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Article(id=1322936869398381360, tenantId=1146029695717560320, journalId=1220038315760373764, issueId=1322936785516503921, articleNumber=null, orderNo=null, doi=10.12102/j.issn.1009-6493.2026.11.005, pmid=null, cstr=null, oa=null, hot=null, price=null, onlineType=0, articleFormat=0, articleType=null, articleTypeStr=null, receivedDate=1751212800000, receivedDateStr=2025-06-30, revisedDate=1772899200000, revisedDateStr=2026-03-08, acceptedDate=null, acceptedDateStr=null, onlineDate=1793342328642, onlineDateStr=2026-10-30, pubDate=1781020800000, pubDateStr=2026-06-10, doiRegisterDate=null, doiRegisterDateStr=null, onlineIssueDate=1793342328642, onlineIssueDateStr=2026-10-30, onlineJustAcceptDate=null, onlineJustAcceptDateStr=null, onlineFirstDate=null, onlineFirstDateStr=null, sourceXml=null, magXml=null, createTime=1793342328642, creator=13701087609, updateTime=1793342328642, updator=13701087609, issue=Issue{id=1322936785516503921, tenantId=1146029695717560320, journalId=1220038315760373764, year='2026', volume='40', issue='11', pageStart='1809', pageEnd='2000', issueExtLink='null', onlineDate='null', pubDate='1781020800000', pubDateStr='2026-06-10', beforeIssueId=null, nextIssueId=null, price=null, status=1, issueComplete=1, articleOrder=1, issueType=-1, specialIssue=null, createTime=1793342308644, creator='13701087609', updateTime=1793343121351, updator='13701087609', preIssue=null, nextIssue=null, articleTotal=null, ext={EN=IssueExt(id=1322940194344796237, tenantId=1146029695717560320, journalId=1220038315760373764, issueId=1322936785516503921, language=EN, specialIssueTitle=, coverIllustrator=null, specialIssueEditor=, specialIssueAbout=), CN=IssueExt(id=1322940194344796238, tenantId=1146029695717560320, journalId=1220038315760373764, issueId=1322936785516503921, language=CN, specialIssueTitle=, coverIllustrator=null, specialIssueEditor=, specialIssueAbout=)}, issueFiles=null, downloadFileDto=null}, startPage=1843, endPage=1848, ext={EN=ArticleExt(id=1322936869587125041, articleId=1322936869398381360, tenantId=1146029695717560320, journalId=1220038315760373764, language=EN, title=Comprehensive evaluation of nursing human resource allocation in Shandong province based on rank sum ratio and osculation value method, columnId=1220689484526572183, journalTitle=Chinese Nursing Research, columnName=Original Articles, runingTitle=null, highlight=null, articleAbstract=
Objective

To explore the status of nursing human resource allocation in Shandong province and to provide a theoretical basis for its rational distribution.

Methods

The relevant data were organized from the Shandong Statistical Yearbook 2024,and use rank sum ratio and close value methods to comprehensively analyze the number of registered nurses per thousand population,bed nurse ratio,medical staff ratio,and the proportion of registered nurses to health technicians in Shandong Province.Relevant data from the Shandong Statistical Yearbook 2024 were compiled.Comprehensive analysis of the number of registered nurses per 1 000 population,nurse-to-bed ratio,nurse-to-physician ratio,and proportion of registered nurses among health technical personnel was conducted by using the rank sum ratio(RSR) method and the osculation value method.

Results

The rank sum ratio method categorized nursing human resource allocation in Shandong province into four levels(low,relatively low,high,relatively high).Dezhou city had the least nursing human resources,while Jinan city,Dongying city had the most nursing human resources.The osculation value method ranked the cities based on the quantity of nursing human resources allocated,with Jinan city,Zaozhuang city,Qingdao city,and Dongying city having the highest quantities.Dezhou city,Linyi city having the lowest quantities.

Conclusions

Nursing human resources in Shandong province are relatively deficient,with significant disparities in allocation among cities and a mismatch with medical resource distribution.Therefore,it is recommended that relevant departments adopt a holistic approach,implementing tailored nursing human resource allocation strategies for each city while also focusing on coordinating nursing resources with overall medical resource distribution.

