Coomber Billie, Barriball K Louise
King's College London, London, UK.
Int J Nurs Stud. 2007 Feb;44(2):297-314. doi: 10.1016/j.ijnurstu.2006.02.004. Epub 2006 Apr 24.
The United Kingdom (UK), alongside other industrialised countries, is experiencing a shortage of nurses partly due to low retention rates. Job satisfaction has been highlighted as a contributing factor to intent to leave and turnover, yet this is a complex area with many elements affecting its measurement.
The aim of this paper is to explore the impact of job satisfaction components on intent to leave and turnover for hospital-based nurses in order to identify the most influential factors.
To achieve this, a systematic search of the literature was undertaken to identify relevant international research. Three databases (i.e. BNI, CINAHL and PsychInfo) were utilised, resulting in nine articles that met the inclusion criteria. Four recurrent themes were identified in the literature: leadership, educational attainment, pay and stress.
The key findings suggest that stress and leadership issues continue to exert influence on dissatisfaction and turnover for nurses. Level of education achieved and pay were found to be associated with job satisfaction, although the results for these factors were not consistent.
Investigating possible changes over time in sources of dissatisfaction revealed that factors related to the work environment rather than individual or demographic factors were still of most importance to nurses' turnover intentions. The differences found to occur across work settings necessitates analysis of job satisfaction at ward level, and the contribution of qualitative methods to develop more detailed insight is emphasised. The inconsistent findings over time associated with the effects of educational attainment and pay on intent to leave suggest that it is imperative that sources of job satisfaction are reassessed in the light of ongoing changes.
与其他工业化国家一样，英国正面临护士短缺的问题，部分原因是护士留存率较低。工作满意度被认为是导致离职意愿和人员流动的一个因素，但这是一个复杂的领域，有许多因素影响其衡量。
本文旨在探讨工作满意度各组成部分对医院护士离职意愿和人员流动的影响，以确定最具影响力的因素。
为实现这一目标，对文献进行了系统检索，以确定相关的国际研究。使用了三个数据库（即BNI、CINAHL和PsychInfo），最终筛选出九篇符合纳入标准的文章。文献中确定了四个反复出现的主题：领导力、教育程度、薪酬和压力。
主要研究结果表明，压力和领导力问题继续影响护士的工作不满和人员流动。教育程度和薪酬水平与工作满意度相关，尽管这些因素的结果并不一致。
对不满来源随时间可能发生的变化进行调查发现，与工作环境相关的因素而非个人或人口因素对护士的离职意愿仍然最为重要。不同工作环境中发现的差异需要在病房层面分析工作满意度，并强调定性方法对深入了解更多细节的贡献。随着时间的推移，教育程度和薪酬对离职意愿的影响结果不一致，这表明必须根据持续的变化重新评估工作满意度的来源。
