Jeffery Andrea, Taylor Eleanor
Bristol Veterinary School, University of Bristol, Bristol, United Kingdom.
Linnaeus Veterinary Limited, Bristol, United Kingdom.
Front Vet Sci. 2022 Nov 23;9:927499. doi: 10.3389/fvets.2022.927499. eCollection 2022.
The UK regulatory body for registered veterinary nurses (RVNs), the Royal College of Veterinary Surgeons (RCVS), maintains the professional register of RVNs. Every year, a proportion fail to re-join the register. This research aimed to identify the factors that predict retention and to make recommendations to inform the Royal College of Veterinary Surgeons as the regulator as well as both the veterinary nursing and veterinary professions. An analysis of the raw quantitative data generated by the 2014 and 2019 RCVS surveys of the veterinary nurse profession was undertaken using multivariable logistic regression analysis. First, bivariable associations were estimated using unadjusted odds ratios to explore whether there are any (unconditional) associations between each predictor and the outcome. Predictors that were significant unconditional predictors of intention to leave were then entered into a multivariable logistic regression, yielding adjusted odds ratios. Quantitative analysis found significant relationships between intention to leave and the following factors in both the 2014 and 2019 survey data: job satisfaction; believing that veterinary nursing offers good opportunities for career progression; satisfaction with employer support; and having a second job. The following factors were significant in 2014, but not in 2019: undertaking nurse clinics, feeling valued, and being respected by veterinary surgeons. The factors that influence the retention of registered veterinary nurses (RVNs) within the profession are multifactorial and individual. Nurses are responsible for ensuring that those they work with are aware of their skill set and that they themselves are accountable for utilisation of those skills. When veterinary nurses are supported by their employers, they are more likely to stay in the profession. Having a clearly defined career structure and mapped routes for progression will be helpful with retention. A sense of job satisfaction was another important factor in retention. A pay structure linked to a career pathway framework, such as in human-centred nursing, is an area for further work.
英国注册兽医护士（RVN）的监管机构——皇家兽医学院（RCVS），负责维护兽医护士的专业注册名录。每年，都有一部分人未能重新加入该名录。本研究旨在确定预测留存率的因素，并提出建议，以便为作为监管机构的皇家兽医学院以及兽医护理行业和兽医行业提供参考。利用多变量逻辑回归分析，对皇家兽医学院2014年和2019年兽医护士职业调查所产生的原始定量数据进行了分析。首先，使用未调整的优势比估计双变量关联，以探讨每个预测因素与结果之间是否存在任何（无条件）关联。然后，将那些是离职意愿的显著无条件预测因素的预测变量纳入多变量逻辑回归，得出调整后的优势比。定量分析发现，在2014年和2019年的调查数据中，离职意愿与以下因素之间存在显著关系：工作满意度；认为兽医护理提供了良好的职业发展机会；对雇主支持的满意度；以及有第二份工作。以下因素在2014年具有显著性，但在2019年不具有显著性：开展护士诊所工作、感觉受到重视以及受到兽医的尊重。影响注册兽医护士在该行业留存的因素是多方面的且因人而异。护士有责任确保与其共事的人了解他们的技能组合，并且他们自己要对这些技能的运用负责。当兽医护士得到雇主的支持时，他们更有可能留在该行业。拥有明确的职业结构和规划好的晋升途径将有助于留存。工作满意度也是留存的另一个重要因素。与职业发展路径框架挂钩的薪酬结构，比如在以人为主的护理领域，是有待进一步研究的方向。