, authors=Jinli LIU, Aihui SUN, Jing LYU, Cui GAO, Mingyue LI, authorsList=Jinli LIU, Aihui SUN, Jing LYU, Cui GAO, Mingyue LI, authorCompany=null, correspAuthors=Aihui SUN, authorNote=null, correspAuthorsNote=null, copyrightStatement=null, copyrightOwner=null, extLink=null, articleAbsUrl=null, sourceXml=null, magXml=null, pdfUrl=null, pdf=null, pdfFileSize=null, pdfExtLink=null, richHtmlUrl=null, mobilePdfUrl=null, reviewReport=null, pdfFirstPage=null, abstractGraph=null, abstractGraphContent=null, abstractVideo=null, citation=null, cebUrl=null, magXmlContent=null, mapNumber=null, fund=null), CN=ArticleExt(id=1322936870241436466, articleId=1322936869398381360, tenantId=1146029695717560320, journalId=1220038315760373764, language=CN, title=应用秩和比、密切值法综合评价山东省护理人力资源配置, columnId=1220689484681761433, journalTitle=护理研究, columnName=科研论著, runingTitle=null, highlight=null, articleAbstract=
目的

探讨山东省护理人力资源配置状况，为山东省合理配置护理人力资源提供理论依据。

方法

整理《山东省统计年鉴-2024》相关数据，运用秩和比、密切值方法对山东省每千人口注册护士数、床护比、医护比、注册护士占卫生技术人员的比例进行综合分析。

结果

秩和比法将山东省护理人力资源配置分为4挡（少、较少、多、较多），其中德州市护理人力资源配置最少，济南市、东营市护理人力资源配置最多；密切值法按护理人力资源配置数量进行排序，其中济南市、枣庄市、青岛市、东营市护理人力资源配置数量最多，德州市、临沂市配置数量最少。

结论

山东省护理人力资源相对不足，各市之间配置差异较大且未与医疗资源配置相匹配。建议相关部门应统筹全局，不仅实施各市个性化护理人力配置，也要着眼医疗资源配置，推动护理人力与医疗资源配置相协调。

, authors=刘金莉, 孙爱辉*, *, 吕静, 高翠, 李明月, authorsList=刘金莉, 孙爱辉, 吕静, 高翠, 李明月, authorCompany=null, correspAuthors=孙爱辉, authorNote=

刘金莉，护师，硕士研究生

, correspAuthorsNote=
孙爱辉，E-mail：
SUN Aihui, E-mail:
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刘金莉，护师，硕士研究生

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postcode=null, companyName=null, departmentName=null, remark=1胜利油田中心医院，山东 257099)])], figs=[ArticleFig(id=1322936874603512663, tenantId=1146029695717560320, journalId=1220038315760373764, articleId=1322936869398381360, language=EN, label=Table 1, caption=

Ranking results of evaluation indicators for nursing human resource allocation in Shandong province in 2023

, figureFileSmall=null, figureFileBig=null, tableContent=
地区每千人口注册护士数（人）每千人口注册护士数秩次床护比床护比秩次医护比医护比秩次注册护士占卫生技术人员的比例注册护士占卫生技术人员的比例秩次
济南市5.9616.01∶1.4714.51∶0.8413.50.4613.5
青岛市5.6115.01∶1.4714.51∶0.917.00.4510.0
淄博市4.4513.01∶1.817.51∶0.934.50.433.0
枣庄市4.1311.01∶1.7710.01∶0.8016.00.4816.0
东营市4.8814.01∶1.3516.01∶0.8811.00.4613.5
烟台市3.645.01∶1.799.01∶0.942.00.433.0
潍坊市4.069.01∶2.013.01∶0.8712.00.4613.5
济宁市4.3112.01∶1.7411.01∶0.8315.00.4613.5
泰安市3.898.01∶1.826.01∶0.8413.50.4510.0
威海市4.1210.01∶1.7312.01∶0.908.50.4510.0
日照市3.583.51∶1.817.51∶0.908.50.446.5
临沂市3.583.51∶2.121.01∶0.934.50.433.0
德州市3.061.01∶1.855.01∶1.031.00.411.0
聊城市3.887.01∶1.6413.01∶0.934.50.446.5
滨州市3.826.01∶1.964.01∶0.934.50.446.5
菏泽市3.432.01∶2.112.01∶0.8910.00.446.5
), ArticleFig(id=1322936874670621528, tenantId=1146029695717560320, journalId=1220038315760373764, articleId=1322936869398381360, language=CN, label=表1, caption=

