School of Nursing, San Diego State University, 5500 Campanile Drive, San Diego, CA 92812-4158, USA.
Res Nurs Health. 2012 Jun;35(3):265-76. doi: 10.1002/nur.21467. Epub 2012 Feb 29.
Nursing scholars and healthcare administrators often assume that a more diverse nursing workforce will lead to better patient and nurse outcomes, but this assumption has not been subject to rigorous empirical testing. In a study of nursing units in acute care hospitals, the influence of age, gender, education, race/ethnicity, and perceived value diversity on nurse job satisfaction, nurse intent to stay, and patient satisfaction were examined. Support was found for a negative relationship between perceived value diversity and all outcomes and for a negative relationship between education diversity and intent to stay. Additionally, positive relationships were found between race/ethnicity diversity and nurse job satisfaction as well as between age diversity and intent to stay. From a practice perspective, the findings suggest that implementing retention, recruitment, and management practices that foster a strong shared value system among nurses may lead to better workplace outcomes.
护理学者和医疗保健管理人员通常认为，更多元化的护理队伍将导致更好的患者和护士结果，但这一假设尚未经过严格的实证检验。在一项对急症护理医院护理单元的研究中，考察了年龄、性别、教育、种族/民族以及感知的价值观多样性对护士工作满意度、护士留职意愿和患者满意度的影响。研究结果支持感知的价值观多样性与所有结果呈负相关，以及教育多样性与留职意愿呈负相关的假设。此外，还发现种族/民族多样性与护士工作满意度以及年龄多样性与留职意愿之间呈正相关关系。从实践的角度来看，研究结果表明，实施保留、招聘和管理实践，在护士中培养强大的共同价值体系，可能会带来更好的工作场所结果。
