降低某醫學中心新進護理人員3個月離職率

Reducing the 3-month Turnover Rate of New Nursing Staff in a Medical Center

張麗君(Li-Chun Chang)；謝惠琪(Huei-Chi Hsieh)；黃麗卿(Li-Ching Huang)

新進護理人員 ； 離職率 ； 留任措施 ； new nursing staff ； retention strategies ； turnover rate

志為護理-慈濟護理雜誌

18卷6期（2019 / 12 / 01）

109 - 121

繁體中文

本專案旨在降低內科新進護理人員3個月離職率。經現況分析發現2016年內科新人3個月離職率高達30.3%，原因有（一）新人方面：缺乏專業知能與自信、聽不懂交班內容、不會問問題等情形，進而造成工作壓力大及影響人際關係。（二）護理臨床教師方面：教學方式不一致、帶新人被評核壓力大及意願低。（三）工作環境方面：工作繁瑣、檢查及治療多、步調快、病況不穩定、關懷與支持不足、教學資料為書面等。藉由多元教學設計、推動單位內關懷活動、強化同儕關係及增設獎勵制度後，2017年內科新人3個月離職率降至21.6%，達本專案目標。經專案推動，新人有多元及明確便利的學習內容、感受到被愛與關懷，工作獲得指引與支持，願意留任。

This project aimed to reduce the 3-month turnover rate of new nursing staff in a department of internal medicine. An analysis of the current situation revealed that the 3-month turnover rate of new nurses in the department of internal medicine in 2016 was as high as 30.3%. The reasons were as follows: (1) new nurses lacked professional knowledge and self-confidence, were incompetent, had interpersonal problems, lacked a sense belonging, and had inability to integrate into teams. (2) Nursing preceptors had inconsistency in teaching methods, placed considerable pressure on students during assessments, and had a low willingness to teach. (3) Working environment factors included cumbersome work, excessive examination and treatment, a fast-paced working environment, unstable patient conditions, inadequate care and support, and teaching materials being in written form. Diversifying teaching design, promoting care activities within the unit, strengthening peer relationships, and setting up a reward system resulted in the reduction of 3-month turnover rate of new nurses to 21.6% in 2017, reaching the target of this project. As a result of this project, new nurses have more diverse, clear, and convenient learning content, feel loved and cared for, and are provided with more guidance and support; thus, they are willing to stay in their jobs.

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