College of Medicine, Directorate of Strategy and Institutional Excellence, Mohammed Bin Rashid University of Medicine and Health Sciences, P.O. Box 505055, Dubai, United Arab Emirates.
Department of Health Management and Policy, Faculty of Health Sciences, American University of Beirut, Beirut, Lebanon.
Hum Resour Health. 2017 Aug 29;15(1):55. doi: 10.1186/s12960-017-0228-x.
Literature reports a direct relation between nurses' job satisfaction and their job retention (stickiness). The proper planning and management of the nursing labor market necessitates the understanding of job satisfaction and retention trends. The objectives of the study are to identify trends in, and the interrelation between, the job satisfaction and job stickiness of German nurses in the 1990-2013 period using a flexible specification for job satisfaction that includes different time periods and to also identify the main determinants of nurse job stickiness in Germany and test whether these determinants have changed over the last two decades.
The development of job stickiness in Germany is depicted by a subset of data from the German Socio-Economic Panel (1990-2013), with each survey respondent assigned a unique identifier used to calculate the year-to-year transition probability of remaining in the current position. The changing association between job satisfaction and job stickiness is measured using job satisfaction data and multivariate regressions assessing whether certain job stickiness determinants have changed over the study period.
Between 1990 and 2013, the job stickiness of German nurses increased from 83 to 91%, while their job satisfaction underwent a steady and gradual decline, dropping by 7.5%. We attribute this paradoxical result to the changing association between job satisfaction and job stickiness; that is, for a given level of job (dis)satisfaction, nurses show a higher stickiness rate in more recent years than in the past, which might be partially explained by the rise in part-time employment during this period. The main determinants of stickiness, whose importance has not changed in the past two decades, are wages, tenure, personal health, and household structure.
The paradoxical relation between job satisfaction and job stickiness in the German nursing context could be explained by historical downsizing trends in hospitals, an East-West German nurse compensation gap, and an increase in the proportion of nurses employed on a part-time basis. A clearer analysis of each of these trends is thus essential for the development of evidence-based policies that enhance the job satisfaction and efficiency of the German nursing workforce.
文献报道护士工作满意度与其工作保留率（粘性）之间存在直接关系。适当规划和管理护理劳动力市场需要了解工作满意度和保留率的趋势。本研究的目的是使用包括不同时间段的灵活工作满意度规范，确定 1990-2013 年期间德国护士工作满意度和工作粘性的趋势及其相互关系，并确定德国护士工作粘性的主要决定因素，并检验这些决定因素在过去二十年是否发生了变化。
使用德国社会经济面板（1990-2013 年）的一部分数据描绘德国工作粘性的发展，为每位调查受访者分配一个唯一标识符，用于计算留在当前职位的逐年过渡概率。使用工作满意度数据和多元回归来衡量工作满意度和工作粘性之间不断变化的关联，以评估某些工作粘性决定因素在研究期间是否发生了变化。
1990 年至 2013 年间，德国护士的工作粘性从 83%增加到 91%，而工作满意度则呈稳定且逐渐下降趋势，下降了 7.5%。我们将这一矛盾的结果归因于工作满意度和工作粘性之间不断变化的关联；也就是说，对于给定的工作（不满）水平，护士在最近几年的粘性率高于过去，这部分可以通过这期间兼职就业的增加来解释。粘性的主要决定因素，其重要性在过去二十年中没有改变，是工资、任期、个人健康和家庭结构。
在德国护理背景下，工作满意度和工作粘性之间的矛盾关系可以用医院历史裁员趋势、东西德护士薪酬差距以及兼职护士比例增加来解释。因此，对这些趋势中的每一个进行更清晰的分析对于制定基于证据的政策至关重要，这些政策可以提高德国护理劳动力的工作满意度和效率。
