Assistant Professor, School of Nursing Department of Adult Health and Nursing Systems, Virginia Commonwealth University, Richmond, VA.
member of ANNA's Leadership Committee.
Nephrol Nurs J. 2022 Jul-Aug;49(4):369-383.
Nursing remains one of the most in-demand jobs in the American workforce. The impact of the COVID-19 pandemic has created strain on nursing resources throughout the health care industry and drawn attention to longstanding workforce issues. Inadequate staffing is often a multidimensional problem that warrants a comprehensive assessment of elements that may contribute to recruitment and retention issues. In the dialysis practice setting, nursing shortages remain an ongoing issue due to an aging workforce and ongoing issues for recruiting nurses both new and skilled into the field of nephrology. This article explores the evidence on approaches to staffing in the dialysis practice setting by defining core elements to consider when designing a staffing model. These elements include federal/state regulations, patient acuity, staff ratios, workforce perceptions, patient outcomes, and dialysis modalities offered.
护理仍然是美国劳动力市场中需求最大的职业之一。COVID-19 大流行对整个医疗保健行业的护理资源造成了压力，也让人们长期以来一直关注劳动力问题。护理人员配备不足通常是一个多维度的问题，需要对可能导致招聘和留用问题的因素进行全面评估。在透析实践环境中，由于劳动力老龄化以及在招募新护士和熟练护士进入肾脏病学领域方面持续存在问题，护理人员短缺仍然是一个持续存在的问题。本文通过定义设计人员配备模型时需要考虑的核心要素，探讨了透析实践环境中人员配备的方法的证据。这些要素包括联邦/州法规、患者病情严重程度、人员配备比例、劳动力认知、患者结局和提供的透析方式。
