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新毕业的护士提前辞职的有效预防:一个交易分析
Masanori Ogawa1, Ryusuke Ae2, Teppei Sasahara3
1Health Service Center, Jichi Medical University, 3311-1, Yakushiji, Shimostuke, Tochigi, 329-0498, Japan. masa-oga@jichi.ac.jp.
BMC nursing
|October 8, 2024
概括
高特征焦虑和低护士导向显著预测新护士的早期辞职. 了解这些特征可以通过有针对性的干预和支持来帮助预防营业额.
科学领域:
- 护理劳动力研究 护理劳动力研究
- 医疗保健专业人员的保留
- 组织心理学 组织心理学
背景情况:
- 新毕业的护士面临着环境变化,导致压力和潜在的辞职.
- 解决日本护士短缺问题需要采取战略来留住新毕业生.
- 现有的支持系统往往忽视了个体护士的特点.
研究的目的:
- 确定影响新毕业护士提前辞职的特定特征.
- 根据这些特征,提出定制的支持和干预措施.
- 减少新手护理人员的早期流动率.
主要方法:
- 评估了353名新毕业的护士的个性,焦虑,护士导向和自我感知能力.
- 使用交易分析,国家特征焦虑库存和自我报告尺度.
- 使用统计分析,比较在一年内辞职的护士 (案例) 与没有辞职的护士 (控制) 的特征.
主要成果:
- 两组之间在大多数人格特征上没有发现显著差异.
- 对照组 (不辞职者) 的负面自我认知率和高特征焦虑率显著降低.
- 后勤回归确定了高特征焦虑和低护士导向作为早期辞职的重要预测因素.
结论:
- 专注于减少焦虑的早期干预计划至关重要.
- 支持高特征焦虑和低护士导向的护士在他们的工作中找到意义,可以提高保留率.
- 在招聘时了解和解决个体护士的特点是防止提前辞职的关键.
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