降低手術室新進人員試用期離職率

The Project of Reducing the Turnover Rate of Newly Recruited Perioperative Nurses

吳如香(Ju-Hsiang Wu)；呂玉青(Yu-Ching Lu)；陳靜嘉(Jing-Jia Chen)；李秋桂(Chiu-Kuel Li)

手術室 ； 新進人員 ； 離職率 ； newly recruited nurses ； operation room ； turnover rate

志為護理-慈濟護理雜誌

19卷6期（2020 / 12 / 01）

92 - 103

繁體中文

護理師無法留任，得不到充足人力執行業務，對醫院營運有很大的影響。本院手術室新進人員試用期離職率為55%，調查離職率高的原因：1.新人因素：工作壓力大／對手術室專業技術不熟悉、工作進度跟不上。2.教師因素：臨床教師教學方法不一致、非固定臨床教師教導、臨床教師工作壓力大。3.二年期護理師護士訓練學習護照與實務規畫不符合。改善方案為1舉辦新人支持團體、到職課程規劃、專科性教育運用擬真回覆示教2舉辦教師正向教學文化課程及共識會、增加教師數量讓教師與新人班別同步、提供教師舒壓課程3修訂二年期訓練學習護照內容。措施介入後手術室新進人員試用期離職率降至16.7%，達到專案目的。

The education expenditure of a novice is a necessary cost of the healthcare system, which can deteriorate the shortage of nurses. The turnover rate of the novice in an operation room of a medical center in Taiwan was 55%. The investigation of this shortcoming revealed the following reasons: 1. stress from the workload, 2. unable to catch up to the work progress, 3. inconsistency in the tutoring skills of preceptors, 4. the frequency of preceptors in changing shifts, 5. preceptors working under pressure, and 6. impractical design of learning profile. Therefore, the purpose of this project is to reduce the turnover rate of new recruits in the operating room during the trial period. We implemented the following strategies: hold symposiums of the novice; redesign the educational program for the novice; periodic events for the surgical specialist education programs; demonstration and reverse demonstrations of surgical techniques; conduct a positive mindset camp for preceptors to improve their energy; regularly conduct clinical preceptors consensus conference; hiring of more certificated preceptors; fixed working shifts; provide stress relief programs; and revise the learning passport for the novice. After the implementation of the program, the turnover rate of novices in the operating room fell to 16.7%, thus achieving the purpose of the project.

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