Daniels Frieda, Laporte Audrey, Lemieux-Charles Louise, Baumann Andrea, Onate Kanecy, Deber Raisa
Faculty of Nursing, University of Toronto, Toronto, Ontario, Canada.
Nurs Econ. 2012 Jul-Aug;30(4):201-6.
To mitigate nurse shortages, health care decision makers tend to employ retention strategies that assume nurses employed in full-time, part-time, or casual positions and working in different sectors have similar preferences for work. However, this assumption has not been validated in the literature. The relationship between a nurse's propensity to exit the nurse profession in Ontario and employment status was explored by building an extended Cox Proportional Hazards Regression Model using a counting process technique. The differential exit patterns between part-time and casual nurses suggest that the common practice of treating part-time and casual nurses as equivalent is misleading. Health care decision makers should consider nurse retention strategies specifically targeting casual nurses because this segment of the profession is at the greatest risk of leaving. Nurse executives and nurse managers should investigate the different work preferences of part-time and casual nurses to devise tailored rather than "one-size fits all" nurse retention strategies to retain casual nurses.
为缓解护士短缺问题，医疗保健决策者倾向于采用留住护士的策略，这些策略假定全职、兼职或临时岗位的护士以及在不同部门工作的护士对工作有相似的偏好。然而，这一假设在文献中尚未得到验证。通过使用计数过程技术构建扩展的Cox比例风险回归模型，探讨了安大略省护士退出护士职业的倾向与就业状况之间的关系。兼职护士和临时护士之间不同的离职模式表明，将兼职护士和临时护士视为等同的常见做法具有误导性。医疗保健决策者应考虑专门针对临时护士的护士留用策略，因为这一职业群体离职风险最大。护士高管和护士经理应调查兼职护士和临时护士不同的工作偏好，以制定量身定制而非“一刀切”的护士留用策略来留住临时护士。
