Senek Michaela, Robertson Steven, Ryan Tony, King Rachel, Wood Emily, Taylor Bethany, Tod Angela
Division of Nursing & Midwifery, Department of Health Sciences, University of Sheffield, Sheffield, UK.
BMC Nurs. 2020 Sep 18;19:88. doi: 10.1186/s12912-020-00481-3. eCollection 2020.
A lower recruitment and high turnover rate of registered nurses have resulted in a global shortage of nurses. In the UK, prior to the COVID-19 epidemic, nurses' intention to leave rates were between 30 and 50% suggesting a high level of job dissatisfaction.
In this study, we analysed data from a cross-sectional mixed-methods survey developed by the Royal College of Nursing and administered to the nursing workforce across all four UK nations, to explore the levels of dissatisfaction and demoralisation- one of the predictors of nurses' intention to leave. We carried out logistic regression analysis on available data in order to determine what impacts job dissatisfaction.
In total, 1742 nurses responded to questions about working conditions on their last shift. We found that nearly two-thirds of respondents were . Nurses were five times more likely (OR 5.08, 95% CI: 3.82-6.60) to feel demoralised if they reported A perceived had nearly the same impact on the level of demoralisation (OR 4.8, 95% CI: 3.67-6.38). These findings were reflected in the qualitative findings where RNs reported how and , left them feeling disempowered and demoralised.
A large proportion of nurses reported feeling dissatisfied and demoralised. In order to reduce the negative impact of dissatisfaction and improve retention, more research needs to investigate the relationship dynamics within healthcare teams and how the burden experienced by RNs when unsupported by managers impacts on their ability to provide safe, good-quality care. These findings predate the current Covid-19 pandemic outbreak which may have had a further detrimental effect on job satisfaction in the UK and other nation's nursing workforce.
注册护士招募率较低且离职率较高，导致全球护士短缺。在英国，在新冠疫情之前，护士的离职意向率在30%至50%之间，这表明工作满意度较低。
在本研究中，我们分析了由皇家护理学院开展的一项横断面混合方法调查的数据，该调查面向英国四个地区的护理人员，以探究不满和士气低落的程度——这是护士离职意向的预测因素之一。我们对现有数据进行逻辑回归分析，以确定哪些因素会影响工作不满。
共有1742名护士回答了关于其上一个班次工作条件的问题。我们发现，近三分之二的受访者……如果护士报告……他们感到士气低落的可能性会高出五倍（比值比5.08，95%置信区间：3.82 - 6.60）。一种感知到的……对士气低落程度的影响几乎相同（比值比4.8，95%置信区间：3.67 - 6.38）。这些发现反映在定性研究结果中，注册护士报告了……以及……如何让他们感到无权和士气低落。
很大一部分护士表示感到不满和士气低落。为了减少不满的负面影响并提高留用率，需要更多研究来调查医疗团队内部的关系动态，以及当护士得不到管理者支持时所承受的负担如何影响他们提供安全、高质量护理的能力。这些发现早于当前的新冠疫情爆发，而疫情可能对英国和其他国家护理人员的工作满意度产生了进一步的不利影响。
