Nowrouzi B, Rukholm E, Larivière M, Carter L, Koren I, Mian O
Laurentian University, Sudbury, Ontario, Canada, P3E 2C6.
Nipissing University, 100 College Dr, North Bay, ON P1B 8L7.
Rural Remote Health. 2015 Apr-Jun;15(2):3191. Epub 2015 May 20.
Literature from the past two decades has presented an insufficient amount of research conducted on the nursing practice environments of registered practical nurses (RPNs). The objective of this article was to investigate the barriers and facilitators to sustaining the nursing workforce in north-eastern Ontario (NEO), Canada. In particular, retention factors for RPNs were examined.
This cross-sectional research used a self-administered questionnaire. Home addresses of RPNs working in NEO were obtained from the College of Nurses of Ontario (CNO). Following a modified Dillman approach with two mail-outs, survey packages were sent to a random sample of RPNs (=1337) within the NEO region. Logistic regression analyses were used to determine intent to stay (ITS) in relation to the following factor categories: demographic, and job and career satisfaction.
Completed questionnaires were received from 506 respondents (37.8% response rate). The likeliness of ITS in the RPNs' current position for the next 5 years among nurses aged 46-56 years were greater than RPNs in the other age groups. Furthermore, the lifestyle of NEO, internal staff development, working in nursing for 14-22.5 years, and working less than 1 hour of overtime per week were factors associated with the intention to stay.
Having an understanding of the work environment may contribute to recruitment and retention strategy development. The results of this study may assist with addressing the nursing shortage in rural and northern areas through improved retention strategies of RPNs.
过去二十年的文献表明，针对注册执业护士（RPN）的护理实践环境所开展的研究数量不足。本文的目的是调查加拿大安大略省东北部（NEO）维持护理劳动力的障碍和促进因素。特别是，对RPN的留用因素进行了研究。
这项横断面研究采用了自填式问卷。在安大略省护士学院（CNO）获取在NEO工作的RPN的家庭住址。按照改良的迪尔曼方法进行两轮邮寄，将调查问卷包发送给NEO地区随机抽取的RPN样本（=1337）。使用逻辑回归分析来确定与以下因素类别相关的留任意向（ITS）：人口统计学因素、工作及职业满意度。
共收到506名受访者填写的问卷（回复率为37.8%）。46至56岁的护士在未来5年留在当前RPN岗位的可能性高于其他年龄组的RPN。此外，NEO的生活方式、内部员工发展、从事护理工作14至22.5年以及每周加班时间少于1小时是与留任意向相关的因素。
了解工作环境可能有助于制定招聘和留用策略。本研究结果可能有助于通过改进RPN的留用策略来解决农村和北部地区的护理短缺问题。
