Maurits Erica E M, de Veer Anke J E, van der Hoek Lucas S, Francke Anneke L
Netherlands Institute for Health Services Research (NIVEL), Utrecht, The Netherlands.
Department of Public and Occupational Health, EMGO Institute for Health and Care Research (EMGO+), VU University Medical Center, Amsterdam, The Netherlands.
BMC Health Serv Res. 2015 Sep 2;15:356. doi: 10.1186/s12913-015-1006-x.
It is important to learn how employers in European countries can prevent nursing staff from changing occupation or taking early retirement in order to counteract expected nursing shortages. However, to date research on nursing staff's ability to remain working until retirement age has been limited. The purpose of this study was to gain insight into the associations between different job and organisational characteristics, job satisfaction, occupational commitment and the self-perceived ability to continue working in the current line of work until the official retirement age.
The questionnaire-based, cross-sectional study included 730 nursing staff members employed in Dutch hospitals, nursing homes, organisations for psychiatric care, homes for the elderly, care organisations for disabled people and home care organisations (mean age: 48; 89% female). Linear and logistic regression analyses and mediation analyses were applied to test hypothesised associations.
Reducing work pressure and increasing appreciation by senior management in particular have positive consequences for nursing staff's self-perceived ability to continue working until the official retirement age. The job and organisational characteristics of autonomy, work pressure, supportive leadership, educational opportunities, communication within the organisation and appreciation of nursing staff by senior management together have substantial impact on nursing staff's job satisfaction. Job satisfaction in turn is related to the self-perceived ability to continue working until the retirement age. However, job satisfaction mainly summarises the joint effect of job and organisational characteristics and has no supplementary effect on the self-perceived ability to continue working.
Employers should primarily focus on work pressure and the appreciation of nursing staff by senior management in order to retain nursing staff even as they get older.
了解欧洲国家的雇主如何防止护理人员转行或提前退休以应对预期的护理人员短缺至关重要。然而，迄今为止，关于护理人员工作至退休年龄能力的研究有限。本研究的目的是深入了解不同工作和组织特征、工作满意度、职业承诺与自我感知的在当前工作岗位工作至法定退休年龄的能力之间的关联。
这项基于问卷的横断面研究纳入了730名受雇于荷兰医院、养老院、精神护理机构、老年之家、残疾人护理机构和家庭护理机构的护理人员（平均年龄：48岁；89%为女性）。应用线性和逻辑回归分析以及中介分析来检验假设的关联。
减轻工作压力，尤其是提高高级管理层的认可度，对护理人员自我感知的工作至法定退休年龄的能力有积极影响。自主性、工作压力、支持性领导、教育机会、组织内部沟通以及高级管理层对护理人员的认可度等工作和组织特征共同对护理人员的工作满意度有重大影响。工作满意度反过来又与自我感知的工作至退休年龄的能力相关。然而，工作满意度主要总结了工作和组织特征的联合效应，对自我感知的继续工作能力没有补充作用。
雇主应主要关注工作压力和高级管理层对护理人员的认可度，以便即使在护理人员变老时也能留住他们。
