Department of Health Policy, Management and Evaluation, Faculty of Medicine, University of Toronto, Health Sciences Building, 155 College Street, Suite 425, Toronto, Ontario M5T 3M6 Canada.
Health Policy. 2012 Sep;107(1):54-65. doi: 10.1016/j.healthpol.2012.05.013. Epub 2012 Jul 17.
To evaluate the effectiveness of a nurse retention strategy, the "70% Full-Time Commitment", in retaining part-time and casual nurses in Ontario's nurse profession.
Using the College of Nurses of Ontario database, a longitudinal dataset for all nurses registered with the college from 1993 to 2006 was created (N=216,353). One-year transition probabilities of nurse employment status (full-time, part-time and casual) were conducted (1993-2009) to generate trends of nurses' likelihood to stay in, switch or leave their full-time, part-time or casual position in Ontario's nurse profession.
After the 70% Full-Time Commitment (2004-2009) was initiated, most full-time (89.7%), part-time (76.6%) and casual (62.5%) nurses stayed in their employment position. A slightly larger proportion of part-time nurses (13.6%) switched to full-time compared to casual nurses (8.6%). However, a similar proportion of young part-time (24.5%) and casual (23.3%) nurses switched to full-time. A smaller proportion of part-time (3.2%) and casual (7.1%) nurses left the profession.
Part-time and casual nurses have different employment switching patterns. The "70% Full-Time Commitment" was not an effective mechanism in retaining part-time and casual nurses. It might be more effective as a recruitment initiative for young nurses.
评估护士保留策略“70%全职承诺”在安大略省护士职业中保留兼职和临时护士的效果。
利用安大略省护士学院数据库，创建了一个从 1993 年到 2006 年所有注册护士的纵向数据集（N=216353）。对护士就业状态（全职、兼职和临时）的一年转换概率进行了分析（1993-2009 年），以生成安大略省护士职业中护士留在、转换或离开全职、兼职或临时职位的可能性趋势。
在实施 70%全职承诺（2004-2009 年）后，大多数全职（89.7%）、兼职（76.6%）和临时（62.5%）护士都留在了他们的工作岗位上。与临时护士（8.6%）相比，更多的兼职护士（13.6%）转为全职。然而，年轻的兼职（24.5%）和临时（23.3%）护士转为全职的比例相似。兼职（3.2%）和临时（7.1%）护士离开该职业的比例较小。
兼职和临时护士有不同的就业转换模式。“70%全职承诺”并不是保留兼职和临时护士的有效机制。它可能作为招聘年轻护士的一种更有效的手段。