2023年山东省护理人力资源配置评价指标编秩结果

, figureFileSmall=null, figureFileBig=null, tableContent=
地区每千人口注册护士数（人）每千人口注册护士数秩次床护比床护比秩次医护比医护比秩次注册护士占卫生技术人员的比例注册护士占卫生技术人员的比例秩次
济南市5.9616.01∶1.4714.51∶0.8413.50.4613.5
青岛市5.6115.01∶1.4714.51∶0.917.00.4510.0
淄博市4.4513.01∶1.817.51∶0.934.50.433.0
枣庄市4.1311.01∶1.7710.01∶0.8016.00.4816.0
东营市4.8814.01∶1.3516.01∶0.8811.00.4613.5
烟台市3.645.01∶1.799.01∶0.942.00.433.0
潍坊市4.069.01∶2.013.01∶0.8712.00.4613.5
济宁市4.3112.01∶1.7411.01∶0.8315.00.4613.5
泰安市3.898.01∶1.826.01∶0.8413.50.4510.0
威海市4.1210.01∶1.7312.01∶0.908.50.4510.0
日照市3.583.51∶1.817.51∶0.908.50.446.5
临沂市3.583.51∶2.121.01∶0.934.50.433.0
德州市3.061.01∶1.855.01∶1.031.00.411.0
聊城市3.887.01∶1.6413.01∶0.934.50.446.5
滨州市3.826.01∶1.964.01∶0.934.50.446.5
菏泽市3.432.01∶2.112.01∶0.8910.00.446.5
), ArticleFig(id=1322936874746119001, tenantId=1146029695717560320, journalId=1220038315760373764, articleId=1322936869398381360, language=EN, label=Table 2, caption=

Rank sum ratio distribution and probit values

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地区秩和比法分布值频数（f）累积频数（Σf）平均秩次（n）平均秩次（n×100%）probit（分）
德州市0.125111.06.33.466
临沂市0.188122.012.53.850
烟台市0.297133.018.84.113
菏泽市0.320144.025.04.326
滨州市0.328155.031.34.511
日照市0.406166.037.54.681
淄博市0.438177.043.84.843
聊城市0.484188.050.05.000
泰安市、潍坊市0.5862109.559.45.237
威海市0.63311111.068.85.489
青岛市0.72711212.075.05.674
济宁市0.80511313.081.35.887
枣庄市0.82811414.087.56.150
东营市0.85211515.093.86.534
济南市0.89811616.098.47.154
), ArticleFig(id=1322936874850976602, tenantId=1146029695717560320, journalId=1220038315760373764, articleId=1322936869398381360, language=CN, label=表2, caption=

秩和比法分布及probit值

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地区秩和比法分布值频数（f）累积频数（Σf）平均秩次（n）平均秩次（n×100%）probit（分）
德州市0.125111.06.33.466
临沂市0.188122.012.53.850
烟台市0.297133.018.84.113
菏泽市0.320144.025.04.326
滨州市0.328155.031.34.511
日照市0.406166.037.54.681
淄博市0.438177.043.84.843
聊城市0.484188.050.05.000
泰安市、潍坊市0.5862109.559.45.237
威海市0.63311111.068.85.489
青岛市0.72711212.075.05.674
济宁市0.80511313.081.35.887
枣庄市0.82811414.087.56.150
东营市0.85211515.093.86.534
济南市0.89811616.098.47.154
), ArticleFig(id=1322936874930668379, tenantId=1146029695717560320, journalId=1220038315760373764, articleId=1322936869398381360, language=EN, label=Table 3, caption=

Classification and sorting

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档次probit临界值(分)地区
第1档（少）<3.5德州市
第2档（较少）3.5~≤5.0临沂市、烟台市、菏泽市、滨州市、日照市、淄博市、聊城市
第3档（较多）5.0~<6.5泰安市、潍坊市、威海市、青岛市、济宁市、枣庄市
第4档（多）≥6.5东营市、济南市
), ArticleFig(id=1322936875006165852, tenantId=1146029695717560320, journalId=1220038315760373764, articleId=1322936869398381360, language=CN, label=表3, caption=

