吸引和留住德黑兰医院医疗保健专业人员的范式模型:伊朗的一项研究
Sam Saghari1, Mahboobeh Safavi2, Nader Khalesi2
1Department of Health Care Management, Faculty of Health, Islamic Azad University, Tehran Medical Sciences Branch, Tehran, Iran.
Indian journal of public health
|March 7, 2026
概括
本研究提出了一个六要素的雇主品牌模式,以帮助医院吸引和留住医疗保健专业人员,解决工作场所的挑战和提高留住率.
科学领域:
- 医疗保健管理的管理
- 人力资源管理 人力资源管理
- 组织行为 组织行为
背景情况:
- 医疗保健专业人员的留守对于医院面临诸如工作场所危险和繁重的工作负载等挑战至关重要.
- 高流动率对医院产生负面影响,因为医院失去了专业知识,患者信任下降,财政紧张.
研究的目的:
- 为德黑兰的医院设计和阐明一个适合雇主品牌的雇主品牌模型.
- 该模式旨在增强吸引和保留医疗保健专业人员的能力.
主要方法:
- 一种混合方法的方法,结合了与15名专家的定性访谈和367名医疗保健专业人员的定量调查.
- 基于理论的方法被用于数据分析.
主要成果:
- 开发了一个范式模型,确定了吸引和留住医疗保健专业人员的六个关键因果因素.
- 这些因素包括强大的使命,有效的人力资源管理,内部营销,雇主声誉,金融稳定和行业竞争力.
结论:
- 实施该模型可以培养积极的,长期的员工,并创造更强大的医院品牌.
- 该框架为医院,特别是发展中国家的医院提供了一项战略,以改善雇主品牌和解决保留问题.
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