Poghosyan Lusine, Norful Allison A, Martsolf Grant R
Columbia University School of Nursing, New York, NY.
Columbia University School of Nursing, New York, NY.
Nurs Outlook. 2017 Sep-Oct;65(5):607-614. doi: 10.1016/j.outlook.2017.03.001. Epub 2017 Mar 11.
Given the projected increase in the nurse practitioner (NP) workforce, the number of NPs in health care organizations will grow. However, little is known about the capacity of these organizations to create conducive environments for NP practice.
Examine and compare the NP patient panel, job satisfaction, turnover intentions, and organizational structures of NPs with less than three (newly hired) and more than three (experienced) years of experience in their current job.
An online survey of New York State Nurse Practitioner Association members was conducted in 2012; 278 NPs completed measures of NP patient panel, job satisfaction, turnover intentions, and organizational structures.
Both newly hired and experienced NPs faced organizational challenges such as poor relations with administration and lack infrastructure for care. Newly hired NPs were twice more likely to have turnover intentions.
These organizational barriers should be addressed by administrators to assure optimal NP practice.
鉴于执业护士（NP）劳动力预计会增加，医疗机构中执业护士的数量将会增长。然而，对于这些机构为执业护士创造有利执业环境的能力，人们知之甚少。
研究并比较在当前工作中经验不足三年（新入职）和超过三年（有经验）的执业护士的患者量、工作满意度、离职意向和组织结构。
2012年对纽约州执业护士协会成员进行了一项在线调查；278名执业护士完成了关于执业护士患者量、工作满意度、离职意向和组织结构的测评。
新入职和有经验的执业护士都面临组织方面的挑战，比如与管理层关系不佳以及缺乏护理基础设施。新入职的执业护士有离职意向的可能性是其他人的两倍。
管理人员应解决这些组织障碍，以确保执业护士的最佳执业状态。
