University of Technology Sydney, Lindfield, NSW, Australia.
J Clin Nurs. 2010 Jan;19(1-2):156-67. doi: 10.1111/j.1365-2702.2009.02955.x.
To present evidence-based factors for the recruitment and retention of licensed nurses caring for older people and persons with dementia.
The international nurse shortage crisis is intensified in the aged and dementia care sector. Strategies to address this crisis rely on qualitative, quasi-experimental, anecdotal and unsubstantiated literature.
Systematic literature review.
Search terms 'nurse''nurses''nursing''clinical supervision''staff''staffing''staff mix''staff levels''recruitment''retention''aged care''gerontology''gerontological''dementia care''residential''nursing home,' were used in all possible combinations and applied in a wide range of relevant academic databases, with secondary hand searches of selected bibliographies.
Two hundred and twenty-six papers were retrieved and scanned, with 105 chosen for closer examination that were relevant to recruitment and retention strategies for dementia and aged care nursing. Twenty-five of the papers chosen for review were rated at level 2++ to 3, according to the guidelines of the National Institute for Health and Clinical Excellence (The NICE Guidelines Manual, National Institute for Health and Clinical Excellence, London). The 25 critically reviewed papers are organised as promising strategies for (1) nurse recruitment and (2) nurse retention.
The intrinsic rewards of the caring role attract nurses to dementia and aged care. Essential strategies linking recruitment with retention are: careful selection of student nurse clinical placements and their ongoing supervision and education, training for skills, leadership and teamwork for new and existing nurses, increased staffing levels, pay parity across different health settings and family friendly policies.
A family-friendly, learning environment that values and nurtures its nursing staff, in the same way as nurses are expected to value and care for their patients and residents, is critical in ensuring their retention in dementia and aged care.
为照顾老年人和痴呆症患者的注册护士的招聘和留用提供循证因素。
国际护士短缺危机在老年和痴呆症护理领域加剧。解决这一危机的策略依赖于定性、准实验、轶事和未经证实的文献。
系统文献综述。
使用“护士”“护士”“护理”“临床监督”“工作人员”“人员配备”“人员组合”“人员水平”“招聘”“保留”“老年护理”“老年学”“老年痴呆症护理”“住宿”“养老院”等搜索词，并以各种可能的组合在广泛的相关学术数据库中进行搜索，并对选定的参考文献进行二次手工搜索。
检索并扫描了 226 篇论文，选择了 105 篇与痴呆症和老年护理护理的招聘和保留策略相关的论文进行更仔细的检查。根据国家卫生与临床卓越研究所（NICE 指南手册，国家卫生与临床卓越研究所，伦敦）的指南，选择了 25 篇进行审查的论文，其评分为 2++至 3 级。这 25 篇批判性审查的论文分为有前途的策略（1）护士招聘和（2）护士留用。
护理角色的内在回报吸引护士从事痴呆症和老年护理工作。将招聘与保留联系起来的基本策略包括：仔细选择实习护士的临床实习机会，并对其进行持续监督和教育；为新护士和现有护士提供技能、领导力和团队合作方面的培训；增加人员配备水平；在不同的卫生环境中实现薪酬均等化，并制定家庭友好政策。
为护士提供一个友好的家庭环境和学习环境，重视和培养其护理人员，就像护士期望关爱和照顾他们的病人和居民一样，对于确保他们在痴呆症和老年护理中的留用至关重要。
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