Fluktuacija zaposlenih v zdravstveni negi v zdravstveni organizaciji javnega sektorja

Kompara, Anja

| | SLO | ENG | Cookies and privacy

Bigger font | Smaller font

First page > Show document

Show document

Title:	Fluktuacija zaposlenih v zdravstveni negi v zdravstveni organizaciji javnega sektorja
Authors:	ID Kompara, Anja (Author) ID Šprajc, Polona (Mentor) More about this mentor...
Files:	MAG_Kompara_Anja_2025.pdf (2,15 MB) MD5: 4B1A5EFE984B23A034DD9FEBCE8BA904
Language:	Slovenian
Work type:	Master's thesis/paper
Typology:	2.09 - Master's Thesis
Organization:	FOV - Faculty of Organizational Sciences in Kranj
Abstract:	Magistrska naloga se osredotoča na fluktuacijo zaposlenih v zdravstveni negi ter motivacijske dejavnike, ki vplivajo na njihovo odločitev za ostanek ali odhod iz organizacije. Raziskava je bila izvedena v Splošni bolnišnici »dr. Franca Derganca« Nova Gorica, ki se podobno kot številne druge zdravstvene ustanove sooča s kadrovskimi izzivi. V teoretičnem delu smo na podlagi pregleda strokovne literature opredelili temeljna izhodišča raziskave, in sicer področje ravnanja z zaposlenimi, fluktuacijo s poudarkom na njenih stopnjah, vzrokih in posledicah, motivacijske dejavnike ter zadovoljstvo pri delu, kot tudi strategije za zadrževanje kadra, pri čemer smo poudarili pomen vloge srednjega in višjega managementa. Empirični del temelji na kvantitativni metodi (anketni vprašalnik) in kvalitativni metodi (intervjuji z vodjami zdravstvene nege). Rezultati so pokazali, da organizacija kljub aktivnemu zaposlovanju še ni dosegla števila zaposlenih iz leta 2019, kar potrjuje kadrovski primanjkljaj. Stopnja fluktuacije je bila najvišja v letu 2022, kar sovpada z obdobjem po pandemiji covida-19. Zaposleni kot najpomembnejše motivacijske dejavnike navajajo redno plačo, dobre odnose, občutek varnosti in spoštovanje s strani vodje. Razlike so bile zaznane glede na spol in generacije – zlasti pri pohvali in usklajevanju poklicnega in zasebnega življenja. Vodje se zavedajo svoje vloge pri motiviranju, vendar poročajo o omejitvah, kot so pomanjkanje časa, sistemske omejitve in neustrezna orodja. Glede na zbrane rezultate raziskave naloga predlaga konkretne izboljšave na področju strukturiranih pogovorov z zaposlenimi, sistematičnega uvajanja mentorstva, krepitve vodstvenih kompetenc ter vzpostavitve bolj preglednih in pravičnih sistemov nagrajevanja. Predlagani ukrepi lahko bistveno prispevajo k večji kadrovski stabilnosti in boljšemu delovnemu vzdušju. Zaključno delo tako predstavlja uporabno izhodišče za učinkovitejše strateško upravljanje kadrov v zdravstvenih organizacijah.
Keywords:	fluktuacija, motivacija zaposlenih, zadrževanje kadra, vodenje zaposlenih, zdravstvena nega.
Place of publishing:	Maribor
Year of publishing:	2025
PID:	20.500.12556/DKUM-94422
COBISS.SI-ID:	254672387
Publication date in DKUM:	24.10.2025
Views:	178
Downloads:	50
Metadata:
Categories:	FOV
:	Copy citation

Average score:	(0 votes)
Your score:	Voting is allowed only for logged in users.
Share:

Hover the mouse pointer over a document title to show the abstract or click on the title to get all document metadata.

Licences

License:	CC BY-NC-ND 4.0, Creative Commons Attribution-NonCommercial-NoDerivatives 4.0 International

Link:	http://creativecommons.org/licenses/by-nc-nd/4.0/
Description:	The most restrictive Creative Commons license. This only allows people to download and share the work for no commercial gain and for no other purposes.
Licensing start date:	16.08.2025

Secondary language

Language:	English
Title:	The turnover of healthcare employees in a public sector healthcare organization
Abstract:	This master’s thesis focuses on employee turnover in nursing and the motivational factors that influence employees' decisions to stay in or leave an organization. The research was conducted at the General Hospital »dr. Franca Derganca« Nova Gorica, which, like many other healthcare institutions, faces staffing challenges. In the theoretical part, based on a review of professional literature, we defined the key foundations of the research: human resource management, turnover (including its rates, causes, and consequences), motivational factors and job satisfaction, as well as retention strategies, especially the role of middle and upper management. The empirical part is based on a quantitative method (survey questionnaire) and a qualitative method (interviews with nurse managers). The results showed that despite active recruitment, the organization has not yet reached the number of employees it had in 2019, confirming a staff shortage. The highest turnover rate was recorded in 2022, which coincides with the post-COVID-19 period. Employees identified regular salary, good relationships, a sense of security, and respect from their manager as the most important motivational factors. Some differences were found based on gender and generation, especially in areas like receiving praise and work-life balance. Nurse managers are aware of their role in motivating staff, but they report limitations such as lack of time, systemic constraints, and insufficient tools. Based on the research findings, the thesis proposes improvements such as structured conversations with employees, systematic mentoring, strengthening leadership skills, and developing fairer and more transparent reward systems. These measures could contribute to greater staff stability and a better working atmosphere. This thesis offers a useful foundation for more effective strategic human resource management in healthcare organizations.
Keywords:	employee turnover, employee motivation, staff retention, employee management, nursing

Comments

Leave comment

You must log in to leave a comment.

Comments (0)

0 - 0 / 0

There are no comments!

Back