School of Nursing, Laurentian University, Sudbury, ON, Canada.
J Nurs Manag. 2010 Mar;18(2):205-14. doi: 10.1111/j.1365-2834.2009.01029.x.
The purpose of this study was to explore oncology nurses' perceptions about recruitment and retention.
Competition among healthcare organizations to recruit and retain qualified nurses is a real-life challenge. Focusing attention on human resource planning in oncology is highlighted by both the worsening nursing shortage and cancer incidence.
A participatory action research approach was used and 12 focus groups with 91 cancer nurses were conducted across Canada to collect data about strategies that could improve recruitment and retention.
Four themes emerged reflecting oncology nurses' beliefs and values about organizational practices that attract and retain nurses and they are as follows: (1) recognizing oncology as a specialty, (2) tacit knowledge no longer enough, (3) gratification as a retaining factor, and (4) relationship dependent on environment.
Participants highlighted leadership, recognition and professional and continuing education opportunities as critical to job satisfaction and organizational commitment.
Recruitment and retention were viewed as a continuum where organizational investment begins with a well-developed orientation and ongoing mentorship to ensure knowledge development. The challenge for nurse leaders is to use the evidence generated from this study and previous studies to develop professional practice environments that facilitate the cultural changes needed to build and sustain a quality nursing workforce.
本研究旨在探讨肿瘤护士对招聘和留用的看法。
医疗机构之间争夺合格护士的竞争是现实存在的挑战。护理人员短缺和癌症发病率不断上升，都凸显了肿瘤领域人力资源规划的重要性。
采用参与式行动研究方法，在加拿大各地进行了 12 组 91 名肿瘤护士的焦点小组，收集有关改善招聘和留用策略的数据。
四个主题反映了肿瘤护士对吸引和留住护士的组织实践的信念和价值观，具体如下：（1）将肿瘤学视为一门专业；（2）隐性知识不再足够；（3）满足感是留住护士的因素；（4）关系取决于环境。
参与者强调领导力、认可以及专业和持续的教育机会对工作满意度和组织承诺至关重要。
招聘和留用被视为一个连续体，组织的投资始于完善的入职培训和持续的指导，以确保知识的发展。护士领导者面临的挑战是利用本研究和先前研究产生的证据，制定专业实践环境，促进文化变革，以建立和维持高质量的护理人员队伍。
