Robinson Sarah, Murrells Trevor, Smith Elizabeth M
Nursing Research Unit, King's College, London, London, UK.
Int J Ment Health Nurs. 2005 Dec;14(4):230-42. doi: 10.1111/j.1440-0979.2005.00387.x.
In the UK, strategies to improve retention of the mental health workforce feature prominently in health policy. This paper reports on a longitudinal national study into the careers of mental health nurses in the UK. The findings reveal little attrition during the first 6 months after qualification. Investigation of career experiences showed that the main sources of job satisfaction were caregiving opportunities and supportive working relationships. The main sources of dissatisfaction were pay in relation to responsibility, paperwork, continuing education opportunities, and career guidance. Participants were asked whether they predicted being in nursing in the future. Gender and ethnicity were related to likelihood to remain in nursing in 5 years time. Age, having children, educational background, ethnic background, and time in first job were associated with likelihood of remaining in nursing at 10 years. Associations between elements of job satisfaction (quality of clinical supervision, ratio of qualified to unqualified staff, support from immediate line manager, and paperwork) and anticipated retention are complex and there are likely to be interaction effects because of the complexity of the issues. Sustaining positive experiences, remedying sources of dissatisfaction, and supporting diplomats from all backgrounds should be central to the development of retention strategies.
在英国，提高心理健康服务人员留存率的策略在卫生政策中占据显著地位。本文报告了一项针对英国心理健康护士职业发展的全国性纵向研究。研究结果显示，护士在获得资格后的前6个月离职率很低。对职业经历的调查表明，工作满意度的主要来源是护理机会和支持性的工作关系。不满的主要来源是与职责相关的薪酬、文书工作、继续教育机会和职业指导。研究人员询问了参与者是否预计自己未来仍会从事护理工作。性别和种族与5年后继续从事护理工作的可能性有关。年龄、是否有孩子、教育背景、种族背景以及第一份工作的时长与10年后继续从事护理工作的可能性有关。工作满意度的各个因素（临床监督质量、合格与不合格员工的比例、直属上级的支持以及文书工作）与预期留存率之间的关联很复杂，由于问题的复杂性，可能存在交互作用。保持积极体验、解决不满来源以及支持来自各种背景的护士，应成为留存策略制定的核心。
