探讨护士留守的决定因素:个人和专业价值观以及工作环境对预测离开意图的影响
Kristin Rothbart1, Jessica Leddy, Colleen M Brady
1Author Affiliations: Magnet and Nursing Excellence, Advocate Condell Medical Center, Libertyville, Illinois (Ms Rothbart); Nursing Education and Professional Development, Advocate Good Samaritan Hospital, Downers Grove, Illinois (Ms Leddy); Pediatric Cardiac Intensive Care Unit, Advocate Children's Hospital, Oak Lawn, Illinois (Ms Brady); Nursing Administration, Advocate Sherman Hospital, Elgin, Illinois (Ms Kruse); and Institute for Nursing Excellence, Advocate Health, Milwaukee, Wisconsin (Dr Lancaster).
Nursing administration quarterly
|August 30, 2024
概括
提高护士留守率需要支持性的工作环境. 影响护士离开意图的关键因素包括参与医院事务,护士经理领导,以及足够的员工和资源.
科学领域:
- 护理 护理 护理
- 医疗保健管理的管理
- 组织心理学 组织心理学
背景情况:
- 保留护士是医疗保健中的一个关键问题.
- 我们对个人价值观和工作环境如何预测护士离开的意图的理解有限.
- 迫切需要有效的护士招聘和保留策略.
研究的目的:
- 调查个人/专业价值观和工作环境对注册护士离开意图的影响.
- 为了确定特定的工作环境因素,预测护士的意图辞职.
主要方法:
- 来自671名注册护士的数据的二次分析.
- 后勤回归建模用于预测.
- 使用了Short Schwartz的价值调查,护士专业价值尺度-3和护理工作指数的实践环境尺度.
主要成果:
- 工作环境因素显著预测护士离开的意图.
- "参与医院事务" (OR=.514),"护士经理能力,领导和支持" (OR=.639),以及"人员和资源充足" (OR=.555) 是重要的预测因素.
- 在提供的抽象摘要中,个人和专业价值观并没有明确地被详细描述为预测因素.
结论:
- 支持性的工作环境对于保住护士至关重要.
- 有效的护士领导和充足的资源对于减少护士离开的意图至关重要.
- 组织战略应侧重于改善实践环境,以提高护士的留守率.
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