分档排序

, figureFileSmall=null, figureFileBig=null, tableContent=
档次probit临界值(分)地区
第1档（少）<3.5德州市
第2档（较少）3.5~≤5.0临沂市、烟台市、菏泽市、滨州市、日照市、淄博市、聊城市
第3档（较多）5.0~<6.5泰安市、潍坊市、威海市、青岛市、济宁市、枣庄市
第4档（多）≥6.5东营市、济南市
), ArticleFig(id=1322936875073274717, tenantId=1146029695717560320, journalId=1220038315760373764, articleId=1322936869398381360, language=EN, label=Table 4, caption=

Standardized results of the number of registered nurses per thousand population,medical staff ratio,bed nurse ratio,and the proportion of registered nurses to health technicians in Shandong province

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地区每千人口注册护士数（人）床护比医护比注册护士占卫生技术人员比例
济南市0.301∶0.271∶0.260.24
青岛市0.271∶0.271∶0.200.21
淄博市0.191∶0.181∶0.170.14
枣庄市0.161∶0.191∶0.300.30
东营市0.221∶0.301∶0.230.24
烟台市0.121∶0.191∶0.150.14
潍坊市0.151∶0.121∶0.240.24
济宁市0.181∶0.201∶0.270.24
泰安市0.141∶0.181∶0.260.21
威海市0.161∶0.201∶0.220.21
日照市0.111∶0.181∶0.220.17
临沂市0.111∶0.101∶0.170.14
德州市0.101∶0.171∶0.100.10
聊城市0.141∶0.231∶0.170.17
滨州市0.131∶0.141∶0.170.17
菏泽市0.101∶0.101∶0.240.17
), ArticleFig(id=1322936875173938014, tenantId=1146029695717560320, journalId=1220038315760373764, articleId=1322936869398381360, language=CN, label=表4, caption=

山东省每千人口注册护士数、医护比、床护比、注册护士占卫生技术人员的比例标准化结果

, figureFileSmall=null, figureFileBig=null, tableContent=
地区每千人口注册护士数（人）床护比医护比注册护士占卫生技术人员比例
济南市0.301∶0.271∶0.260.24
青岛市0.271∶0.271∶0.200.21
淄博市0.191∶0.181∶0.170.14
枣庄市0.161∶0.191∶0.300.30
东营市0.221∶0.301∶0.230.24
烟台市0.121∶0.191∶0.150.14
潍坊市0.151∶0.121∶0.240.24
济宁市0.181∶0.201∶0.270.24
泰安市0.141∶0.181∶0.260.21
威海市0.161∶0.201∶0.220.21
日照市0.111∶0.181∶0.220.17
临沂市0.111∶0.101∶0.170.14
德州市0.101∶0.171∶0.100.10
聊城市0.141∶0.231∶0.170.17
滨州市0.131∶0.141∶0.170.17
菏泽市0.101∶0.101∶0.240.17
), ArticleFig(id=1322936875236852575, tenantId=1146029695717560320, journalId=1220038315760373764, articleId=1322936869398381360, language=EN, label=Table 5, caption=

Evaluation results of osculation value method for nursing human resource allocation in Shandong province

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地区最优点距离（di+）最劣点距离（di-）密切值（Ci）排序
济南市0.000.350.001
青岛市0.050.340.143
淄博市0.150.280.357
枣庄市0.000.350.001
东营市0.050.340.143
烟台市0.200.240.4511
潍坊市0.150.280.357
济宁市0.110.320.265
泰安市0.150.280.357
威海市0.110.320.265
日照市0.200.240.4511
临沂市0.240.200.5515
德州市0.350.001.0016
聊城市0.150.280.357
滨州市0.200.240.4511
菏泽市0.200.240.4511
), ArticleFig(id=1322936875320738656, tenantId=1146029695717560320, journalId=1220038315760373764, articleId=1322936869398381360, language=CN, label=表5, caption=

