Clancy Carmel, Oyefeso Adenekan, Ghodse Hamid
School of Health and Social Sciences, Middlesex University, London, UK.
J Adv Nurs. 2007 Jan;57(2):161-71. doi: 10.1111/j.1365-2648.2006.04088.x.
This paper reports a study to explore factors influencing recruitment and retention in addiction nursing, and the stages and features of role acquisition and personal qualities important to that role.
Specialist addiction nurses engage in a number of roles in the care of individuals with problematic use of psychoactive substances. These include assessment, outreach, prescribing, counselling, and harm reduction. In a climate of increasing demand for specialist substance misuse workers, and a trend to identify key occupational competencies, there is a need for a framework in which career progression can be supported. Studies exploring the roles of addiction nurses are minimal, and there is less comment on how these roles are developed in the context of career stages.
A qualitative study using focus groups was undertaken with specialist addiction nurses between March and June 2004. The data were transcribed verbatim and analysed using Burnard's six content analysis stages.
Positive factors identified as influencing recruitment and retention included: prior knowledge of the working environment (as a nursing student), opportunities for autonomous practice, the client profile, and associated treatment philosophy and care approach. There was consensus that nurses choosing to work in the field of addiction needed, in addition to being non-judgmental, personal qualities including hardiness, patience and tolerance. Five role development stages, with a set of descriptors, were identified: encounter, engagement, stabilization, competency and mastery.
Identification of these five role development stages for addiction nurses offers employers, nurse managers, educators and addiction nurses a starting point from which specific occupational competencies can be further explored. In addition, continuing professional development needs can be mapped to specific role development stages. Employers and nurse managers may wish to offer increased learning opportunities to student nurses to gain work experience within specialist addiction units.
本文报告一项研究，旨在探索影响成瘾护理人员招聘与留用的因素，以及角色获得的阶段、特点和该角色所需的个人品质。
专科成瘾护士在照护有精神活性物质使用问题的个体时承担多种角色。这些角色包括评估、外展服务、开处方、咨询和减少伤害。在对专科药物滥用工作人员的需求不断增加以及确定关键职业能力的趋势下，需要一个能够支持职业发展的框架。探索成瘾护士角色的研究很少，对于这些角色在职业阶段背景下如何发展的评论也较少。
2004年3月至6月，对专科成瘾护士进行了一项使用焦点小组的定性研究。数据逐字转录，并使用伯纳德的六个内容分析阶段进行分析。
确定的影响招聘与留用的积极因素包括：（作为护理专业学生时）对工作环境的先验了解、自主实践机会、服务对象概况以及相关的治疗理念和护理方法。大家一致认为，选择在成瘾领域工作的护士除了要不带偏见外，还需要具备坚韧、耐心和宽容等个人品质。确定了五个角色发展阶段及一组描述词：接触、参与、稳定、胜任和精通。
确定成瘾护士的这五个角色发展阶段为雇主、护士长、教育工作者和成瘾护士提供了一个起点，据此可以进一步探索具体的职业能力。此外，持续专业发展需求可以与特定的角色发展阶段相对应。雇主和护士长可能希望为护理专业学生提供更多学习机会，以便他们在专科成瘾科室获得工作经验。
