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随着医疗事业的不断发展,相应地也要求各大医疗机构的护理人力资源具有高效稳定的特征。国内医疗机构普遍面临护理人力资源配置不足、激励体制不健全等问题,如果护士经常消极怠工或离职率居高不下,必将带来额外的管理成本~([1])。因此,医疗机构若想获得具有竞争力且相对稳定的护理人力资源,关键在于实现个人-组织契合。个人-组织契合关注员工与组织的相互作用,强调实现员工与组织的一致性或互补性,不仅注重员工的能力与特定
With the continuous development of medical services, correspondingly, the nursing human resources of major medical institutions are also required to have highly efficient and stable features. Domestic medical institutions are generally faced with the problems of inadequate allocation of human resources for nursing care and unsound incentive systems. If the nurses frequently neglect their work or the turnover rate remains high, they will inevitably bring about additional management costs ([1]). Therefore, the key to achieving the competitive and relatively stable nursing human resources for medical institutions is to achieve personal-organizational fit. Personal-Organizational Fit Pay attention to the interaction between employees and organizations, and emphasize the consistency or complementarity between employees and organizations. They not only focus on the ability and specificness of employees