山东省护理人力资源配置密切值法评价结果

, figureFileSmall=null, figureFileBig=null, tableContent=
地区最优点距离（di+）最劣点距离（di-）密切值（Ci）排序
济南市0.000.350.001
青岛市0.050.340.143
淄博市0.150.280.357
枣庄市0.000.350.001
东营市0.050.340.143
烟台市0.200.240.4511
潍坊市0.150.280.357
济宁市0.110.320.265
泰安市0.150.280.357
威海市0.110.320.265
日照市0.200.240.4511
临沂市0.240.200.5515
德州市0.350.001.0016
聊城市0.150.280.357
滨州市0.200.240.4511
菏泽市0.200.240.4511
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应用秩和比、密切值法综合评价山东省护理人力资源配置
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刘金莉 , 孙爱辉 *, * , 吕静 , 高翠 , 李明月
护理研究 | 科研论著 2026,40(11): 1843-1848
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护理研究 |科研论著 2026 , 40 (11) : 1843 -1848
应用秩和比、密切值法综合评价山东省护理人力资源配置
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刘金莉, 孙爱辉*, * , 吕静, 高翠, 李明月
作者信息
  • 1胜利油田中心医院，山东 257099
通讯作者:
孙爱辉，E-mail：
SUN Aihui, E-mail:
作者简介:

刘金莉，护师，硕士研究生

Comprehensive evaluation of nursing human resource allocation in Shandong province based on rank sum ratio and osculation value method
Jinli LIU, Aihui SUN , Jing LYU, Cui GAO, Mingyue LI
Affiliations
  • 1Shengli Oilfield Central Hospital, Shandong 257099 China
出版时间: 2026-06-10 doi: 10.12102/j.issn.1009-6493.2026.11.005
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摘要
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目的

探讨山东省护理人力资源配置状况，为山东省合理配置护理人力资源提供理论依据。

方法

整理《山东省统计年鉴-2024》相关数据，运用秩和比、密切值方法对山东省每千人口注册护士数、床护比、医护比、注册护士占卫生技术人员的比例进行综合分析。

结果

秩和比法将山东省护理人力资源配置分为4挡（少、较少、多、较多），其中德州市护理人力资源配置最少，济南市、东营市护理人力资源配置最多；密切值法按护理人力资源配置数量进行排序，其中济南市、枣庄市、青岛市、东营市护理人力资源配置数量最多，德州市、临沂市配置数量最少。

结论

山东省护理人力资源相对不足，各市之间配置差异较大且未与医疗资源配置相匹配。建议相关部门应统筹全局，不仅实施各市个性化护理人力配置，也要着眼医疗资源配置，推动护理人力与医疗资源配置相协调。

护理人员  /  人力资源  /  秩和比法  /  密切值法
Objective

To explore the status of nursing human resource allocation in Shandong province and to provide a theoretical basis for its rational distribution.

Methods

The relevant data were organized from the Shandong Statistical Yearbook 2024,and use rank sum ratio and close value methods to comprehensively analyze the number of registered nurses per thousand population,bed nurse ratio,medical staff ratio,and the proportion of registered nurses to health technicians in Shandong Province.Relevant data from the Shandong Statistical Yearbook 2024 were compiled.Comprehensive analysis of the number of registered nurses per 1 000 population,nurse-to-bed ratio,nurse-to-physician ratio,and proportion of registered nurses among health technical personnel was conducted by using the rank sum ratio(RSR) method and the osculation value method.

Results

The rank sum ratio method categorized nursing human resource allocation in Shandong province into four levels(low,relatively low,high,relatively high).Dezhou city had the least nursing human resources,while Jinan city,Dongying city had the most nursing human resources.The osculation value method ranked the cities based on the quantity of nursing human resources allocated,with Jinan city,Zaozhuang city,Qingdao city,and Dongying city having the highest quantities.Dezhou city,Linyi city having the lowest quantities.

Conclusions

Nursing human resources in Shandong province are relatively deficient,with significant disparities in allocation among cities and a mismatch with medical resource distribution.Therefore,it is recommended that relevant departments adopt a holistic approach,implementing tailored nursing human resource allocation strategies for each city while also focusing on coordinating nursing resources with overall medical resource distribution.

