Azienda Sanitaria Universitaria Integrata di Udine, Udine, Italy.
Dipartimento di Area Medica, Università degli Studi di Udine, Udine, Italy.
G Ital Med Lav Ergon. 2020 Mar;42(1):35-43.
Introduction. Assessing nursing engagement and designing strategies to improve engagement according to the specific needs of the staff have been considered essential to avoid losing nurses, mitigate future shortages and improve patients' outcomes. Objectives. To explore engagement levels of staff nurses working in an Italian public health-care trust comprising a general hospital, a rehabilitation hospital, district centers and mental health services, and their association with demographic and professional variables. Methods. The Health Care Advisory Board's Nurse Engagement Survey (NES) was used to measure 547 nurses' engagement levels. Results. Out of 499 nurses, 8% were engaged, 40% were content, 39% were ambivalent and 13% were disengaged. According to the multiple linear regression analysis which has showed R 27.3% (R2 7.5%) of the variance in the total score of NES, being older than 45 years was associated with an increased likelihood of being work-engaged (β 0.121, [Confidence of Interval] CI 95% 0.066 to 0.457); differently, having the intention to leave the unit in the next three months (β -0.168, CI 95% -0.552 to -0.179), and working at the hospital levels as compared to other settings (e.g., Mental Health Service, β -0.150, CI 95% -0.140 to -0.038) were negatively associated with the WE. Conclusions. Nursing leaders should prioritize strategies to increase Registered Nurses' engagement. Specific initiatives devoted to younger nurses and to those intending to leave the unit, as well as to those working at the hospital level, are needed given these groups have a higher likelihood to be not or poorly engaged.
简介。评估护理人员的敬业度，并根据员工的特定需求制定提高敬业度的策略，被认为是避免护士流失、缓解未来短缺和改善患者预后的关键。目的。探讨在一家由综合医院、康复医院、地区中心和精神卫生服务组成的意大利公立医疗保健信托机构工作的注册护士的敬业度水平及其与人口统计学和职业变量的关系。方法。采用医疗保健顾问委员会护士敬业度调查（NES）来衡量 547 名护士的敬业度水平。结果。在 499 名护士中，8%为敬业，40%为满意，39%为矛盾，13%为不敬业。根据多元线性回归分析，该分析显示 NES 总分的方差解释了 7.3%（R2 为 7.5%），年龄大于 45 岁与更有可能从事工作的可能性增加相关（β 0.121，[置信区间] 95%CI 0.066 至 0.457）；相反，在未来三个月内有离开单位的意向（β-0.168，95%CI-0.552 至-0.179），以及在医院级别工作而不是在其他环境中工作（例如，精神卫生服务，β-0.150，95%CI-0.140 至-0.038）与 WE 呈负相关。结论。护理领导者应优先考虑提高注册护士敬业度的策略。鉴于这些群体更有可能不敬业或敬业度较低，需要针对年轻护士和打算离开单位的护士以及在医院级别工作的护士制定具体的举措。
