护士工作满意度和离职意向的差异：对留住多元化劳动力的影响。
Disparities in Nurse Job Dissatisfaction and Intent to Leave: Implications for Retaining a Diverse Workforce.
机构信息
Author Affiliations: Associate Professor (Dr Carthon), University of Pennsylvania School of Nursing, Philadelphia; Assistant Professor (Dr Travers), New York University Rory Meyers College of Nursing, New York; and Research Assistant (Ms Hounshell), Statistician (Ms Udoeyo), and Senior Biostatistician (Mr Chittams), University of Pennsylvania, Philadelphia.
出版信息
J Nurs Adm. 2021 Jun 1;51(6):310-317. doi: 10.1097/NNA.0000000000001019.
OBJECTIVE
To determine if Black nurses are more likely to report job dissatisfaction and whether factors related to dissatisfaction influence differences in intent to leave.
BACKGROUND
Minority nurses report higher job dissatisfaction and intent to leave, yet little is known about factors associated with these differences in community settings.
METHOD
Cross-sectional analysis of 11 778 nurses working in community-based settings was conducted. Logistic regression was used to estimate the association among race, job satisfaction, and intent to leave.
RESULTS
Black nurses were more likely to report job dissatisfaction and intent to leave. Black nurses' intent to leave decreased in adjusted models that accounted for dissatisfaction with aspects of their jobs including salary, advancement opportunities, autonomy, and tuition benefits.
CONCLUSION
Nurse administrators may find opportunities to decrease intent to leave among Black nurses through focused efforts to target areas of dissatisfaction.
目的
确定黑人护士是否更有可能报告工作不满，以及与不满相关的因素是否会影响离职意向的差异。
背景
少数民族护士报告的工作不满和离职意向更高，但在社区环境中，与这些差异相关的因素知之甚少。
方法
对在社区环境中工作的 11778 名护士进行横断面分析。使用逻辑回归估计种族、工作满意度和离职意向之间的关联。
结果
黑人护士更有可能报告工作不满和离职意向。在调整了对工资、晋升机会、自主权和学费福利等工作方面不满的模型中，黑人护士的离职意向降低。
结论
护士管理人员可以通过有针对性地努力解决不满的领域，为减少黑人护士的离职意向找到机会。
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