Çamveren H, Arslan Yürümezoğlu H, Kocaman G
Nursing Management Doctorate Programme, Institute of Health Sciences, Dokuz Eylül University, Balçova, İzmir, 35330, Turkey.
Faculty of Nursing, Department of Nursing Management, Dokuz Eylül University, İzmir, Turkey.
Int Nurs Rev. 2020 Dec;67(4):519-528. doi: 10.1111/inr.12633. Epub 2020 Oct 2.
Nurse turnover is a major problem all over the world. It is known that young nurses who constitute the new nurse labour force are more likely to leave their organization, especially in their first year. However, qualitative studies that approach the problem from the perspective of young nurses and focus on the reasons for their decision to leave their organization are limited.
To understand the reasons for young nurses' leaving their organization and determine their experiences, focusing on their point of view.
The study had a descriptive qualitative design and was conducted between January and February 2019. Purposeful sampling was used, and the sample included 15 nurses that voluntarily decided to leave a university hospital in Turkey and agreed to participate in the study. Data were collected with semi-structured interviews, and the interviews were audio-recorded. The data obtained from the interviews were evaluated by content analysis.
The young nurses' reasons for leaving their organization were found to be in three categories: the Negative work environment, Nursing shortage, and Unsatisfied individual expectations. The Negative work environment category included the subcategories of lack of professional solidarity, lack of support from managers, inadequacy of preceptorship process, and horizontal violence. The Nursing shortage category consisted of the subcategories of excessive workload and overtime. The category of Unsatisfied individual expectations comprised the subcategories of work-social life imbalance, availability of alternative options, and family-related reasons.
It was determined that the young nurses left their organization because they did not receive sufficient support from their managers and colleagues during the transition period. This finding shows that nurse executives must have the managerial skills and understanding to regulate the work environment, increase peer support, and carefully plan each stage of the transition process for the retention of young nurses in their organization. In addition, nurse executives should encourage and be involved with policy making and policymakers and other managers in their organizations to develop institutional and national strategies to ensure that young nurses remain in nursing.
护士流失是全球范围内的一个主要问题。众所周知，作为新护士劳动力的年轻护士更有可能离开所在机构，尤其是在入职第一年。然而，从年轻护士的角度探讨这一问题并聚焦于他们离职原因的定性研究有限。
从年轻护士的角度出发，了解他们离职的原因并确定他们的经历。
本研究采用描述性定性设计，于2019年1月至2月进行。采用目的抽样法，样本包括15名自愿决定离开土耳其一家大学医院并同意参与研究的护士。通过半结构化访谈收集数据，并对访谈进行录音。对访谈获得的数据进行内容分析。
发现年轻护士离职的原因分为三类：负面工作环境、护理人员短缺和个人期望未得到满足。负面工作环境类别包括缺乏职业团结、缺乏管理者支持、带教过程不完善以及横向暴力等子类别。护理人员短缺类别包括工作量过大和加班等子类别。个人期望未得到满足类别包括工作与社会生活失衡、有其他选择以及家庭相关原因等子类别。
确定年轻护士离职是因为他们在过渡期没有从管理者和同事那里得到足够的支持。这一发现表明，护士管理人员必须具备管理技能和理解能力，以规范工作环境、增加同事支持，并为留住机构中的年轻护士而精心规划过渡过程的每个阶段。此外，护士管理人员应鼓励并参与政策制定，与所在机构的政策制定者和其他管理人员共同制定机构和国家战略，以确保年轻护士继续从事护理工作。
