Public Health Department, University of Liege, Avenue de L'Hôpital 1, Liège 4000, Belgium.
Nursing Department, Saint-Luc University Hospital, Avenue Hippocrate 10, 1200 Woluwe-Saint-Lambert, Brussels, Belgium.
Contemp Nurse. 2021 Apr-Jun;57(3-4):187-201. doi: 10.1080/10376178.2021.1987939. Epub 2021 Oct 12.
Human resource management in hospitals has become increasingly challenging. Nursing staff are a major asset in achieving the quality and safety objectives of health care institutions. The concept of Magnet Hospitals seeks to promote a positive work environment. Despite knowledge of the Magnet Hospital concept, the reasons for the lack of applying the concept within Belgian nursing departments is matter for debate.
OBJECTIVES/ AIMS/ HYPOTHESES: The aim was to explore whether Magnet Hospital principles and values were applicable to a nursing department within a Belgian University Hospital Centre.
A mixed methods approach involving both qualitative and quantitative methodology was adopted.
Data were collected across two sites of a University Hospital. For the quantitative phase, a magnetism measurement questionnaire was administered to a convenience sample of nurses from both sites using email and the hospital intranet. For the qualitative phase, a convenience sample of head nurses from across the two sites were recruited by email and agreed to attend interviews.
For the quantitative phase, scores obtained show a limited magnetism among the nurses ( = 224). Out of the 18 sub-dimensions, seven appear to be underdeveloped (score <50) compared to two developed (score> 75). The qualitative phase showed nine facilitators, nine barriers, and seven neutral constructs among surveyed head nurses ( = 17). These demonstrate a marked interest in the concept, but constraints put forward imply that establishment of the concept would be premature or at least quite difficult within the institution.
Despite interest toward the concept, the implementation of Magnet Hospital within nursing departments currently seems difficult. However, these results shed light upon managerial, organisational, and scientific issues involved in using the concept of the Magnet Hospital within European hospitals.
Communication, unit management strategy and transition of human resource management, through a more human and less administrative approach, are essential for Magnet Hospital implementation.
医院的人力资源管理变得越来越具有挑战性。护理人员是实现医疗机构质量和安全目标的主要资产。磁石医院的概念旨在促进积极的工作环境。尽管了解磁石医院的概念，但在比利时护理部门缺乏应用该概念的原因仍存在争议。
目的/目标/假设：目的是探讨磁石医院的原则和价值观是否适用于比利时大学医院中心的护理部门。
采用混合方法，包括定性和定量方法。
数据在大学医院的两个地点收集。在定量阶段，使用电子邮件和医院内部网向两个地点的便利样本护士发放了磁石测量问卷。在定性阶段，通过电子邮件招募了两个地点的护士长作为便利样本，并同意参加访谈。
在定量阶段，得分显示护士的磁性有限（n=224）。在 18 个子维度中，有七个似乎发育不良（得分<50），而两个发育良好（得分>75）。定性阶段显示，接受调查的护士长中有九个促进因素、九个障碍和七个中性结构（n=17）。这些表明对该概念非常感兴趣，但提出的限制意味着在该机构内建立该概念还为时过早，或者至少相当困难。
尽管对该概念感兴趣，但目前在护理部门实施磁石医院似乎很困难。然而，这些结果揭示了在欧洲医院使用磁石医院概念所涉及的管理、组织和科学问题。
沟通、单位管理策略和人力资源管理的过渡，通过更人性化和更少行政化的方法，对于磁石医院的实施至关重要。
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