Institute for Applied Economic Research (IAW), Tübingen, Germany.
Eur J Health Econ. 2024 Apr;25(3):471-496. doi: 10.1007/s10198-023-01600-y. Epub 2023 Jun 7.
Many countries suffer from skilled labor shortages in nursing. One way to increase the nurse labor supply is to raise their retention rates. Yet, though several studies exist on factors associated with the nurse labor supply at different levels, literature on factors associated with nurses' decisions to leave their occupation is relatively scarce. Based on German administrative data, I analyze the determinants of nurses' decisions to leave their profession. My results suggest that younger nurses, nurses in the social sector, and nurses working with smaller employers leave their occupation more often than their counterparts, irrespective of their specific nursing occupations and care settings. Nurses leave more often where more alternative occupational options are available. Nurses who have been unemployed and nurses who have been employed in a different field have a higher probability of leaving the occupation, whereas nurses who just finished vocational training only have a moderate propensity to leave. Female nurses leave less often if employed part time. Female nurses in part time leave even more seldom if they have children. A change in the hospital reimbursement system and introducing a nursing minimum wage during the first decade of the century did not change nurses' occupation durations.
许多国家在护理方面都面临着熟练劳动力短缺的问题。增加护士劳动力供应的一种方法是提高他们的留存率。然而，尽管有几项研究涉及与不同层次的护士劳动力供应相关的因素，但与护士离开职业的决定相关的文献相对较少。基于德国行政数据，我分析了护士离职决定的决定因素。我的结果表明，无论其具体的护理职业和护理环境如何，年轻护士、社会部门的护士以及与较小雇主合作的护士比同龄人更频繁地离开他们的职业。在有更多替代职业选择的地方，护士离职的频率更高。失业的护士和从事不同领域工作的护士离职的可能性更高，而刚刚完成职业培训的护士离职的可能性适中。兼职的女护士离职的频率较低。如果兼职的女护士有孩子，她们离职的可能性甚至更低。本世纪头十年，医院报销制度的改变和引入护理最低工资并没有改变护士的职业持续时间。
