护士管理人员、主任和高管的当前离职意向。
Current turnover intention among nurse managers, directors, and executives.
机构信息
College of Nursing and Public Health, South University, Columbia, SC.
Center for Nursing Leadership, College of Nursing, University of South Carolina, Columbia, SC.
出版信息
Nurs Outlook. 2021 Sep-Oct;69(5):875-885. doi: 10.1016/j.outlook.2021.04.006. Epub 2021 Jun 18.
BACKGROUND
Nursing leadership turnover can adversely affect nurse retention and thus quality of care. Little research has examined the way nurses at differing levels of leadership experience their workplace and voluntarily decide to leave.
PURPOSE
Our study sought to explore and compare intent to leave and turnover experiences of acute care nurse managers, directors, and executives.
METHODS
Data were collected via an online survey. Participants included nurse managers, directors, and executives from 47 states (n = 1880) working in acute care settings.
FINDINGS
Over 50% of respondents intend to leave their current positions within the next 5 years with reasons for leaving differing by type of nurse leader. Retirement was a factor for slightly over 30% of those nurse leaders overall and almost 50% of nurse executives.
DISCUSSION
Nurse managers, directors, and executives experience turnover and intent to leave differently. Most frequently, voluntary factors for leaving a position include job dissatisfaction and a desire for promotion and advancement.
背景
护理领导力的更替可能会对护士的留任产生不利影响，从而影响护理质量。很少有研究探讨处于不同领导经验水平的护士如何看待他们的工作场所，并自愿决定离职。
目的
我们的研究旨在探讨和比较急症护理护士长、主任和主管离职意愿和离职经历。
方法
通过在线调查收集数据。参与者包括来自 47 个州的急症护理环境中的护士长、主任和主管（n=1880）。
结果
超过 50%的受访者表示在未来 5 年内打算离开目前的职位，离职原因因护士领导类型而异。退休是所有这些护士领导者中略超过 30%的人的一个因素，几乎 50%的护士主管也是如此。
讨论
护士长、主任和主管的离职和离职意愿不同。离职的自愿因素最常见的包括工作不满和晋升与发展的愿望。
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