探讨根因分析(root cause analysis, RCA)法在降低口腔医院护士高离职率的应用效果。

收集重庆医科大学附属口腔医院2012年1月至2016年12月在院护士为研究对象，其中2015年至2016年通过运用RCA法科学管理，成立RCA小组，采用RCA法剖析导致该院护士离职率的原因，制定改进方案。比较分析改进方案前后护士离职率。

2012年至2016年护士离职率分别为9.75%、12.30%、13.70%、4.23%、5.05%；2012年至2014年年终护士总数971人，离职总人数113，平均离职率11.98%; 2015年至2016年年终护士总数累计831人，离职总人数37人，平均离职率4.66%，改进方案实施后护士离职率比2012～2014年的离职率(11.98%)显著降低，差异有统计学意义(χ²＝29.292，P<0.005)。

运用RCA法进行科学管理，能有效降低我院护士离职率，减少口腔专科护理人才流失。

To explore the effect of root cause analysis(RCA) on reducing the turnover rate of nurse staff from a tertiary stomatology hospital.

It was collected that the nurses in Stomatological of Chongqing Medical University from January 2012 and December 2016. 2015-2016, using the method of RCA scientific management, establishment of RCA team, the reason of high turnover rate of nurses were analyzed using RCA method, the improvement plan was worked out. It was analyzed that the nurses turnover rate before and after improvement plan.

The turnover rate of nurses was 9.35%, 12.30%, 13.70%, 4.23% and 5.05% respectively from 2012 to 2016. From 2012 to 2014, the total number of nurses was 971, with a total turnover of 113 and an average turnover rate of 11.80%. From 2015 to 2016, the total number of nurses was 831, with a total turnover of 37, an average turnover rate of 4.66%, Comparing the turnover rate from 2012 to 2014, the average turnover rate was reduced significantly after improvement, the difference was statistically significant (χ²=29.292, P<0.005).

RCA is a scientific method in the management of nursing human resources. RCA method can solve the problem of high turnover rate of nurse staff to reduce the loss of the oral specialized nurse.