降低新進護理人員離職率之方案

Program to Reduce the Turnover Rate of New Nursing Staff

吳秀麗(Shui-Li Wu) ； 吳美淑(Mei-Shu Wu) ； 黃惠君(Hui-Chun Huang) ； 劉力算(Li-Suan Liuo) ； 林美華(Mei-Hua Lin)

《安泰醫護雜誌》 15卷3期 (2009/09) Pp. 165-176

https://doi.org/10.7078/TSMHMNJN.200909.0165

摘要

本專案旨在改善新進護理人員到職三個月內之離職率。經現況調查發現：本院自2006年至2007年新進護理人員到職三個月內的離職率達58.12%，而2008年1月至7月更高達61.11%，故成立專案小組進行改善。依現況分析及文獻查證復，發現工作壓力大是離職主要因素，故進行下列留任措施：(1)推動新進人員關懷活動，(2)適切的排班及派班，(3)調整新進人員訓練計畫，(4)強化同僚關係。結果顯示自2008年8月至12月間到職的新進護理人員三個月內離職率降至32.79%，達到本專案的目的。本專案不但成功留任新進護理人員，也得到護理人員的肯定，更營造了單位雙向、溫馨的工作氣氣。經由本專案的改善經驗，期望能提供各醫院改善護理人員離職率之參考。

關鍵字

新進護理人員 ； 離職率

並列摘要

The new project aimed at improving the turnover rate within 3 months of the nursing staff. The survey found, as the current situation: from 2006 to 2007 the turnover rate within 3 months of new nursing staff was 58.12%, and from January 2008 to July 2008 it was even as high as 61.11%, There we set up a working group to improve the situation. In accordance with the present situation analysis and literature review found that work pressure is a major factor in leaving, they stay on the following measures: (1) to promote the activities for caring new staff, (2) The proper scheduling and allocation of jobs, (3) to adjust the for new staff training, (4) to strengthen the relationship between colleagues. The results showed that the turnover rate within 3 months of the new nursing staff who comes in form August 2008 to December 2008 dropped to 32.79 percent and it got, to achieve the purpose of this project. This project not only successfully included new staff to stay but also was recognized by the nursing staff. Moreover, it created a unit of two-way and a warm working atmosphere. Through the experience, we get from the project we look forward to providing the hospitals with some ideas to improve the nursing staff turnover rate.

並列關鍵字

New nursing staff ； Turnover rate