非在职护士的职业转变：注册数据库分析（1993-2006）。

Faculty of Health Sciences, Department of Health Management and Policy, American University of Beirut, Van Dyck-Room 140B, PO Box 11-0236, Riad El-Solh, Beirut 1107 2020, Lebanon.

Int J Nurs Stud. 2011 Feb;48(2):184-92. doi: 10.1016/j.ijnurstu.2010.06.009. Epub 2010 Jul 15.

BACKGROUND

One important strategy to address nursing shortages is to tap into the pool of licensed nurses who are not currently working in nursing and induce them to return to the nursing labour market. However, there is a paucity of research examining their likelihood of return to the active labour market.

OBJECTIVE

Analyze the career transitions of nurses registered with the College of Nurses Ontario but not working in the province's nursing labour market to determine the proportion of these nurses rejoining the active nursing workforce and examine the variation by inactive sub-category and age group.

DESIGN

Quantitative analysis of a linked longitudinal database for all those registered with the College of Nurses of Ontario for the years 1993-2006.

METHODS

Registration records of all 215,687 nurses registered at any time in those years were merged by their unique registration number. Each nurse was placed for each year into an employment category. Two groups of nurses were defined: active (registered, working in nursing in Ontario) and inactive (registered, not working in nursing in Ontario). Inactive nurses were then sub-categorized into five mutually exclusive sub-categories: 'not working and seeking nursing employment', 'working in non-nursing and seeking nursing employment', 'not working and not seeking nursing employment', 'working in non-nursing and not seeking nursing employment' and 'working outside Ontario'. One-year career movements of nurses were tracked by generating 13 year-to-year transition matrixes.

RESULTS

In the short-term, inactive nurses seeking a nursing job had the highest average rate of return to the active workforce (27.3-30.8%), though they might become high risk of leaving the profession if they do not find employment in a timely manner. Inactive nurses not seeking nursing employment are a heterogeneous group, and include nurses on leave who are likely to subsequently rejoin the active workforce should appropriate opportunities arise. The proportion of nurses rejoining the active workforce decreased with age.

CONCLUSION

Because 'inactive' nurses are a heterogeneous group, their optimal reintegration to the nursing workforce requires governments, professional associations and employers to work collaboratively to design targeted and timely recruitment strategies to avoid the permanent loss of skilled nursing resources.

背景

解决护理人员短缺的一个重要策略是挖掘那些不在护理行业工作的持照护士资源，并促使他们回到护理劳动力市场。然而，对于他们返回活跃劳动力市场的可能性，研究却很少。

目的

分析安大略省注册护士协会注册但不在该省护理劳动力市场工作的护士的职业转变，以确定这些护士重新加入活跃护理队伍的比例，并按非活跃子类别和年龄组进行考察。

设计

对所有在 1993 年至 2006 年间在安大略省护士协会注册的人员进行的纵向链接数据库的定量分析。

方法

通过其唯一的注册编号，合并了在这些年份的任何时候注册的所有 215687 名护士的注册记录。将每个护士在每一年归入一个就业类别。将两组护士定义为：活跃（注册，在安大略省从事护理工作）和非活跃（注册，不在安大略省从事护理工作）。然后，将非活跃护士分为五个互斥的子类别：“未工作且寻求护理工作”、“从事非护理工作且寻求护理工作”、“未工作且不寻求护理工作”、“从事非护理工作且不寻求护理工作”和“在安大略省以外工作”。通过生成 13 个逐年过渡矩阵来跟踪护士的一年职业变动情况。

结果

在短期内，寻求护理工作的非活跃护士返回活跃劳动力市场的平均比率最高（27.3-30.8%），尽管如果他们不能及时找到工作，他们离开该行业的风险可能会增加。不寻求护理工作的非活跃护士是一个异质群体，包括可能在适当机会出现时重新加入活跃劳动力队伍的休假护士。返回活跃劳动力队伍的护士比例随年龄增长而下降。