能、提供專科照護規範查詢及諮詢師資、進行問卷調查及關懷座談會以瞭解新進護理人員的經驗及感受，並提供壓力調適方案。改善專案後，新進護理人員留任率由33.3%提升至90%，單位護理人力充足，穩定照護護病比。本專案可提供提升新進護理人員留任率及教育訓練規劃之參考。

關鍵字

護理人員 ； 新進護理人員 ； 留任 ； 專案

並列摘要

The project aims to enhance the retention rate of new nursing staff after probationary period in the observed cardiology ward. The 3-month resignation rate of new nursing staff in the period of 2010~2012 in the cardiology ward was reported as high as 66.7%. With an in-depth analysis, reasons leading to low retention rate of new nurses are summarized as follows: specialist training courses not being arranged as soon as possible after reported for duty, high-complexity of specialist care, new nurses perception of working pressure, and work adaption difficulties. The improvement measures include enhancing professional knowledge by layout education courses of specialist care, providing specialist care standards and consulting teachers, conducting a questionnaire survey and conferences in order to understand new nursing staff experiences and feelings, and providing stress management programs. The project was carried out from June 1st to November 20th in 2013. The rate of new nursing staff retention increased from 33.3% to 90%. Furthermore, the nursing workforce of unit increased and nurse-patient ratio stabilized. According to this project we could continue to provide training program for new nurses and thus enhance retention rate.

並列關鍵字

nurses ； newly graduated nurses ； job retention ； project

參考文獻

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