Consolvo C A
JOGN Nurs. 1979 Jul-Aug;8(4):201-4. doi: 10.1111/j.1552-6909.1979.tb00828.x.
Nurse retention has become a significant issue in the newborn intensive care units for two main reasons: 1) the quality of care declines as it is delivered by inexperienced nurses, and 2) the cost of orienting new nurses is exorbitant. "Stress" has been implicated as one of the important factors in nurse retention; it appears that a paradox exists in that the stress/excitement that attracts a nurse to the newborn ICU in the first place may ultimately drive her away. We attempted to define stress factors in the Turner Newborn Intensive Care Unit at Hermann Hospital in Houston, Texas, and to develop management methods to decrease stress. Over a three-year period, during the implementing of new programs, nurse termination rates decreased significantly, as did turnover.
护士留用已成为新生儿重症监护病房的一个重大问题，主要有两个原因：1）由经验不足的护士提供护理时，护理质量会下降；2）培训新护士的成本过高。“压力”被认为是影响护士留用的重要因素之一；似乎存在一种矛盾的情况，即最初吸引护士到新生儿重症监护病房的压力/兴奋感最终可能会使她离开。我们试图确定德克萨斯州休斯顿赫尔曼医院特纳新生儿重症监护病房的压力因素，并制定管理方法以减轻压力。在三年时间里，在实施新项目期间，护士离职率显著下降，人员流动率也有所下降。
