• Xue-Ming Liu, Li-Xuan Geng, Hong Zhang, Jian-Fei Han, and Zhi-Guo Wang.
• Department of Nursing, Tangshan Central Hospital, Tangshan 063000, Hebei Province, China.
• Medicine (Baltimore). 2024 Mar 8; 103 (10): e37257e37257.

AbstractTo evaluate the impact of a refined human resources salary system on job transfer and transfer tendency. From January 2019 to December 2019, a refined human resources salary system reform was implemented at the Tangshan Workers' Hospital in Hebei Province, and the job transfer and transfer tendency of clinical nurses was assessed using the nurse job transfer tendency scale before and 1 year after the intervention. A total of 640 nurses completed the intervention and evaluation. The results showed that the job transfer rate following the intervention reduced to 0.22%. The total score of clinical nurse job transfer tendency was (10.80 ± 3.23) before the intervention and (9.66 ± 3.58) after 1 year of intervention, which was substantially lower (P < .001). The satisfaction scores of nurses on performance-based salary increased significantly from (67.83 ± 18.54) before the intervention to (80.66 ± 15.87) after intervention, with varying degrees of increase observed in each dimension (P < .001). The refined human resources salary system effectively reduced job transfer and transfer tendency of clinical nurses in hospital nursing management, and can be widely promoted and applied.Copyright © 2024 the Author(s). Published by Wolters Kluwer Health, Inc.

9 keywords...

hide…