Schmidt K, Meyer J, Liebeneiner J, Schmidt C E, Hüttenbrink K B
Klinik und Poliklinik für Hals-, Nasen-, Ohren-Heilkunde, Kopf- und Hals-Chirurgie, Universitätsklinikum Köln, Kerpener Str. 62, Gebäude 23, 50924, Köln, Deutschland.
HNO. 2012 Nov;60(11):993-1002. doi: 10.1007/s00106-012-2572-4.
The shortage of qualified doctors and nurses has led to a competition between hospitals. Analyzing the circumstances of the competition, nurses and doctors of so-called generation Y are important. These employees are mainly female and have different requirements compared to previous generations. Therefore, knowledge of these requirements will become a critical success factor for hospitals in the future.
We interviewed medical students in Kiel and Hannover from 2005 to 2011 about the clinical department chosen, the criteria for choosing a specific clinic, and the importance of MD and PhD programs. In addition, we conducted an internet and Medline search for scientific studies on labor shortage, generation Y, and demographics. The data were sorted by main categories and relevance for hospitals. Statistical analyses were performed using descriptive measures.
We received 1,097 answers which represents approx. 75% of all students. Sixty-seven percent of the students were female, 33% male. Preferences for departments revealed internal medicine, pediatrics, and anesthesiology as the top three. ENT followed at rank 10. The main criteria for choosing a clinic were working climate, structure and broadness of education, family friendliness, and respect. MD programs were rated 2.6, while PhD programs were rated 3.6. Staff members of Generation Y "live while working" and disagree with hierarchies. Internet and computers are part of their daily routine.
Employees of Generation Y challenge leadership in hospitals by increasing demands. However, Generation Y can increase professionalization and competitiveness for hospitals significantly.
合格医生和护士的短缺导致了医院之间的竞争。分析竞争情况时，所谓的Y一代护士和医生很重要。这些员工主要为女性，与前几代人相比有不同的需求。因此，了解这些需求将成为医院未来成功的关键因素。
我们在2005年至2011年期间采访了基尔和汉诺威的医科学生，询问他们选择的临床科室、选择特定科室的标准以及医学博士和哲学博士项目的重要性。此外，我们在互联网和医学文献数据库上搜索了关于劳动力短缺、Y一代和人口统计学的科学研究。数据按主要类别和与医院的相关性进行分类。使用描述性方法进行统计分析。
我们收到了1097份回复，约占所有学生的75%。67%的学生为女性，33%为男性。对科室的偏好显示，内科、儿科和麻醉科位列前三。耳鼻喉科排在第十位。选择科室的主要标准是工作氛围、教育结构和广度、家庭友好度以及尊重。医学博士项目的评分是2.6，而哲学博士项目的评分是3.6。Y一代员工“边工作边生活”，不认同等级制度。互联网和电脑是他们日常生活的一部分。
Y一代员工通过提高要求对医院领导构成挑战。然而，Y一代能显著提升医院的专业化水平和竞争力。
