İşgücü Devri Ve Özel Hastanelerde Çalışan Hemşirelerin İşgücü Devrini Etkileyen Faktörlerin Araştırılması

Abstract

Araştırmamızın konusu, “İşgücü Devri ve Özel Hastanelerde Çalışan Hemşirelerin İşgücü Devrini Etkileyen Faktörlerin Araştırılması” olarak belirlenmiştir. Öncelikle genel anlamda işgücü devri konusuna değinilmiş, kısaca işgücü devri olgusunun tarihsel süreci ve işgücü devrini etkileyen işletme içi ve işletme dışı faktörler açıklanmıştır. Daha sonra da araştırmamıza konu olan işletme türü olarak hastaneler ve yapısal özellikleri kısaca anlatılmıştır. Çalışmamızın araştırma bölümünde ise İstanbul’da bulunan özel hastanelerde çalışmakta olan hemşirelerin işgücü devrini etkileyen faktörleri tespit etmek hedeflenmiştir. Yapılan kaynak araştırması ve ön araştırma sonucu elde edilen bilgiler doğrultusunda hazırlanan anket formu 6 orta ölçekli ve 7 büyük ölçekli toplam 13 özel hastanede görev yapan 314 hemşireye uygulanmıştır. Yapılan anket çalışmasının sonuçları tek faktörlü varyans analizi, frekans ve oran analizleri aracılığıyla değerlendirilmiştir. Son olarak bu bilgiler doğrultusunda bir değerlendirme yapılmış, kaynak araştırmalarından da yararlanılarak getirilen önerilerle çalışma tamamlanmıştır.

Labor tumover which is an important factor for organizations is defined as labor movements of employees employed or dismissed from an organization in a certain period of time. The labor tumover is necessary up to a certain level. Hovvever, when this level is exceeded it has negative effects. The labor tumover factor experienced by organization is signifıcant not only for management purposes, but also at a macro level and for individuals involved in labor tumover. For macro purposes, labor tumover is related to economic development, unemployment and labor mobility. For management purposes, it is a cost-increasing factor, at same time effects many issues varying from labor accidents to productivity. Moreover, it has social, psychological and economic effects on employees.. Labor tumover gained increasing importance after executives observed these negative effects. In the early 20**1 century the, labor tumover was studied in depth in the USA in particular as well as in Germany and England numerous research was conducted on the reasons, results and precautions to be taken. In Turkey, labor tumover became an important issue for organizations upon initialization of the Republican period and the industrialization process. During the same period, labor tumover was observed mainly among farm-laborers who periodically worked in industry and retum to their villages at harvest times. . Today, labor tumover is studied within the framework of behaviorism, giving importance humanity. Various methods and formulas have been developed to establish rates of labor tumover based on three different evaluation principles: 1 .employment, 2. Leaving (dismissal, resignations, retirment ete.), 3. The use of the two principles together. The different formulas have been developed based on the different definitions used by authors to define labor tumover rate. In this thesis, the evaluation principle in which employment and leaving are used together has been adapted to determine the labor tumover rate of nurses working in private hospitals. The reason for this choice was that the numbers of new employments and leaving did not ahvays correspond. However, the labor tumover formula was used instances where the organization had decided to inerease or decrease its staff. Calculating the rate of labor tumover is the first stage of the next studies for determining its causing factors . Hospitals lack sufficient records to verify factors causing labor tumover. Moreover, nothing is being done to determine reasons for leaving organizations through interviews held at the time of or later . In practice, conducting interviews to determine reasons for leaving would helpful to present loses, giving the organization a better chance to take the necessary precautions to decrease the labor tumover. Up to present results of studies measure labor tumover have shown seem that age, gender stress, payment, experiment and promotions ete. affect the rate of labor tumover. The effects of these factors’ vary according to sectors and socioeconomic situation. For example, although payment is raison of labor tumover ourcountry, in developed countries, performance, stress participating in decisions and respectfiılness ete. have more importance. Hospitals differ from other organizations with respect to business line and organizational stmeture. Hospitals are dynamic complicated systems having a matrix organizational structure so nurses operating within this structure are responsible more than one superior. Since such circumstances will lead to conflicts resulting from confusion of authority and responsibility, these must be clearly defined. During pre study phase of this paper, 8 hospitals having different features were visited to determine the labor tumover, rate and reason for leaving . Interviews conducted with head nurses of these hospitals have shown labor tumover rates to be between 7.2-5 l%.In addition to financial benefits, which is the most important reason for leaving, other reasons are long working hours, excess work load, lodging, administrative problems and strict disciplinary rules. The research questionnaire form has been drawn up accordingly. In our country, the number of nurses is rather low in proportion to the population and it is known for a fact that the number of health personnel as well as nurses in hospitals isinadequate. For this reason, the high labor tumover of nurses increases the workload while at the same time decreasing productivity and quality. In this study, we have made use of some past studies to develop some hypotheses about factors effecting labor tumover. We have developed these hypotheses for private hospitals researching on this subject and prepared the questionnaires after obtaining information that would be suitable for this particular study. The questionnaire includes sections to help determine factors effecting labor tumover. In this research which is dependent variable has been analysed by using Oneway Anova, T-test frequency and proportion analyses. The universal set of the research included ali nurses in ali hospitals in İstanbul. Out of these, 13 hospitals were randomly selected to form the sample. As some of the staff and/or administrators of the selected hospitals did not want to participate for various seasons, the importance of the research was explained and they were told that results would not be used in any other studies and for other purposes.This application has been done face to face by researcher personally. In the questionnaire forms, the independent parameter is labor tumover and the estimated parameters are age, gender, morale, education, stress of the laborer and organizational factors such as wages, working hours, financial conditions of organization, participation in decisions. The 5 point Likert’s Scale was used in this questionnaire’s second part for measuring the factors effecting labor tumover (as it is difficult for the nurses to evaluate the questions on a ten point scale which was used in the pre-questionnaire form). A total of 13 hospitals were selected for the research. The small size hospitals were excluded from the research and the research was conducted in 7 large size and 6 medium size hospitals. However, since the necessary permission for certain hospitals could not be obtained, such hospitals were replaced by new ones. The research questionnaire forms didn’t include names to motivate participants to take part and express their opinions freely and frankly. Section I. of the questionnaire included questions involving age, gender, department employed and loyalty to employment, while Section II. asked nurses to evaluate a total of 20 factors effecting job satisfaction on a scale of 5 points. Job satisfaction with working conditions was determined by evaluating these points. Section III. included questions relating to reasons for leaving eployment and possible ways to improve working conditions. Thus, in for an opinion about terms of employment and leave from same department was searched. In addition, researchers tried to obtain information about the most significant problems effecting productivity of nurses. As a result, it was determined that job satisfaction of nurses was at o medium level. Reasons for leaving included mainly unsatisfactory payment, conflict with management and difficulties encountered in commuting to work. Nurses pointed out hat satisfactory pay, employment guarantee and long work hours would largely contribute to productivity. Certain recommendations were made to managements hospitals administrators afiter detennining reasons for low performance and factors for leaving by nurses employed in private hospitals.