Hunsberger Mabel, Baumann Andrea, Blythe Jennifer, Crea Mary
Nursing Health Services Research Unit, McMaster University, Hamilton, Ontario, Canada.
J Rural Health. 2009 Winter;25(1):17-25. doi: 10.1111/j.1748-0361.2009.00194.x.
Concerns have been raised about the sustainability of health care workforces in rural settings. According to the literature, rural nurses' work satisfaction varies with the resources and supports available to respond to specific challenges. Given the probable effects of stressors on retention, it is essential to understand the unique requirements of nurses in rural practice environments.
To investigate whether nurses receive the resources and supports necessary to meet the challenges of rural practice.
Semi-structured interviews were conducted with 21 managers and 44 staff nurses in 19 selected rural hospitals in Ontario, Canada. The interviews were taped and transcripts interpreted through a thematic analysis. Major worklife themes were identified and analyzed within a healthy work environment model based on the work of Kristensen.
Three interrelated dimensions of the model were relevant to workforce sustainability: the balance between demands and the resources of the person, the level of social support, and the degree of influence. The availability of resources and supports affected whether the nurses perceived challenges as stimulating or overwhelming. Deficits interfered with practice and the well-being of the nurses and patients.
The nurses felt frustrated and powerless when they lacked resources, support, and influence to manage negative situations. Strategies to achieve workforce sustainability include resources to reduce stress in the workplace, education to meet the needs of new and experienced nurses, and offering of employment preferences to the workforce. Addressing resources, support, and influence of rural nurses is essential to alleviate workplace challenges and sustain the rural nursing workforce.
农村地区医疗保健劳动力的可持续性受到了关注。根据文献，农村护士的工作满意度因应对特定挑战所需的资源和支持而异。鉴于压力源对留用可能产生的影响，了解农村执业环境中护士的独特需求至关重要。
调查护士是否获得应对农村执业挑战所需的资源和支持。
对加拿大安大略省19家选定农村医院的21名管理人员和44名护士进行了半结构化访谈。访谈进行了录音，并通过主题分析对转录本进行了解释。基于克里斯滕森的工作，在健康工作环境模型中确定并分析了主要的工作生活主题。
该模型的三个相互关联的维度与劳动力可持续性相关：需求与个人资源之间的平衡、社会支持水平和影响力程度。资源和支持的可用性影响护士将挑战视为激励因素还是压倒性因素。资源不足会干扰护士和患者的执业及福祉。
当护士缺乏管理负面情况的资源、支持和影响力时，他们会感到沮丧和无力。实现劳动力可持续性的策略包括减少工作场所压力的资源、满足新老护士需求的教育，以及为劳动力提供就业优惠。解决农村护士的资源、支持和影响力问题对于缓解工作场所挑战和维持农村护理劳动力至关重要。
