O'Brien-Pallas Linda, Duffield Christine, Hayes Laureen
Health Human Resources, University of Toronto, Ontario, Canada.
J Nurs Manag. 2006 May;14(4):262-70. doi: 10.1111/j.1365-2934.2006.00611.x.
To compare views of nurse executives with those of nurses who have left the profession on the importance of retention strategies.
Although much has been written about nursing turnover, there continues to be dissonance among decision makers as to why nurses leave the profession and what the most crucial issues are for retention.
Factor analysis was undertaken to compare responses of nurse executives with those of nurses employed outside of nursing.
Contract requirements represented the greatest discrepancy, 1.07, followed by legal and employer issues, 1.02; worklife/homelife balance, 0.91; external values and beliefs about nursing, 0.75; and professional practice, 0.29.
A disparity exists between perceptions of nurse executives and those of nurses who have left the profession as to which issues are most critical in retention. We suggest that nurse executives ensure sufficient organizational support for nursing unit managers who are more likely to understand methods of retaining nurses at the clinical interface.
比较护士管理人员与离职护士对留用策略重要性的看法。
尽管已有大量关于护士离职率的文献，但决策者对于护士离职原因以及留用的关键问题仍存在分歧。
进行因素分析，以比较护士管理人员与非护理行业从业人员的回答。
合同要求差异最大，为1.07，其次是法律和雇主问题，为1.02；工作与生活平衡，为0.91；外部对护理的价值观和信念，为0.75；以及专业实践，为0.29。
护士管理人员与离职护士对于留用中哪些问题最为关键的看法存在差异。我们建议护士管理人员为护理单元经理提供足够的组织支持，因为他们更有可能理解在临床层面留住护士的方法。
