Mulcahy Caroline, Betts Linda
The Royal Women's Hospital, 132 Grattan Street, Carlton, Melbourne 3053, Australia.
J Nurs Manag. 2005 Nov;13(6):519-23. doi: 10.1111/j.1365-2934.2005.00588.x.
In 2001, the Neonatal Unit, at The Royal Women's Hospital in Melbourne experienced the beginning of an extended period of increased demand with bed numbers in excess of 100% occupancy on many occasions, resulting in increased stress, absence of team work and low morale. Because of these demands and human resource issues there was an inability to recruit new nursing staff and retain skilled neonatal nurses. The present study will describe the key problems and highlight the activities and results of a project designed to improve nurse retention, increase employment attraction and improve recruitment outcomes. The project has been progressively successful in achieving full staffing with no ongoing nursing vacancies, reduced attrition and absenteeism, and improved interdisciplinary team work and staff satisfaction in a relatively short period. This has been sustained over 3 years.
2001年，墨尔本皇家妇女医院的新生儿科开始面临需求长期增加的情况，床位占用率多次超过100%，导致压力增大、团队协作缺失以及士气低落。由于这些需求和人力资源问题，无法招募新的护理人员，也难以留住经验丰富的新生儿科护士。本研究将描述关键问题，并着重介绍一个旨在提高护士留任率、增强就业吸引力以及改善招聘成果的项目的活动和成果。该项目已逐步取得成功，在相对较短的时间内实现了全员配备，不再有持续的护理岗位空缺，减少了人员流失和旷工现象，改善了跨学科团队协作以及员工满意度。这种情况已持续了三年。
