Institute on Aging, School of Nursing, University of North Carolina at Chapel Hill, NC 27599-1030, USA.
J Nurs Manag. 2009 Apr;17(3):401-10. doi: 10.1111/j.1365-2834.2007.00842.x.
This paper describes the central themes nurses identify as important to their overall evaluation of their work. In particular, this paper highlights how the context of the nursing shortage interacts with what nurses understand to be satisfying about their work.
On the brink of a current and enduring nursing shortage in the US, this study provides Nurse Managers with an understanding of the dimensions of work satisfaction which they can then utilize to improve retention of incumbent nurses.
Semi-structured interviews were conducted with 20 currently employed nurses to explore the concepts that shape their work satisfaction. The nurses, 25 to 55 years old, were predominantly female and Associate Degree or Baccalaureate prepared.
Nurses have both intrinsic and extrinsic satisfiers in their work. The traditional satisfiers (pay and benefits) are not the principle satisfiers of today's nurses. In the context of shortage, the aspects of nursing that are the most rewarding are the aspects that are most often sacrificed in the interest of 'getting the job done'. Nurses are finding it difficult to continue to do 'more with less' and are frustrated they are not able to provide the care they were educated to be able to deliver.
The description of the dimensions of work satisfaction can provide insight for Nurse Managers and administrators who are interested in improving both recruitment and retention of nurses. Areas identified worthy of focus in retention efforts include: increasing autonomy; reallocating work in a more patient-centred way; creating systems to recognize achievement in the areas of mentoring nurses, educating patients and personal growth in practice; creating meaningful internal labour markets; and enhancing supervisor and administrative support.
Managers and administrators should focus on the satisfiers nurses identify if they wish to retain nurses. The traditional focus on extrinsic rewards will not likely be sufficient to retain today's nurses. Retention activities aimed at improving satisfaction with the organization of nursing care, support for professional development and recognition of nurses' intrinsic satisfiers are recommended to nurse managers.
本文描述了护士认为对其工作整体评估重要的核心主题。特别是，本文强调了护理短缺的背景如何与护士对工作满意的理解相互作用。
在美国当前和持久的护理短缺之际，这项研究为护士长提供了对工作满意度维度的理解，他们可以利用这些维度来提高在职护士的留用率。
对 20 名目前在职的护士进行了半结构化访谈，以探讨塑造他们工作满意度的概念。这些年龄在 25 岁至 55 岁之间的护士主要为女性，拥有副学士学位或学士学位。
护士在工作中有内在和外在的满足因素。传统的满足因素（薪酬和福利）并不是当今护士的主要满足因素。在短缺的背景下，最有价值的护理方面往往是为了“完成工作”而牺牲的方面。护士发现很难继续“用更少的资源做更多的事”，并感到沮丧的是，他们无法提供他们接受教育能够提供的护理。
对工作满意度维度的描述可以为有兴趣提高护士招聘和留用率的护士长和管理人员提供启示。在留用努力中值得关注的领域包括：增加自主权；以更以患者为中心的方式重新分配工作；创建系统，以认可在指导护士、教育患者和个人实践成长方面的成就；创建有意义的内部劳动力市场；并加强主管和行政支持。
如果管理人员希望留住护士，就应该关注护士所确定的满足因素。传统上对外在奖励的关注不太可能足以留住今天的护士。建议护士长开展留用活动，旨在提高对护理工作组织、专业发展支持和护士内在满足因素的认可。
