College of Nursing, Jordan University of Science and Technology, Irbid, Jordan.
Int J Nurs Stud. 2013 Jan;50(1):73-82. doi: 10.1016/j.ijnurstu.2012.08.014. Epub 2012 Sep 17.
The inadequate number of health care providers, particularly nurses, in underserved areas is one of the biggest challenges for health policymakers. There is a scarcity of research in Jordan about factors that affect nurse staffing and retention in underserved areas.
To elucidate the views of staff nurses working in underserved areas, directors of health facilities in underserved areas and key informants from the policy and education arena on issues of staffing and retention of nurses in underserved areas.
An exploratory study using a qualitative approach with semi-structured interviews was utilized to elucidate the views of 22 key informants from the policy and education arena, 11 directors of health centers, and 19 staff nurses on issues that contribute to low staffing and retention of nurses in underserved areas. The five stage 'framework approach' proposed by Bryman et al. (1993) was utilized for data analysis.
Nursing shortage in underserved areas in Jordan are exacerbated by a lack of financial incentives, poor transportation and remoteness of these areas, bad working conditions, and lack of health education institutions in these areas, as well as by opportunities for internal and external migration. Young Jordanian male nurses usually grab any opportunity to migrate and work outside the country to improve their financial conditions; whereas, female nurses are more restricted and not encouraged to travel abroad to work. Several strategies are suggested to enhance retention in these areas, such as promoting financial incentives for staff to work there, enhancing the transportation system, and promoting continuous and academic education.
Nurses' administrators and health care policy makers could utilize the findings of the present study to design and implement comprehensive interventions to enhance retention of staff in underserved areas.
在服务不足地区，医疗保健提供者，尤其是护士的数量不足，是卫生政策制定者面临的最大挑战之一。在约旦，关于影响服务不足地区护士人员配备和保留的因素的研究很少。
阐明在服务不足地区工作的注册护士、服务不足地区卫生设施的主任以及政策和教育领域的主要信息提供者对服务不足地区护士人员配备和保留问题的看法。
采用定性探索性研究方法，使用半结构式访谈，阐明了来自政策和教育领域的 22 名主要信息提供者、11 名卫生中心主任和 19 名注册护士对导致服务不足地区护士人员配备和保留不足的问题的看法。采用 Bryman 等人（1993 年）提出的五阶段“框架方法”进行数据分析。
约旦服务不足地区的护理人员短缺问题因缺乏经济激励、这些地区交通不便和偏远、工作条件恶劣以及这些地区缺乏健康教育机构以及内部和外部移民机会而加剧。年轻的约旦男护士通常抓住任何机会移民到国外工作，以改善他们的财务状况；而女护士则受到更多限制，不鼓励出国工作。提出了一些策略来加强这些地区的留用，例如为在这些地区工作的员工提供经济激励、加强交通系统以及促进持续和学术教育。
护士管理人员和医疗保健政策制定者可以利用本研究的结果来设计和实施全面的干预措施，以加强服务不足地区的员工留用。