nursing staff  /  human resources  /  rank sum ratio method  /  osculation value method
刘金莉, 孙爱辉, 吕静, 高翠, 李明月. 应用秩和比、密切值法综合评价山东省护理人力资源配置. 护理研究, 2026 , 40 (11) : 1843 -1848 . DOI: 10.12102/j.issn.1009-6493.2026.11.005
Jinli LIU, Aihui SUN, Jing LYU, Cui GAO, Mingyue LI. Comprehensive evaluation of nursing human resource allocation in Shandong province based on rank sum ratio and osculation value method[J]. Chinese Nursing Research, 2026 , 40 (11) : 1843 -1848 . DOI: 10.12102/j.issn.1009-6493.2026.11.005
正文
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护理工作是医疗卫生事业的重要组成部分，护理人员的数量及其配置情况与护理质量和临床治疗效果密切相关[1-3]。研究表明，研究者多从国家层面出发，宏观分析各省护理人力资源配置状况[4-5]。目前较少研究关注山东省护理人力资源配置，且相关研究多以公平性为主[6]，鲜少关注山东省护理人力资源配置现状及各市护理人力配置状况。因此。本研究着眼山东省护理人力，运用2种评价方法综合分析山东省护理人力资源配置，弥补以往研究使用单一方法将研究结果仅排序或仅分类的不足[7]，为政府合理配置护理人力提供参考。
1　资料与方法
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1.1　资料来源
研究数据来源于《山东统计年鉴-2024》[8]，部分数据通过原始数据计算所得。
1.2　指标选择
依据护理事业发展主要评价指标[9]，选取每千人口注册护士数、床护比、医护比、注册护士占卫生技术人员的比例为评价指标。
1.3　研究方法
1.3.1　秩和比法（rank sum ratio method，RSR）
秩和比法基本原理是先假设有n个评价对象、m个评价指标，通过秩转换得出无量纲统计量秩和比，对秩和比进行相关分析，评价指标分为高优指标与低优指标，对高优指标按照从小到大排序编秩，低优指标从大到小排序编秩，并计算被评价对象的综合得分（probit）以确定优劣等级[10]。根据《山东省护理事业发展规划（2021—2025）》[11]，每千人口注册护士数、床护比、医护比、注册护士占卫生技术人员的比例均为高优指标，每千人口注册护士数、注册护士占卫生技术人员的比例为正向数据，按从小到大编秩，床护比、医护比通过原始数据计算所得，计算结果为负向数据，按从大到小编秩。
1.3.2　密切值法（osculation value method）
采用张惠芳等[12]将密切值法应用于医疗工作质量综合评价的成熟研究范式。该方法是多目标决策中的一种优选方法，其将评价指标分为正向指标和负向指标。将所有指标进行同向化处理，然后找出各评价指标的“最优点”和“最劣点”，分别计算各评价单元与“最优点”和“最劣点”的距离（即密切程度），然后将这些距离转化为能综合反映各样本质量优劣的综合指标，即密切值。最后根据密切值大小确定各评价单元的优劣顺序，主要步骤如下。
1.3.2.1　构建原始指标矩阵
假设研究共选取m个评价对象、n个评价指标，原始指标矩阵为：X=(xij)m*n(i=1,2,…,m;j=1,2,…,n)，其中，xij为第i个评价对象的第j项指标的原始数值。
1.3.2.2　指标标准化处理
为消除不同指标量纲与数量级的影响，对原始指标进行标准化处理。对正向指标，为保持原始指标趋势不变，直接采用标准化公式：zij=xij-min (xj)max (xj)-min (xj)；对负向指标，可通过取差值法实现同向化转换，即先计算原始指标的最大值与该指标值的差值，再进行标准化处理，采用公式：zij=max (xj)-xijmax (xj)-min (xj)。经此处理后，负向指标的原始数值越小，标准化后数值越大，与正向指标的优劣趋势保持一致，完成指标同向化。
1.3.2.3　确定最优与最劣方案
Z+=z1+,z2+,…,zn+;Z-=(z1-,z2-,…,zn-)，其中，zj+=max (zij);zj-=min (zij)
1.3.2.4　计算密切值
