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目的了解石家庄市社区卫生服务中心护理人力资源的配置现状及存在的问题,为相关部门制定合理的管理制度提供参考依据。方法 2014年3月采用自行设计的调查问卷对石家庄市社区卫生服务中心291名护理人员的年龄、职称、学历、聘用方式、福利待遇、工资待遇、工作时间、工作量进行调查,对统计结果进行描述性分析。结果社区卫生服务中心护士的聘用形式主要以合同制和临时护士为主,合同制121人(41.58%),临时护士86人(29.55%),正式在编护士偏少,仅为28.87%(84/291)。不同编制护士养老、医疗、失业、生育、工伤保险,住房公积金的投保率比较,差异均有统计学意义(均P<0.05),两两比较发现,与正式护士比较,合同制、临时护士各种保险的投保率均较低,差异均有统计学意义(均P<0.05)。67.70%(197/291)的调查对象月工资待遇<2 000元;工资待遇达到2 501~3 000元仅占15.46%(45/291)。社区护士认为工作量非常大的占16.84%(49/291),认为工作量比较大的占56.01%(163/291)。结论构建公平合理的绩效考核机制,使社区护士的工作量能与工作报酬相匹配;为社区护士提供应有的福利保障;统筹兼顾与协调社区护士各方面的工作,减轻工作负担及工作量。
Objective To understand the status quo and existing problems of nursing human resources in community health service centers in Shijiazhuang, and provide references for the relevant departments to formulate a reasonable management system. Methods In March 2014, 291 nurses from Shijiazhuang Community Health Service Center were surveyed on their age, professional titles, academic qualifications, methods of employment, benefits, wages, working hours and workload with self-designed questionnaires. The statistical results were analyzed Descriptive analysis. Results The employment of nurses in community health service centers mainly consisted of contractors and temporary nurses. The number of contractors was 121 (41.58%) and that of temporary nurses was 86.5% (29.55%), with only 28.87% (84% / 291). The comparisons of the insurance rates of different aged nurses with medical care, unemployment, maternity insurance, work-related injury insurance and housing provident funds were statistically significant (all P <0.05). Comparing them all showed that compared with regular nurses, The insured rate of insurance is lower, the differences were statistically significant (P <0.05). 67.70% (197/291) of the monthly salary of survey respondents <2 000 yuan; wages of 2 501 to 3 000 yuan accounted for only 15.46% (45/291). Community nurses think that the workload is very large, accounting for 16.84% (49/291), accounting for a larger workload accounted for 56.01% (163/291). Conclusion Constructing a fair and reasonable mechanism of performance appraisal can make the work load of community nurses match the remuneration of work; provide due benefits to community nurses; make overall consideration of and coordinate work of community nurses in all aspects so as to reduce workload and workload.