美国就业第一年的亚洲外籍护士离职的预测因素。
Predictors of Turnover Among Asian Foreign-Educated Nurses in Their 1st Year of US Employment.
作者信息
Geun Hyo Geun, Redman Richard W, McCullagh Marjorie C
机构信息
Author Affiliations: Assistant Professor (Dr Geun), Department of Nursing, Chodang University, Muaneup, Jeollanamdo, Korea; and Professor Emeritus (Dr Redman) and Associate Professor (Dr McCullagh), School of Nursing, University of Michigan, Ann Arbor.
出版信息
J Nurs Adm. 2018 Oct;48(10):519-525. doi: 10.1097/NNA.0000000000000660.
OBJECTIVE
The aim of this study was to investigate factors affecting turnover of Asian foreign-educated nurses (FENs), which may lead to improvements in retention strategies.
BACKGROUND
Asian FENs working in the United States have considerable rates of turnover. Little is known about which factors are related.
METHODS
A cross-sectional design was used. A convenience sample (n = 201) of Asian FENs completed surveys by regular mail and through a website. Backward multivariable logistic regression was performed to identify factors associated with turnover in their 1st year of employment.
RESULTS
Most participants were from the Philippines and Korea. Perceived quality of orientation predicted organizational-level turnover and trended toward predicting unit-level turnover.
CONCLUSIONS
Healthcare institutions may benefit from developing organizational programs for FENs that are sensitive to their unique needs, in the interest of reducing rapid or early turnover and accompanying negative effects on hospital finances and patient care.
目的
本研究旨在调查影响亚洲受过国外教育护士（FENs）离职率的因素，这可能有助于改进留用策略。
背景
在美国工作的亚洲FENs离职率相当高。对于哪些因素与之相关知之甚少。
方法
采用横断面设计。通过普通邮件和网站对201名亚洲FENs的便利样本进行了调查。进行了向后多变量逻辑回归，以确定与他们入职第一年离职相关的因素。
结果
大多数参与者来自菲律宾和韩国。感知到的入职培训质量可预测组织层面的离职率，并倾向于预测科室层面的离职率。
结论
为了减少快速或早期离职以及随之而来的对医院财务和患者护理的负面影响，医疗机构可能会从为FENs制定针对其独特需求的组织计划中受益。
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