计算第i个评价对象与最优方案的欧氏距离di+、与最劣方案的欧氏距离di-：di+=∑j=1n(zj+-zij)2；di-=∑j=1n(zij-zj)2；第i个评价对象的密切值Ci计算公式为：Ci=di+-min (di-)max (di-)-min (di-)(di--min (di-))，密切值Ci越小，表明评价对象越接近最优方案。
1.4　统计学方法
运用Excel 2019整理数据和密切值计算、分析；运用SPSSAU进行编秩、计算probit值和正负理想解距离，进行回归方程检验。运用SPSS 22.0对分档结果进行方差分析，检验水准α=0.05。
2　结果
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2.1　2023年山东省护理人力资源配置评价指标基本情况
研究结果显示，济南市每千人口注册护士数最高；东营市床护比比例最高，临沂市比例最低。枣庄市在医护比及注册护士占卫生技术人员的比例中数值最高。德州市在医护比及注册护士占卫生技术人员的比例中数值最低。详见表1。
2.2　秩和比法结果
2023年山东省护理人力资源配置秩和比结果显示，德州市护理人力配置数量最少，东营市、济南市护理人力资源配置最多。根据平均秩次，计算得到概率分布probit，以probit为自变量（X），秩和比法为因变量（Y），Y=-0.709+0.241X,R2=0.960，F=308.504，P<0.001，表明回归方程代表性较好；根据probit值将护理人力资源配置情况分为少、较少、较多和多4档。对该分档进行统计学检验，F=129.714，P<0.001，表明该分档有统计学意义。详见表2、表3。
2.3　密切值法结果
将原始数据每千人口注册护士数、医护比、床护比、注册护士占卫生技术人员的比例转换为标准值，详见表4。
首先，计算山东省护理人力资源配置4个评价指标的最优点数据集，即di+={0.30，0.30，0.30，0.30}；计算4个评价指标的最劣点数据集，即di-={0.10，0.10，0.10，0.10}。其次，计算各市护理人力资源评价指标距离最优点距离及最劣点距离。最后，计算护理人力资源配置密切值并排序。结果显示，济南市、枣庄市、青岛市、东营市护理人力资源配置相对较多，德州市、临沂市护理人力资源配置相对较少。详见表5。
3　讨论与建议
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3.1　山东省各市护理人力资源配置不均，存在较大差异
山东省各市在护理人力资源配置评价指标上存在较大差异。例如，在每千人口注册护士数这项评价指标上，济南市为5.96人，德州市为3.06人，济南市是德州市的1.9倍。这提示护理人力资源在市与市之间分布不均，与以往研究[13]结论一致。对比相关国内研究，这种区域差异山东省并非个例，黄素芹等[14]研究江苏省护理人力资源配置，结果显示，苏南地区每千人口注册护士数较苏中地区高出3.1倍，其核心原因为区域经济发展失衡、医疗资源集聚效应；国外一项对58个国家护士分布状况的研究指出，在58个国家中，国家间护士分布的最大差值达11倍，发达国家能够通过区域人口结构、疾病谱特点制定差异化配置标准，进而建立全国统一的护理人力配置动态监测体系，缩小区域差异[15]。综上所述，提出以下建议：一是结合老年人口占比、慢性病患病率、医疗机构床位数等指标，开展各市护理人力需求普查，建立测算模型并明确缺口阈值。二是实施以财政转移支付为支撑的定向补充机制。建议省级层面针对德州、临沂等市配置水平显著偏低的地区，设计并启动“护理人力补短计划”。该计划可通过省级财政安排专项转移支付，依据各地区量化测算的人力资源缺口，向在上述地区执业护士发放专项岗位津贴，津贴标准需结合当地薪资水平进行动态、合理设定。此举可将省级规划中“补短板、强弱项”的原则[11]转化为可操作、可激励的具体政策工具。三是依据《山东省护理事业发展规划（2021-2025年）》中“加强护理资源辐射”的战略导向，建立跨市流动机制，鼓励济南市、青岛市等发达地区资深护士对口支援、轮岗帮扶，辅以薪资上浮、职称评审优先等激励，将支援经历纳入绩效考核等核心指标，助力区域协调发展[16]。
3.2　山东省护理人力资源配置与医疗卫生资源配置比例不协调，护理人力数量相对不足
《山东省护理事业发展规划（2020—2025年）》[11]指出，每千人口注册护士数达3.95人、医护比为1∶1.20；《医院管理评价指南（2008年版）》[17]提出，护士占卫生技术人员的比例为50%。以上述文件规定为参考，山东省16市中仅有8个市在每千人口注册护士数上达标，其余评价指标未有城市到达规定标准。这表明山东省护理人力资源数量相对不足，且未与医疗资源配置相匹配，这与全国护理资源配置的整体短板高度契合[18]，对比国际标准，世界卫生组织（WHO）建议每千人口注册护士数不低于4.0人、医护比不低于1∶1.5，护士占卫生技术人员比例不低于55%[19]。日本通过多年政策支持，目前已远超该标准，其中日本每千人口注册护士数达7.2人，护士占卫生技术人员比例为62%[20]，因此，相关部门在配置护理人力时，建议如下。
