Boromarajonani College of Nursing, Nakhon Si Thammarat, Thailand.
Chiang Mai University and Panyapiwat Institute of Management, Thailand.
Int Nurs Rev. 2022 Dec;69(4):450-458. doi: 10.1111/inr.12753. Epub 2022 Mar 19.
To test the causal model of intent to stay in employment of nurses in regional medical centers.
Effectiveness and quality of nursing care are determined by an adequate number of nursing staff; however, there is an ongoing challenge of nursing shortage. Improving nurses' intention to remain in employment is an effective way to address the problem of nursing shortage.
This study employed a cross-sectional design. The sample was 1224 registered nurses from nine regional medical centers across Thailand, selected using multistage random sampling. Data were collected between January and July 2019 and analyzed with structural equation modeling.
The final model could explain 40.3% of the variance in intent to stay. Transformational leadership, coworker support, professional autonomy, opportunities for promotion, marital status, and job satisfaction positively affected intent to stay, while burnout negatively affected intent to stay. This indicates that seven factors that should be considered by nurse managers in developing a framework for constructing interventions to increase nurses' intention to continue working in their organization.
Nurse managers should strengthen the intent to stay of nurses by providing consultations, building a positive work atmosphere, and encouraging nurse leaders to apply transformational leadership behaviors to the organizational administration. Policymakers should consider enacting policies and regulations for nurses' benefits, such as allocating civil servant positions to temporary nursing staff, expanding the framework of career advancement to a senior professional position, and considering salary and overtime pay, to increase nurses' intent to stay in an organization.
检验地区医疗中心护士就业意愿的因果模型。
护理服务的有效性和质量取决于有足够数量的护理人员；然而，护理人员短缺一直是一个挑战。提高护士的就业意愿是解决护理短缺问题的有效途径。
本研究采用横断面设计。样本为来自泰国 9 家地区医疗中心的 1224 名注册护士，采用多阶段随机抽样方法选取。数据于 2019 年 1 月至 7 月间收集，采用结构方程模型进行分析。
最终模型可以解释就业意愿 40.3%的方差。变革型领导、同事支持、专业自主性、晋升机会、婚姻状况和工作满意度对就业意愿有积极影响，而职业倦怠对就业意愿有负面影响。这表明，有 7 个因素应被护士长考虑纳入构建干预措施的框架，以增加护士在组织中继续工作的意愿。
护士长应通过提供咨询、营造积极的工作氛围、鼓励护士领导应用变革型领导行为到组织管理中，来增强护士的就业意愿。政策制定者应考虑制定护士福利政策和法规，例如为临时护理人员分配公务员职位，扩大职业发展框架到高级专业职位，并考虑工资和加班工资，以增加护士在组织中的就业意愿。
