Faculty of Nursing, University of Alberta, Edmonton, AB, Canada.
J Nurs Manag. 2013 Apr;21(3):459-72. doi: 10.1111/j.1365-2834.2012.01352.x. Epub 2012 Mar 7.
This systematic review aimed to explore factors known to influence intentions to stay and retention of nurse managers in their current position.
Retaining staff nurses and recruiting nurses to management positions are well documented; however, there is sparse research examining factors that influence retention of nurse managers.
Thirteen studies were identified through a systematic search of the literature. Eligibility criteria included both qualitative and quantitative studies that examined factors related to nurse manager intentions to stay and retention. Quality assessments, data extraction and analysis were completed on all studies included. Twenty-one factors were categorized into three major categories: organizational, role and personal.
Job satisfaction, organizational commitment, organizational culture and values, feelings of being valued and lack of time to complete tasks leading to work/life imbalance, were prominent across all categories.
These findings suggest that intentions to stay and retention of nurse managers are multifactoral. However, lack of robust literature highlights the need for further research to develop strategies to retain nurse managers. ImplICATIONS FOR NURSE MANAGEMENT: Health-care organizations and senior decision-makers should feel a responsibility to support front-line managers in relation to workload and span of control, and in understanding work/life balance issues faced by managers.
本系统评价旨在探讨已知影响护士长留任意愿和留任的因素。
保留注册护士并招募护士到管理岗位已经有大量文献记录；然而，很少有研究探讨影响护士长留任的因素。
通过系统文献检索，确定了 13 项研究。纳入标准包括定性和定量研究，这些研究检查了与护士长留任意愿和留任相关的因素。对所有纳入的研究都进行了质量评估、数据提取和分析。21 个因素被分为三大类：组织、角色和个人。
工作满意度、组织承诺、组织文化和价值观、被重视的感觉以及缺乏完成任务的时间导致工作/生活失衡，这些因素在所有类别中都很突出。
这些发现表明，护士长的留任意愿和留任是多因素的。然而，缺乏强有力的文献强调需要进一步研究，以制定策略来留住护士长。
医疗保健组织和高级决策者应该感到有责任支持一线管理人员解决工作量和管理幅度问题，并理解管理人员面临的工作/生活平衡问题。
