大连理工大学专业学位硕士学位论文
摘
要
伴随着医疗体制改革进程的不断推进，医疗机构之间的竞争愈发激烈，百姓对健康
的渴求也愈加强烈，医院提高医护技术和服务质量的趋势迫在眉睫。护理人员是医院孜
孜不倦培养多年的宝贵财富，护理人员的流失不但阻碍了医院医疗护理质量的提高，也
给医院在经济、社会等方面造成了负面影响。因此，研究医院护理人员流失的原因并探
究解决护理人员流失的策略，具有重要的现实意义。
保证临床护理人员的数量是实现“优质护理服务”这一理念的重要前提。诸多因素
造成了医院护理人员不断流失的现象，从人力资源和可持续发展的角度分析，都给医院
造成了巨大损失。本文根据 Y医院的实际情况，对三位离职护理人员的典型案例进行了
描述，以此分析护理人员的流失原因。在文献研究基础上，运用文献分析法、案例研究
法、调查问卷法、访谈法等研究方法，结合调研数据进行多维度的剖析，识别出 Y医院
护理人员流失的三个主要原因：激励机制不健全，护理工作风险及工作压力造成身心创
伤，能力得不到持续提升。基于激励理论和员工流失理论，参考大量文献与 Y医院的实
际情况相结合，提出了针对性的对策及建议：完善激励机制，改善工作体验及员工关怀，
提供培训机会及完善职业生涯管理。改进 Y医院现有机制中不足之处，增强护理人员的
归属感及职业荣誉感，提升护理团队的核心力和凝聚力，以此保障医院的稳步发展。
通过聚焦研究 Y医院护理人员的流失问题，以有效缓解护理人员不足给 Y医院所
带来的困境，并对内部管理的优化起到积极推进作用。与此同时，期望研究结论能为同
类医院的人员稳定发展及护理团队核心竞争力的提升注入一剂良药。
关键词：激励理论；员工流失；护理人员
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Y医院护理人员流失案例研究
Case Study on the Loss of Nursing Staff in Y Hospital
Abstract
With the development of the medical system reform, the competition among medical
institutions is becoming more and more intense, as well as the people’s thirst for health. It is
extremely urgent for hospitals to improve medical care technology and service quality. As the
valuable wealth of the hospital, the loss of nursing staff not only impedes the improvement of
the quality of medical care, but also brings negative influence on the economy and society of
the hospital. Therefore, it is of great practical significance to study the causes of the loss of
nursing staff and explore the strategies to solve this problem.
Ensuring the number of clinical nursing staff is an important prerequisite for realization of
the concept of "Quality Nursing Service". Many factors have caused the continuous loss of
hospital nursing staff. From the perspective of human resources and sustainable development,
they have caused great losses to the hospital. According to the actual situation of Y Hospital,
this thesis describes three typical cases of three out-of-service nurses, and analyzes the reasons.
On the basis of literature research, using the methods of literature analysis, case study,
questionnaire survey, interview and other research methods, combined with the survey data for
multi-dimensional analysis, identify three main reasons: imperfect incentive mechanism;
physical and mental trauma caused by nursing work risks and work stress; ability cannot be
continuously improved. Based on the motivation theory and staff turnover theory, referring to
a large number of literatures and the actual situation of Y hospital, the thesis puts forward
targeted countermeasures and suggestions: perfecting the motivation mechanism, improving
work experience and staff care, providing training opportunities and improve career
management. To enhance the deficiencies in the existing mechanism of Y hospital, to enhance
the sense of belonging and professional honor of nursing staff, to increase the core strength and
cohesion of nursing team, so as to ensure the steady development of the hospital.
By focusing on the loss of nursing staff in Y Hospital, it can effectively alleviate the plight
of nursing staff shortage in Y Hospital, and promote the optimization of internal management.
At the same time, it is expected that the research conclusions can inject a good medicine for the
stable development of staff in similar hospitals and the promotion of the core competence of
the nursing team.
Key Words：Motivation Theory; Employee Turnover; Nursing Staff
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大连理工大学专业学位硕士学位论文
目录
摘
要.............................................................................................................................I
Abstract ............................................................................................................................. II
1绪论.............................................................................................................................. 1
1.1研究背景与意义............................................................................................... 1
1.1.1研究背景................................................................................................ 1
1.1.2研究意义................................................................................................ 2
1.2研究内容和思路............................................................................................... 3
1.2.1研究内容................................................................................................ 3
1.2.2研究思路................................................................................................ 3
1.3研究方法........................................................................................................... 4
2案例正文...................................................................................................................... 5
2.1 Y医院概况....................................................................................................... 5
2.1.1 Y医院简介............................................................................................ 5
2.1.2组织架构................................................................................................ 6
2.1.3人力资源状况........................................................................................ 6
2.2现有人力资源管理体系................................................................................... 7
2.2.1护理人员薪酬制度................................................................................ 7
2.2.2护理人员培训及晋升制度.................................................................... 8
2.2.3护理人员考核及奖惩制度.................................................................. 10
2.3 Y医院护理人员流失典型案例..................................................................... 11
2.3.1十余年护龄的优秀员工李秋离职事件.............................................. 12
2.3.2得不到认可的王纯离职事件.............................................................. 14
2.3.3力不从心的蔡玲离职事件.................................................................. 16
3案例分析.................................................................................................................... 18
3.1理论基础......................................................................................................... 18
3.1.1激励理论.............................................................................................. 18
3.1.2员工流失理论...................................................................................... 22
3.2医院护理人员岗位素质要求及激励管理的特点......................................... 24
3.2.1护理人员岗位素质要求...................................................................... 24
3.2.2护理人员激励管理的特点.................................................................. 26
3.3 Y医院护理人员流失现状............................................................................. 27
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。。。以下略