确定一家大型公立教学医院的护士留用策略。

Determining nursing retention strategy in a large public teaching hospital.

作者信息

Chan L S, O'Connor F D, McAdam K, Wasson L

机构信息

University of Southern California Medical Center, Los Angeles 90033.

出版信息

QRB Qual Rev Bull. 1990 Oct;16(10):373-7. doi: 10.1016/s0097-5990(16)30393-1.

DOI:10.1016/s0097-5990(16)30393-1

PMID:2124343

Abstract

In 1988, the Los Angeles County University of Southern California Medical Center (LAC USC) surveyed 1,102 RNs (75% of its total RN population) to determine factors critical to nursing retention. The Nursing Retention Survey required participants to rank 46 retention factors related to compensation benefits, work environment, amount and type of work, work relationships, availability of support services, management practices, and opportunities for professional growth. This article reports survey responses for the ten most significant and ten least significant retention factors. Survey findings, which guided LAC USC in designing nursing retention strategies, show that RNs who stated that they would leave their jobs were consistently less satisfied with all the top-ranking important elements than those who would stay.

摘要

1988年，洛杉矶县南加州大学医学中心（LAC USC）对1102名注册护士（占其注册护士总数的75%）进行了调查，以确定对护士留职至关重要的因素。护士留职调查要求参与者对46个与薪酬福利、工作环境、工作量和工作类型、工作关系、支持服务的可获得性、管理实践以及职业发展机会相关的留职因素进行排序。本文报告了关于十个最重要和十个最不重要的留职因素的调查答复。指导LAC USC制定护士留职策略的调查结果表明，表示会离职的注册护士对所有排名靠前的重要因素的满意度始终低于会留任的护士。