Tourangeau Ann E, Patterson Erin, Saari Margaret, Thomson Heather, Cranley Lisa
Ann E. Tourangeau, RN, PhD, is Associate Professor and Associate Dean Academic, Lawrence S. Bloomberg Faculty of Nursing, University of Toronto, Ontario, Canada. E-mail:
Health Care Manage Rev. 2017 Jan/Mar;42(1):87-97. doi: 10.1097/HMR.0000000000000093.
Health care is shifting out of hospitals into community settings. In Ontario, Canada, home care organizations continue to experience challenges recruiting and retaining nurses. However, factors influencing home care nurse retention that can be modified remain largely unexplored. Several groups of factors have been identified as influencing home care nurse intent to remain employed including job characteristics, work structures, relationships and communication, work environment, responses to work, and conditions of employment.
The aim of this study was to test and refine a model that identifies which factors are related to home care nurse intentions to remain employed for the next 5 years with their current home care employer organization.
METHODOLOGY/APPROACH: A cross-sectional survey design was implemented to test and refine a hypothesized model of home care nurse intent to remain employed. Logistic regression was used to determine which factors influence home care nurse intent to remain employed.
Home care nurse intent to remain employed for the next 5 years was associated with increasing age, higher nurse-evaluated quality of care, having greater variety of patients, experiencing greater meaningfulness of work, having greater income stability, having greater continuity of client care, experiencing more positive relationships with supervisors, experiencing higher work-life balance, and being more satisfied with salary and benefits.
Home care organizations can promote home care nurse intent to remain employed by (a) ensuring nurses have adequate training and resources to provide quality client care, (b) improving employment conditions to increase income stability and satisfaction with pay and benefits,
医疗保健正从医院转向社区环境。在加拿大安大略省，家庭护理机构在招聘和留住护士方面仍面临挑战。然而，影响家庭护理护士留任意愿且可改变的因素在很大程度上仍未得到探索。已确定有几类因素会影响家庭护理护士继续受雇的意愿，包括工作特征、工作结构、人际关系与沟通、工作环境、对工作的反应以及就业条件。
本研究的目的是测试和完善一个模型，该模型能确定哪些因素与家庭护理护士在未来5年继续受雇于其当前家庭护理雇主组织的意愿相关。
方法/途径：采用横断面调查设计来测试和完善关于家庭护理护士继续受雇意愿的假设模型。使用逻辑回归来确定哪些因素会影响家庭护理护士继续受雇的意愿。
家庭护理护士在未来5年继续受雇的意愿与年龄增长、护士评估的护理质量更高、患者种类更多、工作更有意义、收入稳定性更高、客户护理的连续性更强、与主管的关系更积极、工作与生活平衡度更高以及对薪资和福利更满意有关。
家庭护理机构可以通过以下方式促进家庭护理护士继续受雇的意愿：(a)确保护士有足够的培训和资源来提供高质量的客户护理；(b)改善就业条件以提高收入稳定性以及对薪酬和福利的满意度。
