Jamieson Isabel, Taua Chris
School of Nursing and Human Services, Christchurch Polytechnic Institute of Technology.
Nurs Prax N Z. 2009 Jul;25(2):15-27.
Many nurses leave nursing and never return. Others return after a period of time. Given the global shortage of nurses a better understanding of these movements is needed. The present study focused on nurses who had been out of nursing for more than five years, and explored factors that influenced their leaving and return to practice. All the nurses who had undertaken a Competency Assessment Programme at a given New Zealand tertiary institution during 2005 were invited to participate. Of the 70 questionnaires mailed out 32 (44.5%) were completed and returned. Quantitative data were analysed using Microsoft Excel, and the qualitative data were coded and analysed by means of content analysis. For each, leaving and returning, three key issues emerged. Nurses left for personal reasons, to seek a career change, or because of poor working conditions. They returned when they had the personal freedom to do so, for fiscal reasons, or because they were motivated by some sense of unfinished business. These findings indicate that it is important for educators involved with Competency Assessment Programmes to collaborate with employers in ensuring that there are opportunities for re-entry to positive work environments, with a degree of flexibility that suits the demographic characteristics of those nurses returning to practice.
许多护士离职后就再也没有回来。其他人过一段时间后会回来。鉴于全球护士短缺，需要更好地了解这些人员流动情况。本研究聚焦于离开护理行业五年以上的护士，并探讨了影响他们离职和回归工作的因素。邀请了2005年在新西兰某高等院校参加能力评估项目的所有护士参与研究。在寄出的70份问卷中，有32份（44.5%）填写并返回。定量数据使用微软Excel进行分析，定性数据通过内容分析进行编码和分析。对于离职和回归这两种情况，都出现了三个关键问题。护士离职是出于个人原因、寻求职业转变或工作条件差。他们回归是因为有了回归的个人自由、出于经济原因，或者是因为有一种未完成事务的动力。这些发现表明，参与能力评估项目的教育工作者与雇主合作，确保有机会重新进入积极的工作环境，并具备适合回归工作的护士人口特征的一定灵活性，这一点很重要。
