Gardulf Ann, Söderström Inga-Lena, Orton Marie-Louise, Eriksson Lars E, Arnetz Bengt, Nordström Gun
The Nursing Care Research and Development Unit, Karolinska University Hospital, Huddinge, Stockholm, Sweden.
J Nurs Manag. 2005 Jul;13(4):329-37. doi: 10.1111/j.1365-2934.2005.00537.x.
The aim of the study was to investigate to what extent the registered nurses at a university hospital intend to quit their present jobs and the reasons for this. A total of 833 nurses at a university hospital responded to two mailed, work-environment questionnaires (Quality Work Competence and Huddinge University Hospital Model Questionnaire). About 54% (n = 449) intended to quit and 35% (n = 155) had already taken steps to do so. Main reasons were dissatisfaction with the salary (65%), psychologically strenuous and stressful work (32%), a wish to 'try something new' (28%) and limited opportunities to make a professional career (19%). Nurses who intended to quit ('quitters') rated a higher work tempo (P < 0.001), experienced an increased work-related exhaustion (P < 0.001) and a lower quality of patient care (P < 0.01). They also perceived to a lower degree that their competence was made good use of (P < 0.001) and that they had fewer opportunities of developing their own competence (P < 0.001) and making a professional career. They were less satisfied with the support from their superiors for participating in nursing research and developing projects (P < 0.001). Finally, the 'quitters' knew to a significantly lesser extent (P < 0.001) why they had the actual salary they had, what the salary was based on and what to do to improve it. However, it was found that the hospital still had a 'core group' of highly motivated and dedicated nurses with an unusually high amount of mental energy left. All findings regarding the 'quitters' are factors amenable to interventions.
该研究的目的是调查某大学医院的注册护士打算辞去现有工作的程度及其原因。一所大学医院的833名护士回复了两份邮寄的工作环境调查问卷（质量工作能力问卷和胡丁厄大学医院模型问卷）。约54%（n = 449）的护士打算辞职，35%（n = 155）的护士已采取辞职措施。主要原因包括对薪资不满（65%）、工作心理压力大（32%）、希望“尝试新事物”（28%）以及职业发展机会有限（19%）。打算辞职的护士（“离职者”）认为工作节奏更快（P < 0.001），工作相关的疲惫感增加（P < 0.001），患者护理质量较低（P < 0.01）。他们还较少认为自己的能力得到了充分利用（P < 0.001），职业发展机会较少（P < 0.001）。他们对上级支持参与护理研究和开展项目的满意度较低（P < 0.001）。最后，“离职者”对自己实际薪资的构成、薪资依据以及如何提高薪资的了解程度明显较低（P < 0.001）。然而，研究发现该医院仍有一群积极性高、敬业的护士“核心群体”，他们仍有异常高的精神能量。所有关于“离职者”的研究结果都是可通过干预解决的因素。
