Evaluation of nursing post competitiveness and talent attraction strategies in private hospitals based on Maslow's hierarchy of needs and two-factor theory
基于马斯洛需求层次与双因素理论的民营医院护理岗位竞争力评价及人才吸引策略研究

摘要

目的 针对民营医院护理人才短缺与流失突出的现实瓶颈，基于马斯洛需求层次理论与双因素理论，构建民营医院护理岗位竞争力评价体系，通过与公立医院对比分析，提出精准、可落地的人才吸引与岗位竞争力提升策略。方法 采集全国1158条护理岗位招聘信息（民营536条、公立622条），构建包含4个一级指标、11个二级指标的护理岗位竞争力评价体系，采用均值权重法赋权，运用SPSS26.0进行描述性统计、独立样本t检验、Mann‑Whitney U秩和检验与文本挖掘分析。结果 民营与公立医院护理岗位呈现“公立强保障、民营强支持”的显著差异格局：公立医院在薪酬竞争力、职业安全、工作负荷等基础保健因素上显著占优（P<0.05）；民营医院在领导风格、团队协作、福利完善度等组织支持维度表现更佳（P<0.05）。行业普遍存在激励因素供给不足、培训与科研支持薄弱、招聘信息披露不规范等问题，民营医院尤为突出。结论 基于双因素理论与需求层次理论构建的评价体系科学、可行。建议民营医院在提升基础保障的同时，将组织支持优势制度化、可视化，规范招聘信息披露，从保健因素与激励因素两端同步发力，提升岗位吸引力与人才留存率。行业层面需完善护理人才培养体系、规范招聘信息发布、健全薪酬指导机制，从制度层面破解护理人才供需失衡难题。

Abstract

Objective Aiming at the prominent practical bottleneck of nursing talent shortage and turnover in private hospitals, this study constructed an evaluation system for nursing post competitiveness in private hospitals based on Maslow's Hierarchy of Needs and the Two-Factor Theory. By conducting a comparative analysis with public hospitals, targeted and implementable strategies for talent attraction and post competitiveness improvement were proposed.
Methods A total of 1,158 nursing recruitment information entries nationwide (536 from private hospitals and 622 from public hospitals) were collected to construct an evaluation system for nursing post competitiveness comprising 4 first-level indicators and 11 second-level indicators. The mean weight method was adopted for weight assignment, and SPSS 26.0 was used for descriptive statistics, independent samples t-test, Mann-Whitney U rank-sum test and text mining analysis.
Results A significant differential pattern of "strong security in public hospitals and strong support in private hospitals" was observed in nursing posts between the two types of hospitals: public hospitals had a significant advantage in basic hygiene factors such as salary competitiveness, occupational safety and workload (P<0.05); private hospitals performed better in organizational support dimensions including leadership style, team collaboration and welfare perfection (P<0.05). Common problems existed in the industry, such as insufficient supply of motivational factors, weak support for training and scientific research, and non-standard disclosure of recruitment information, which were particularly prominent in private hospitals.
Conclusion   The evaluation system constructed based on the Two-Factor Theory and Maslow's Hierarchy of Needs is scientific and feasible. It is suggested that private hospitals should institutionalize and visualize their advantages in organizational support while improving basic security, standardize the disclosure of recruitment information, and make simultaneous efforts in both hygiene and motivational factors to enhance post attractiveness and talent retention rate. At the industrial level, it is necessary to improve the nursing talent training system, standardize the release of recruitment information, and establish a sound salary guidance mechanism, so as to solve the imbalance between nursing talent supply and demand at the institutional level.