Nursing Division, Chaim Sheba Medical Center, Tel-Hashomer, Tel-Hashomer, Israel.
Department of Health Systems Management, Ben-Gurion University of the Negev, Beer Sheva, Israel.
J Nurs Manag. 2020 Sep;28(6):1364-1371. doi: 10.1111/jonm.13090. Epub 2020 Jul 31.
To compare characteristics and attitudes of nurses who resigned and those who remained in two Israeli hospitals and assess the reasons for leaving.
Nurse turnover is a current global problem in health care system, especially given the severe nurse shortages. Retention of nurses requires an understanding of the characteristics of the resigning nurses, their attitudes and their reasons for leaving.
A matching case-control study was conducted among 100 resigning nurses and 200 matched remaining nurses. Questionnaires were used to survey the professional characteristics and attitudes of the participating nurses. In addition, exit interviews were used to assess the reasons to leave of resigning nurses.
Resigning nurses had higher education, less seniority and fewer managerial positions compared with remaining nurses. In addition, resigning nurses had lower professional autonomy and higher aspirations for professional advancement. The reasons to leave cited by the resigning nurses were distance of the workplace from home and working conditions as well as aspiring for professional advancement.
The interface between high education and having few opportunities for advanced positions may lead to resignation.
We recommend organisational interventions for training new hospital nurses through professional career path development, such as mentoring programme.
比较两家以色列医院离职和留任护士的特征和态度，并评估离职原因。
护士离职是当前全球医疗保健系统面临的一个问题，尤其是在护士严重短缺的情况下。要留住护士，就需要了解离职护士的特征、态度及其离职原因。
对 100 名离职护士和 200 名匹配的留任护士进行了配对病例对照研究。调查问卷用于调查参与护士的职业特征和态度。此外，还进行离职访谈以评估离职护士离职的原因。
与留任护士相比，离职护士的受教育程度更高、工作年限更短、管理职位更少。此外，离职护士的职业自主性较低，对职业发展的渴望较高。离职护士离职的原因是工作场所离家远和工作条件以及渴望职业发展。
高学历和晋升机会少之间的矛盾可能导致离职。
我们建议通过职业发展途径（如导师计划）为新入职的医院护士提供组织干预培训。
