Björn Catrine, Lindberg Magnus, Rissén Dag
Department of Public Health and Caring Sciences, Uppsala University, Uppsala, Sweden.
Centre for Research & Development, Uppsala University/Region Gävleborg, Gävle, Sweden.
J Clin Nurs. 2016 Jan;25(1-2):109-16. doi: 10.1111/jocn.13003. Epub 2015 Sep 30.
The aim was to examine significant factors for work attractiveness and how these differ from the current work situation among operating department nurses. A second objective was to examine the associations between age, gender, length of employment, work engagement, work ability, self-rated health indicators and attractiveness of the current work situation.
The attractiveness of work is rarely taken into account in research on nurse retention. To expand this knowledge, it is relevant to examine factors that make work attractive and their associations with related concepts.
Correlational, cross-sectional survey using a convenience sample.
Questionnaires were answered by 147 nurses in four operating departments in Sweden. Correlation and regression analyses were conducted.
The nurses rated the significance of all factors of work attractiveness higher than they rated those factors in their current work situation; salary, organisation and physical work environment had the largest differences. The most significant attractive factors were relationships, leadership and status. A statistically significant positive correlation between work engagement and attractive work was found. In the multiple regression model, the independent variables work engagement and older age significantly predicted work attractiveness.
Several factors should be considered in the effort to increase work attractiveness in operating departments and thereby to encourage nurse retention. Positive aspects of work seem to unite work engagement and attractive work, while work ability and self-rated health indicators are other important dimensions in nurse retention.
The great discrepancies between the significance of attractive factors and the current work situation in salary, organisation and physical work environment suggest ways in which work attractiveness may be increased. To discover exactly what needs to be improved may require a deeper look into the construct of the examined factors.
本研究旨在探讨影响手术室护士工作吸引力的重要因素，以及这些因素与当前工作状况的差异。第二个目标是研究年龄、性别、工作年限、工作投入度、工作能力、自评健康指标与当前工作状况吸引力之间的关联。
在护士留职研究中，工作吸引力很少被考虑。为了拓展这方面的知识，研究影响工作吸引力的因素及其与相关概念的关联具有重要意义。
采用便利抽样的相关性横断面调查。
瑞典四个手术室的147名护士回答了问卷。进行了相关性和回归分析。
护士对工作吸引力各因素重要性的评分高于对当前工作状况中这些因素的评分；薪资、组织和物理工作环境的差异最大。最显著的吸引因素是人际关系、领导能力和地位。工作投入度与有吸引力的工作之间存在统计学上显著的正相关。在多元回归模型中，自变量工作投入度和年龄较大显著预测了工作吸引力。
为提高手术室工作吸引力从而鼓励护士留职，应考虑几个因素。工作的积极方面似乎将工作投入度和有吸引力的工作联系在一起，而工作能力和自评健康指标是护士留职的其他重要维度。
有吸引力因素的重要性与薪资、组织和物理工作环境方面当前工作状况之间的巨大差异表明了提高工作吸引力的途径。要确切发现需要改进的地方，可能需要更深入地研究所考察因素的构成。