3.2.1　留住现有护理人员，减少护理人员离职率
以临床护理工作需求为基础，合理配置和调配护理人员；建立健全绩效考核制度，体现多劳多得、优劳优酬；加强对护理人员的人文关怀，减少其职业倦怠情绪[21]。
3.2.2　制定倾斜政策，吸引护理人员就职
本研究结果显示，护理人力资源配置较多的地区多为经济发展水平较高的地区，例如济南市、青岛市，这可能与经济发展水平较好的地区能够提供更多就业机会有关。王婉儿等[22]针对全国护理人力资源配置的研究表明，经济欠发达地区护理人力流失率显著高于发达地区，进一步加剧了配置差距。因此，在今后工作中，相关部门需制定针对性的财政补助与岗位津贴方案，提升薪酬竞争力，并将此类地区的基层服务与职称晋升、专业发展等激励措施挂钩，进而系统性地增强其护理岗位的吸引力[23]。
3.2.3　护理人力资源是医疗资源的重要组成部分
相关部门在进行护理人力资源配置时，不仅要着眼于护理人员，也要关注医疗资源，使护理人员与医疗资源配置相匹配[24]。例如，济南市在床护比、医护比上均未达到规定标准，因此，相关部门在配置护理人力资源时，重点关注其床位数、执业（助理）医生数，统筹全局，实施护理人力“个性化”配置，提高护理人力配置的合理性。
3.3　运用秩和比、密切值法综合评价山东省护理人力资源配置，使评价结果更客观、准确。
本研究经2种评价方法所得出的评价结果相同，仅个别市存在排名差异。如秩和比法得出护理人力资源配置较多的地区为济南市、东营市、枣庄市、济宁市、青市岛；密切值法排名为济南市、枣庄市、东营市、青岛市、济宁市。秩和比法为非参数分析方法，先将原始数据转换成秩次然后进行计算，对数据无特殊要求，且能够消除异常值的干扰，但是会损失一些原始的信息[25]。而密切值法能够充分利用原始数据信息，推理简单，提高了分析效能，能全面地反映客观情况[26]。因此，本研究分别运用秩和比、密切值法对山东省护理人力资源配置进行评价，能够提高研究结果的客观、准确性。
4　小结
收起
护理人力资源配置研究已成为护理管理者关注的重点问题，本研究从山东省层面出发，运用秩和比与密切值法深入探索各市护理人力资源配置现状及存在问题，为各市合理管理及配置护理人力资源提供了新思路。但由于研究对象、研究指标较多且指标收集时间跨度较大，该研究以注册医务人员数量为基础分析护理人力资源配置情况，未获得实际在岗医务人员数量，且未细化区分医院、社区等护理人力情况，因此，存在一定的局限性。在今后研究中可以各市为角度，深入调研医院、社区等实际在岗护理人员数量，为针对性配置护理人力提供理论依据。

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doi: 10.12102/j.issn.1009-6493.2026.11.005
  • 接收时间：2025-06-30
  • 首发时间：2026-10-30
  • 出版时间：2026-06-10
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  • 收稿日期：2025-06-30
  • 修回日期：2026-03-08
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2种不同金属材料的力学参数
科
Family		 属数
Number of
genus		 种数
Number of
species		 占总种数比例
Percentage of
total species (%)		 属
Genus		 种数
Number of
species		 占总种数比例
Percentage of total
species (%)
鹅膏菌科Amanitaceae 2 11 5.26 鹅膏菌属 Amanita 10 4.78
小菇科 Mycenaceae 2 12 5.74 丝盖伞属 Inocybe 5 2.39
多孔菌科 Polyporaceae 8 14 6.70 蜡蘑属 Laccaria 5 2.39
红菇科 Russulaceae 3 23 11.00 小皮伞属 Marasmius 6 2.87
小菇属 Mycena 11 5.26
光柄菇属 Pluteus 5 2.39
红菇属 Russula 17 8.13
栓菌属 Trametes 5 2.39
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