目的 构建公立医院“护士银行”储备队伍建设方案,为公立医院护理人力资源优化配置提供理论依据。方法 基于组织变革理论构建方案基本框架,根据文献研究法及对管理者进行质性访谈丰富方案内涵,并运用专家论证法完善方案。结果 文献研究最终纳入55篇文献。质性访谈显示,管理者对护士银行需求较大,可通过明确人员准入标准和完善培训等途径实现管理。专家论证表明,需在人员管理、风险控制、激励保障及平台建设等方面完善方案。最终明确包含结构变革、人员变革、技术变革、任务变革4个一级维度和9个二级维度的“护士银行”储备队伍建设方案。结论 基于组织变革理论构建的公立医院“护士银行”储备队伍建设方案符合公立医院人力资源弹性调配的需求,并为动态管理及可持续发展提供有效指导。

Objective To develop a construction scheme of the reserve team for nursing workforce reserve in public hospitals, and to provide a theoretical basis for the optimal allocation of their nursing human resources. Methods The basic framework of the plan was based on organizational change theory. The connotation of the plan was enriched through literature review and qualitative interviews with managers, and the plan was refined using expert argumentation. Results A total of 55 articles were finally included in the literature review. Qualitative interviews showed that managers had a strong demand for the "nurse bank", and that management could be achieved through measures such as clarifying personnel access standards and improving training. Expert argumentation indicated that the plan needed to be improved in terms of personnel management, risk control, incentive guarantees, and platform construction. Finally, the construction plan was defined, comprising 4 first-level dimensions (changes in structure, personnel, technology and tasks) and 9 second-level dimensions. Conclusions The construction scheme for nurse workforce reserve in public hospitals, developed based on organizational change theory, aligns with the needs of flexible human resource deployment in public hospitals and provides effective guidance for dynamic management and sustainable development.

R47

上海交通大学中国医院发展研究院决策咨询课题(CHDI-2025-Z-26)