Remsburg R E, Armacost K A, Bennett R G
Division of Geriatric Medicine and Gerontology, Johns Hopkins School of Medicine, USA.
Geriatr Nurs. 1999 Jul-Aug;20(4):203-8. doi: 10.1053/gn.1999.v20.101102001.
In this study, we developed formulas to calculate nursing assistant turnover and stability rates, identified reasons for termination and facility-specific strategies to reduce turnover, and evaluated the effectiveness of implemented strategies. Although turnover remained relatively unchanged (23% in year 1, 28% in year 2), the stability rate remained high (76% in year 1, 75% in year 2). Tracking turnover rates without tracking stability yields an incomplete picture of a facility's efforts to attract and retain qualified employees. Achieving high stability rates in addition to low turnover rates are important goals, and we have included some recommendations.
在本研究中，我们制定了计算护理助理离职率和留用率的公式，确定了离职原因以及各机构为降低离职率所采取的具体策略，并评估了所实施策略的有效性。尽管离职率相对保持不变（第1年为23%，第2年为28%），但留用率依然很高（第1年为76%，第2年为75%）。只跟踪离职率而不跟踪留用率，无法全面了解一个机构在吸引和留住合格员工方面所做的努力。除了低离职率之外，实现高留用率也是重要目标，我们已给出了一些建议。
