Author Affiliations : Assistant Professor (Dr Rainbow), College of Nursing, University of Arizona, Tucson; Assistant Professor (Dr Dudding), School of Nursing, University of Alabama at Birmingham; and Doctoral Student (Ms Bethel), College of Nursing, University of Arizona, Tucson.
J Nurs Adm. 2021 Mar 1;51(3):135-140. doi: 10.1097/NNA.0000000000000984.
The aim of this study was to understand nurse awareness of coping and decision making regarding presenteeism and the consequences thereof.
Nurses report high levels of presenteeism or not being able to fully function in the workplace, but we currently lack understanding of nurse perceptions of presenteeism and its consequences.
A qualitative descriptive method was used to evaluate the perceptions of nurses from medical surgical units at 2 different hospitals.
For purposes of the study, presenteeism was defined as being present at work when not fully engaged. Most respondents experienced presenteeism in the month before data collection. Five categories of themes were identified: 1) factors leading to presenteeism, 2) awareness and symptoms of presenteeism, 3) coping with presenteeism on and off shift, 4) decision making regarding presenteeism, and 5) consequences of presenteeism.
Both personal and work factors contribute to presenteeism. To decrease presenteeism, healthcare leaders and systems should consider reviewing and changing sick/leave polices, unit cultures, and a lack of resources that contribute to and encourage an awareness of presenteeism, thereby decreasing nurse fatigue.
本研究旨在了解护士对出勤主义及其后果的应对和决策意识。
护士报告称存在较高水平的出勤主义或无法在工作场所充分发挥职能，但我们目前缺乏对护士对出勤主义及其后果的看法的理解。
采用定性描述方法评估了来自 2 家不同医院的外科病房护士的看法。
为研究目的，出勤主义被定义为在未充分投入工作时出现在工作场所。大多数受访者在数据收集前一个月经历过出勤主义。确定了 5 个主题类别：1）导致出勤主义的因素，2）出勤主义的意识和症状，3）轮班和非轮班时应对出勤主义的方法，4）出勤主义的决策，5）出勤主义的后果。
个人和工作因素都会导致出勤主义。为了减少出勤主义，医疗保健领导者和系统应考虑审查和更改病假/休假政策、单位文化以及缺乏资源，这些因素会导致并鼓励对出勤主义的认识，从而减少护士疲劳。
