Alkan Erkan, Cushen-Brewster Noreen, Anyanwu Philip
Institute of Health and Well-being, University of Suffolk, Ipswich, UK.
School of Nursing & Midwifery, University of Suffolk, Ipswich, UK.
BMC Nurs. 2024 Aug 31;23(1):604. doi: 10.1186/s12912-024-02216-0.
To synthesise evidence regarding organisational practice environment factors affecting healthcare workforce development, recruitment, and retention in the UK.
METHODS/DATA SOURCES: A systematic search of PubMed, Web of Science, EMBASE, and PsycINFO yielded ten relevant studies published between 2018 and 2023 and conducted in the UK (the last search was conducted in March 2023). Adhering to The Preferred Reporting Items for Systematic Reviews and Meta-Analyses (PRISMA) guidelines, two independent reviewers conducted screening, sifting, and data extraction, applying the quality assessment tool for risk of bias.
Results highlight key factors associated with staff intention to leave/turnover/retention: workplace challenges, aggression, moral distress, on-the-job embeddedness, leadership involvement, organisational support, and flexible shift patterns. Notably, aggression from colleagues, including clinical staff but not interdisciplinary personnel, has a more detrimental impact on staff intention to leave than aggression from patients.
The complex and context-dependent impacts of these organisational factors on the UK healthcare workforce underscore the need for tailored interventions. The review acknowledges limitations, including bias from excluding qualitative studies, a small pool of included studies, and nurse overrepresentation.
综合有关影响英国医疗保健劳动力发展、招聘和留用的组织实践环境因素的证据。
方法/数据来源：对PubMed、科学网、EMBASE和PsycINFO进行系统检索，得出2018年至2023年期间在英国开展的10项相关研究（最后一次检索于2023年3月进行）。两名独立评审员遵循系统评价和Meta分析的首选报告项目（PRISMA）指南，进行筛选、筛选和数据提取，并应用偏倚风险质量评估工具。
结果突出了与员工离职/流动/留用意愿相关的关键因素：工作场所挑战、攻击行为、道德困扰、工作融入度、领导参与度、组织支持和灵活的轮班模式。值得注意的是，同事的攻击行为，包括临床工作人员而非跨学科人员的攻击行为，比患者的攻击行为对员工离职意愿的负面影响更大。
这些组织因素对英国医疗保健劳动力的复杂且依赖背景的影响凸显了采取针对性干预措施的必要性。该综述承认存在局限性，包括排除定性研究导致的偏倚、纳入研究数量少以及护士占比过高。
