医院是典型的知识密集型单位，专业技术人员是公立医院核心竞争力最主要 的载体，是医院最为重要的战略资源。伴随我国社会主义市场经济体制的逐步完 善以及医疗卫生行业的深化改革和医疗市场的快速发展，国内医疗市场竞争日趋 激烈，公立医院人才流动呈活跃态势，专业技术人员非单位意愿的流失会给公立 医院带来巨大的损失，成为公立医院经营管理工作中亟待重视的问题。本文以探 究公立医院人才流失问题为初衷。以自身所处的一家地市级三级公立医院（商丘 市 Z 医院）为研究对象，对人才流失有关的理论和相关概念进行梳理，对医院近 些年的人才流失现状进行了研究。查摆出商丘市 Z 医院人才流失问题最为突出的 原因，提出相应的对策和建议，旨在为医院管理者能够更好的用才、育才、留才 提供参考及借鉴。 全文包括六个部分。第一部分介绍本文的研究背景与选题意义、研究内容与 研究思路、研究的方法和技术路线以及论文的创新点。第二部分通过引述国内外 关于人才流失的研究成果，阐述了论文涉及的相关概念，并详细介绍了论文所用 到的相关理论，如马斯洛需求理论、公平理论、激励-保健因素理论、效价-手段 -期望理论等。第三部分通过对商丘市 Z 医院的背景介绍、组织框架、人力资源 现状的深入了解，采用文献查找分析、知情人深入访谈等手段阐述了商丘市 Z 医 院人才流失现状及人才流失对商丘市 Z 医院产生的影响。第四部分通过问卷调查 的方法对商丘市 Z 医院的部分职工进行满意度调查和离职意愿调查，运用调查数 据进一步揭示医院人才流失的深层次原因。第五部分运用人力资源管理的相关知 识归纳总结出商丘市 Z 医院人才流失问题最为突出的四点原因，即薪酬结构不合 理，薪资缺乏外部竞争力；工作压力大，工作环境恶劣；缺少晋升机会，缺少施 展才能的舞台；缺乏人才危机管理理念及配套制度。第六部分基于人力资源管理 视角出发，针对第五部分阐述的人才流失原因，运用管理学所学知识和实际工作 中的部分经验，因地制宜的提出一些合理化对策。 关键词：人才流失；工作满意度；人才危机管理2 Abstract As a typical knowledge-intensive unit, professional and technical personnel are the main carriers of core competitiveness of public hospitals and the most important strategic resources of hospitals. Along with our country socialist market economic system gradually improve and deepen the reform of medical and health care industry and the rapid development of medical market, the domestic medical market competition, public hospital personnel flow was active, professional and technical personnel of the will of the unit loss can bring great loss to public hospitals, becomes in the public hospital management work need to be pay attention to the problem. This paper aims to explore the brain drain in public hospitals. Taking a prefecture-level public hospital (shangqiu Z hospital) as the research object, this paper sorts out the theories and concepts related to brain drain and studies the current situation of brain drain in the hospital in recent years. Find out the most prominent causes of brain drain in the Z hospital of shangqiu city, and put forward corresponding countermeasures and Suggestions, aiming at providing reference and reference for hospital managers to better use, educate and retain talents. The full text consists of six parts. The first part introduces the research b ackground and significance of this paper, the research contents and research ide as, the research methods and technical routes as well as the innovation of the paper. The second part defines the related concepts involved in the thesis by q uoting the research results of brain drain at home and abroad, and introduces t he relevant theories used in the paper in detail, such as the theory of demand level, the theory of two factors, the theory of fairness, and Expectation theory and so on. By in-depth understanding of Shangqiu Z hospital background intro duction, the organization frame and the human resources present situation, the t hird part uses the literature to look up and analysis, and in-depth interview wit h insiders to state the present situation of brain drain in Z Hospital of Shangqi u City and the influence of brain drain on Z Hospital of Shangqiu City. The f3 ourth part carries on the satisfaction survey and the exit hospital survey to so me staff and workers of Shangqiu Z Hospital through the questionnaire survey method, and further reveals the deep-seated reason of the hospital brain drain by using the survey data. The fifth part uses the knowledge of human resource s management to sum up the four reasons why the brain drain problem of Z Hospital in Shangqiu City is most prominent, that is, unreasonable salary struct ure, lack of external competitiveness of salary, high pressure of work, bad wor king environment, lack of promotion opportunities, lack of talent stage, lack of talent crisis management concept and supporting system. The sixth part is bas ed on the human resources management perspective, aiming at the reason of br ain drain explained in the fifth part, applying the knowledge of management a nd some experiences of practical work, putting forward some countermeasures and improving methods according to the local conditions. Key words: Brain drain; Job satisfaction; Talent crisis management4 目 录 摘要.............................................................. 1 ABSTRACT............................................................ 2 目 录.............................................................. 4 1 引 言............................................................ 7 1.1 研究背景和选题意义 ............................................7 1.1.1 研究背景 ..................................................7 1.1.2 选题意义 ..................................................8 1.2 研究内容和研究思路 ............................................9 1.3 研究方法和技术路线 ...........................................10 1.3.1 研究方法 .................................................10 1.3.2 研究技术路线 .............................................11 1.4 论文的创新之处和不足 .........................................11 1.4.1 论文的创新之处 ...........................................11 1.4.2 论文的不足之处 ...........................................12 2 相关概念理论和研究综述.......................................... 12 2.1 相关概念 .....................................................12 2.1.1 人才流失 .................................................12 2.1.2 工作满意度 ...............................................12 2.1.3 人才危机管理 .............................................13 2.2 相关理论 .....................................................13 2.2.1 需求层次理论 .............................................13 2.2.2 双因素理论 ...............................................14 2.2.3 公平理论 .................................................14 2.2.4 期望理论 .................................................14 2.3 国内外研究综述 ...............................................15 2.3.1 国外研究综述 .............................................155 2.3.2 国内研究综述 .............................................16 2.3.3 研究综述小结 .............................................17 3 商丘市 Z 医院人才流失现状调查.................................... 18 3.1 商丘市 Z 医院概述 .............................................18 3.1.1 商丘市 Z 医院背景介绍 .....................................18 3.1.2 商丘市 Z 医院组织框架 .....................................19 3.1.3 商丘市 Z 医院人力资源现状.................................21 3.2 商丘市 Z 医院人才流失现状 .....................................22 3.2.1 近 5 年人才流失现状描述及分类分析 .........................22 3.2.2 深入访谈离职人员情况 .....................................24 3.2.3 人才流失对医院发展的负面影响 .............................26 4 商丘市 Z 医院问卷调查研究........................................ 27 4.1 问卷设计理论基础 .............................................27 4.2 问卷设计流程 .................................................28 4.3 问卷样本概况 .................................................32 4.4 问卷各维度描述性分析 .........................................34 4.5 问卷各维度满意度分析 .........................................35 4.5.1 社会环境维度满意度分析 ...................................35 4.5.2 制度设计维度满意度分析 ...................................37 4.5.3