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Accountability and Responsibility of a Nurse II01:09

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相关实验视频

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Assessment and Evaluation of the High Risk Neonate: The NICU Network Neurobehavioral Scale
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护士们可以留下来.

M Maureen Lal1

  • 1Author Affiliation: Sr Director, Magnet Recognition Program, Silver Spring, Maryland.

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|August 21, 2024
PubMed
概括

2023年,医院护士周转率和空缺率接近2019年的水平,但医疗机构仍面临保留注册护士 (RN) 的挑战. 了解护士离开的原因对于有效的保留策略至关重要.

科学领域:

  • 医疗保健管理的管理
  • 护理劳动力研究 护理劳动力研究
  • 组织心理学 组织心理学

背景情况:

  • 最近的数据表明,在2023年,注册护士 (RN) 周转率和空缺率将接近于疫情前 (2019年) 的水平.
  • 尽管病率下降,但医疗机构在保留护理人员方面仍面临重大困难.
  • 这种情况需要检查护士离开医疗机构的根本原因.

研究的目的:

  • 分析注册护士 (RN) 流动和空缺率的当前趋势.
  • 调查医疗保健组织内护士保留方面的持续挑战.
  • 确定影响护士离开当前职位的关键因素.

主要方法:

  • 分析了2024年NSI国家医疗保健保留和RN工作人员报告数据.
  • 审查护士人员配置和保留的历史趋势,参考1983年的"磁铁医院"研究.
  • 对导致护士衰退的因素进行定性和定量评估.

主要成果:

  • 医院的平均RN周转率和空缺率在2023年接近2019年的数字.
  • 这一时期,这些利率在时间框架中途达到顶峰,随后下降.
  • 医疗机构仍在努力制定有效的护士保留策略,尽管护士的比例在波动.

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结论:

  • 虽然RN人员配置指标显示有所改善,但导致护士保留挑战的根本问题仍然存在.
  • 了解护士离职背后的"原因"对于开发可持续的保留解决方案至关重要.
  • 重新审视护士吸引和留住护士的基本原则,如"磁铁医院"研究中所指出的那些原则,可能会提供有价值的见解.