Alameddine Mohamad, Baumann Andrea, Laporte Audrey, Mourad Yara, Onate Kanecy, Deber Raisa
Department of Health Management and Policy, Faculty of Health Sciences, American University of Beirut, P.O. Box 11-0236, Riad El Solh, Beirut 1107 2020 Beirut, Lebanon.
Nursing Health Services Research Unit, Faculty of Health Sciences, McMaster University, 1280 Main Street West, MDCL 3500, Hamilton, Ontario, Canada L8S 4K1.
Health Policy. 2014 Feb;114(2-3):147-55. doi: 10.1016/j.healthpol.2013.07.002. Epub 2013 Jul 27.
Utilize the concept of stickiness to examine the retention of community nurses across time and draw comparisons by subsector, nurse group and work status.
Secondary analysis of College of Nurses of Ontario (CNO) registration database (2004-2010). Nurses' yearly registration records were linked to create a longitudinal database of nursing employment which was used to generate year-to-year stickiness figures. Analysis was carried out by sector/subsector of employment, nurse group and work status.
Analysis revealed an active movement of nurses between the hospital and community sectors during the period of analysis, with a positive balance of 3002 nurses toward the latter. A wide variation in the stickiness of community subsectors of employment was noted, with those subsectors involving direct patient care and community visitation displaying relatively lower stickiness figures. Subsector stickiness increased with the offering of full-time jobs and the employment of Registered Nurses.
Examining the working conditions and human resources management practices in the subsectors with lower stickiness, especially those involving patient care at home, and enhancing career stability of Registered Practical Nurses are priority issues. Decision-makers should support the offering of full-time jobs focusing attention on subsectors offering direct patient care in the community.
运用粘性概念来考察社区护士随时间的留存情况，并按子部门、护士群体和工作状态进行比较。
对安大略省护士学院（CNO）注册数据库（2004 - 2010年）进行二次分析。将护士的年度注册记录相链接，以创建一个护理就业纵向数据库，该数据库用于生成逐年的粘性数据。分析按就业部门/子部门、护士群体和工作状态进行。
分析显示，在分析期间，护士在医院和社区部门之间有活跃的流动，流向社区部门的护士净增3002名。注意到社区就业子部门的粘性存在很大差异，那些涉及直接患者护理和社区访视的子部门显示出相对较低的粘性数据。随着全职工作机会的提供和注册护士的雇佣，子部门粘性有所增加。
审视粘性较低的子部门（尤其是那些涉及家庭患者护理的子部门）的工作条件和人力资源管理实践，以及提高注册实用护士的职业稳定性，是优先事项。决策者应支持提供全职工作，重点关注社区中提供直接患者护理的子部门。
