养老服务人员离职意愿现状及影响因素调查研究——基于成都市养老机构的调查
Investigation on the Current Situation and Influencing Factors of Willingness to Leave of Elderly Care Service Personnel—Based on the Survey of Elderly Care Institutions in Chengdu

目的：本研究旨在了解成都市养老服务人员离职意愿现状并寻找影响离职意愿的因素。方法：通过整群抽样调查的方法对成都市30所养老机构养老服务人员319人进行有效问卷调查，了解养老服务人员基本信息。通过离职意愿量表测试成都市养老机构服务人员整体离职意愿，通过SPSS 23.0软件统计分析描述高离职意愿服务人员基本特征。并对离职意愿高的养老服务人员进行机构组织外、机构组织内及自身因素进行测试了解影响离职意愿的因素。结果：养老服务人员主体为已婚中老年妇女，文化层次低，专业水平差，在本单位工作年限普遍偏短，收入低下。成都市养老服务人员整体离职意愿程度较高，处于III级水平(17.55 ± 5.84)，一般基础资料中的性别、年龄、文化程度、本单位工龄、婚姻状况、收入等与养老服务人员离职意愿有相关关系。收入及福利水平与其他行业对比，处于下游水平，外部其他行业的工作环境及收入对养老服务人员具有很大吸引力。养老机构内部组织的管理对养老服务人员离职意愿有影响。单位不太注重人才培养、人才选拔和晋升标准模糊、薪资分配不合理、工作强度大等因素严重影响养老服务人员的离职意愿。具有高离职意愿的养老服务人员大多对自己现有状况不满，有强烈改变现状的意识，家人不支持现在的工作是非常重要的促使他们具有离职倾向的重要因素。结论：养老服务行业具有较高离职意愿，外部环境、机构组织内因素及养老服务人员自身因素对离职意愿均会产生不同程度的影响。要降低养老护理员的离职意愿，减少人才流失需要养老机构、相关职能部门和养老护理员本身三方共同努力。
Objective: This study aims to understand the current situation of turnover intention of elderly care service personnel in Chengdu and find out the factors that affect turnover intention. Methods: 319 elderly care service personnel in 30 elderly care institutions in Chengdu were investigated by clus-ter sampling to understand the basic information of elderly care service personnel. The overall turnover intention of service personnel in Chengdu elderly care institutions was tested by the turnover intention scale, and the basic characteristics of service personnel with high turnover intention were described by SPSS 23.0 software. And the elderly care service personnel with high turnover intention are tested outside the organization, within the organization and their own factors to understand the factors affecting turnover intention. Results: The elderly care service personnel are mainly married middle-aged and elderly women, with low educational level and poor professional level. Their working years in this unit are generally short and their income is low. The overall turnover intention of elderly care service personnel in Chengdu is relatively high, at the lev-el of level III (17.55 ± 5.84). Gender, age, education level, length of service in the unit, marital status, income, etc. in general basic data are related to the turnover intention of elderly care service personnel. Compared with other industries, the level of income and welfare is at the downstream level. The working environment and income of other external industries are very attractive to elderly care service personnel. The management of the internal organization of elderly care institutions has an impact on the turnover intention of elderly care service personnel. The units do not pay much attention to talent training, the standards of talent selection and promotion are vague,