：随着中国经济的发展，人们的生活水平逐渐提高，再加上中 国社会老龄化，人们对医疗卫生的需求逐渐增加，继而医院的医疗人 员配备需求量也越来越大。随着医疗体制改革的继续深化，医院大都 从过去的“大锅饭”模式向聘任制和合同制结合的人事管理的新模式 过渡。合同制员工已经成为医院发展必不可少的一部分。但是合同制 员工在薪酬待遇以及其他晋升培训等方面都没有享受到和正式在编 人员同等的对待，这就容易造成合同制员工在工作中满意度低，工作 积极性不强，以及流动性较强，这些都不利于医院长远的发展。 本次研究中，运用人力资源管理的相关理论与方法进行工作，分 别采用文献研究法、问卷调查法、统计分析法，找出多个影响因素下 永济医院合同制员工流失的原因，同时，借鉴国内外医院人才管理的 经验，参考相关理论和研究结果，对研究得出的结论做出分析和总结。 最后，提出从提升永济医院合同制员工的工作满意度、提高合同制员 工工资和福利待遇满意度、降低合同制员工离职意愿三个维度来改善 永济医院合同制员工流失问题的途径和对策。论文通过对永济医院的 实地调查和研究，对永济医院人才流失的原因进行问卷调查分析，以 理论和实际相结合的方式，提出保持永济医院合同制员工的稳定性， 完善相应的管理机制，减少合同制员工流失的对策与建议，为推进永 济医院合同制员工人才队伍建设提供借鉴。 关键词：永济医院；合同制员工；流失问题 III STUDYONTHELOSSOFCONTRACTSTAFFIN YONGJIHOSPITALANDCOUNTERMEASURES ShengxinWang(MBA) DirectedbyTieliWang Abstract:WiththedevelopmentofChina'seconomy,people'sliving standardsaregraduallyimproving,coupledwiththeagingofChina's society,people'sdemandformedicalandhealthcareisgradually increasing,andthenthedemandforhospitalmedicalstaffisalsogrowing. Withthedeepeningofthereformofthemedicalsystem,mostofthe hospitalshavechangedfromtheold"bigpot"modetothenewmodeof personnelmanagementcombiningtheappointmentsystemandthe contractsystem.Contractemployeeshavebecomeanessentialpartof hospitaldevelopment.However,thecontractsystememployeesdonot enjoythesametreatmentwiththeformalstaffintermsofsalaryandother promotiontraining,whichiseasytocausethecontractsystememployees intheworkoflowsatisfaction,workenthusiasmisnotstrong,and mobilityisstrong,whichisnotconducivetothedevelopmentofthe medicaldirector. Intheresearchofyongjihospital,thepaperusestherelevant theoriesandmethodsofhumanresourcemanagementtowork,anduses literatureresearch,questionnairesurveyandstatisticalanalysistofindout thereasonsforthelossofcontractemployeesinyongjihospitalunder multipleinfluencingfactors.Atthesametime,drawingontheexperience oftalentmanagementindomesticandforeignhospitals,referringto relevanttheoriesandresearchresults,thepapermakesconclusionsofthe researchAnalyzeandsummarize.Finally,thepaperputsforwardthe waysandCountermeasurestoimprovethelossofcontractsystem IV employeesinyongjihospitalfromthreedimensions:improvingthejob satisfactionofcontractsystememployees,improvingthesalaryand welfaresatisfactionofcontractsystememployees,andreducingthe turnoverintentionofcontractsystememployees.Throughthefield investigationandresearchofyongjihospital,thepaperanalyzesthe reasonsofthebraindrainofyongjihospitalbyquestionnaire,andputs forwardthecountermeasuresandsuggestionstokeepthestabilityofthe contractemployeesofyongjihospital,improvethecorresponding managementmechanism,andreducethebraindrainofthecontract employeesinordertoprovidereferenceforpromotingtheconstructionof thecontractemployeesofyongjihospital. Keywords: [ yongji hospital];[ContractStaff];[LossProblem] V 目录 摘要..............................................................................................................I Abstract..................................................................................................III 第1章绪论..............................................................................................1 1.1研究课题的背景与意义..............................................................1 1.1.1研究背景............................................................................1 1.1.2研究意义............................................................................1 1.2研究内容和方法..........................................................................2 1.2.1研究内容............................................................................2 1.2.2研究方法............................................................................3 1.3研究思路.......................................................................................3 第2章相关概念与理论基础.................................................................5 2.1相关概念.......................................................................................5 2.1.1合同制员工........................................................................5 2.1.2合同制员工与事业编制内员工区别...............................6 2.2理论基础.......................................................................................7 2.2.1马斯洛需求层次理论.......................................................7 2.2.2赫茨伯格的双因素激励理论...........................................8 2.2.3亚当斯的社会比较理论...................................................9 2.3国内外研究现状........................................................................10 2.3.1国外研究现状..................................................................10 2.3.2国内研究现状.................................................................12 2.3.3研究述评..........................................................................15 第3章永济医院合同制员工流失现状...............................................17 3.1永济医院概述............................................................................17 3.2永济医院合同制员工基本情况................................................17 3.3永济医院合同制员工管理制度................................................18 3.3.1聘用管理办法.................................................................18 3.3.2工资福利待遇.................................................................20 3.3.3考核奖惩制度.................................................................21 3.4永济医院合同制员工流失情况统计分析................................21 3.4.1合同制员工流失率统计分析.........................................21 3.4.2流失合同制员工年龄与性别构成统计分析.................22 3.4.3流失合同制员工学历与职称构成统计分析.................23 3.5合同制员工流失对永济医院造成的影响................................24 第4章永济医院合同制员工流失情况问卷调查统计分析..............27 4.1永济医院合同制员工流失现状问卷调查................................27 4.1.1调查问卷设计.................................................................27 4.1.2调查问卷的发放与回收.................................................27 4.1.3调查问卷样本统计分析.................................................27 4.2调查问卷的统计分析................................................................28 VII 4.2.1工作内容及强度调查统计分析.....................................28 4.2.2工作满意度调查统计分析.............................................29 4.2.3离职原因、倾向维度调查统计分析.............................32 4.3永济医院合同制员工流失的原因分析....................................33 4.3.1合同制员工工作强度高，压力大.................................33 4.3.2合同制员工对工资和福利待遇满意度低.....................36 4.3.3合同制员工离职的其他原因分析.................................38 4.3.4合同制员工整体离职倾向率较高.................................39 第5章永济医院合同制员工流失问题的对策与建议.......................41 5.1提升合同制员工对工作内容及强度满意度的对策..............41 5.1.1改革合同制员工管理体系...........................................41 5.1.2构建合同制员工人性化管理环境...............................41 5.1.3注重合同制员工的精神层面建设...............................43 5.2提高合同制员工薪酬和福利满意度对策..............................44 5.2.1提高合同制员工的福利待遇.......................................44 5.2.2制定合理公平的薪酬制度...........................................45 5.2.3取消医院编制制度.......................................................46 5.3降低合同制员工离职意愿对策........................................