【摘要】 目的:了解医院后勤编外人员的生存状况,探索其流失率高的原因。方法:对温州地区3家三级医院后勤编外人员随机抽样,采用问卷,调查其生存状况和流失率高的原因,并对相关管理人员进行访谈。结果:后勤编外人员工作强度较大;恩格尔系数区间为46.2%-61.8%,处于温饱和小康之间;依次对收入、工作强度、歧视、住宿最不满意;实际平均工资与工资期望平均差值不存在相关性;年龄、工作年限与长期工作意愿负相关,受教育程度、福利条件与长期工作意愿正相关。结论:医院应该加强对后勤编外人员的心理辅导,消除其受歧视的心理压力;提高工资、福利和降低劳动强度;在后勤编外人员招聘上,注意年龄和教育程度的选择。更多还原

【Abstract】 Objective his is to understand the existence conditions of the supernumerary staffs of the hospital rear service,and to explore the root causes of the high rate of their departure from their posts.Method Random samples were taken from the supernumerary staffs of the hospital rear services of three hospitals of the 3rd grade in Wenzhou and a questionnaire investigation was made on the existence conditions and the high rate of departure from the posts so as to pursue the root cause,and interviews were obtained with the management workers of the supernumerary staffs.Result There is great work intensity for the supernumerary staffs.Engel’s coefficient is within 46.2%~61.8% referring to standards between sufficient food-and-clothing life and comparative well-off one.Their unsatisfactory factors in order are income,work in-tensity,discrimination,and accommodation.There is no relativity of their actual average salaries with their average desired salaries.Their ages and working years are inversely related to their wish for long-term work.Their educational levels and welfare conditions are directly propor-tional to their wish for long-term work.Conclusion The managements of the hospitals are supposed to intensify the psychological guidance to the supernumerary staffs,to eliminate the mental pressure from discrimination,to offer further welfare like providing accommodation and food which are prior to raising salaries and to lower work intensity,and to pay attention to the choice of their educational levels and ages on the employment of the supernumerary workers for hospital rear service.更多还原