護理人力不足是近年來不斷被討論的議題,亦是醫院管理者刻不容緩需積極面對的問題。本院2011年6月至2012年5月期間,新進護理人員三個月內的離職率高達58.8%,主要原因在於管理制度、薪資福利、工作性質及環境設備,在交通不便及資源不足致使專業人才招募不易的離島環境,此課題攸關醫院營運,因而成立專案進行改善。主要具體措施包括:修訂排班/派班原則及支援調派模式、彈性調整新進人員護病比、關懷輔導、增加夜班津貼及加班費、增設院區健身休閒設施。方案實施期間2012年6月至2013年5月,新進護理人員三個月內的離職率由58.8%下降至5.6%。同時三個月以上的護理人員離職率亦由14.2%下降至11.5%,護理人員積休假由平均26天下降至16天,本專案成功地留任新進護理人員。
The nursing shortage has been a continuous issue and challenge to this profession. Between June 2011 and May 2012, the three-month turnover rate in a hospital located on an off-shore Taiwan island was 58.8%. Major factors that contributed to resignation were management, salary and benefits, working environment and facility setting. It was a challenge to hospital operation because of inconvenient transportation and insufficient labor resources on the off-shore island. The interventions to reduce turnover included modified staffing, flexible nurse-patient ratios, career counseling, increased night shift and overtime differentials, and providing a gym facility in the hospital. The turnover rate between June 2012 and May 2013 was reduced to 5.6%. The turnover rate of senior nurses decreased from 14.2% to 11.5%. This project successfully improved retention of newly-hired nurses.