Determinants of hospital nurse intention to remain employed: broadening our understanding.
Determinants of hospital nurse intention to remain employed: broadening our understanding.
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DOI：
10.1111/j.1365-2648.2009.05190.x
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发表时间：
2010-01
影响因子：
3.8
通讯作者：
Harvey S
中科院分区：
文献类型：
--
作者：
Tourangeau AE;Cummings G;Cranley LA;Ferron EM;Harvey S
医院护士留任意向的决定因素：扩大认识。本文是一项研究的报告，以确定护士报告的留任意向决定因素，并开发一个模型解释医院护士留任意向的决定因素。全球护士短缺的日益严重表明，必须努力促进护士的留用。然而，有效的保留促进策略依赖于对影响护士保留的因素的了解。采用焦点小组方法进行描述性研究。2007年，在加拿大两个省开展了13个重点小组活动，其中包括78名护士。采用了专题分析战略来分析数据。被描述为影响护士留任意向的八个主题类别来自焦点小组：(1)与同事的关系，(2)工作环境状况，(3)与经理的关系和支持，(4)工作奖励，(5)组织支持和实践，(6)对工作的生理和心理反应，(7)病人关系和其他工作内容，以及(8)外部因素。本研究假设医院护士留任意向的决定因素模型。研究结果既与之前的研究相似，也与之前的研究不同。没有找到压倒一切的工作满意度概念。相反，护士对八个主题类别的满意度评估被发现影响了继续就业的意向。需要对假设的模型进行进一步的测试，以确定其全球效用。了解留任意向的决定因素可以导致制定加强护士留任的策略。将这方面的知识纳入护士教育计划是至关重要的。
Determinants of hospital nurse intention to remain employed: broadening ourunderstanding. This paper is a report of a study to identify nurse reported determinants of intention to remain employed and to develop a model explaining determinants of hospital nurse intention to remain employed. A worsening shortage of nurses globally suggests that efforts must be made to promote retention of nurses. However, effective retention promotion strategies depend on understanding the factors influencing nurse retention. A descriptive study using focus group methodology was implemented. Thirteen focus groups including 78 nurses were carried out in two Canadian provinces in 2007. Thematic analysis strategies were incorporated to analyse the data. Eight thematic categories reflecting factors nurses described as influencing their intentions to remain employed emerged from focus groups: (1) relationships with co-workers, (2) condition of the work environment, (3) relationship with and support from one’s manager, (4) work rewards, (5) organizational support and practices, (6) physical and psychological responses to work, (7) patient relationships and other job content, and (8) external factors. A model of determinants of hospital nurse intention to remain employed is hypothesized. Findings were both similar to and different from previous research. The overriding concept of job satisfaction was not found. Rather, nurse assessments of satisfaction within eight thematic categories were found to influence intentions to remain employed. Further testing of the hypothesized model is required to determine its global utility. Understanding determinants of intention to remain employed can lead to development of strategies that strengthen nurse retention. Incorporation of this knowledge in nurse education programmes is essential.
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