Bahun Mateja, Lobe Bojana, Skela-Savič Brigita
Angela Boškin Faculty of Health Care, Spodnji Plavž 3, 4270 Jesenice, Slovenia.
Faculty of Social Sciences, University of Ljubljana, Kardeljeva ploščad 5, 1000 Ljubljana Slovenia.
Zdr Varst. 2025 Jan 2;64(1):24-31. doi: 10.2478/sjph-2025-0004. eCollection 2025 Mar.
The aim was to examine the extent of missed nursing care (MNC), the reasons behind it and the contribution of nurses' job characteristics to MNC in Slovenian hospitals.
A cross-sectional explorative research was conducted. The BERNCA-R and part B of the MISSCARE questionnaire were used. A total of 880 nurses from 10 hospitals in Slovenia participated with completed questionnaires; of those, 57.6% were healthcare assistants and 42.4% were registered nurses. Univariate, bivariate and multivariate analyses were performed.
In the five-component solution of the MNC, the activities of 'Monitoring' (M=2.09; SD=0.909) and 'Caring, support, activation, education' (M=2.03; SD=0.822) were the most frequently missed, with the leading item being 'Conversation with a patient or their family' (M=2.45; SD=0.940). Labour resources (M=3.44; SD=0.642) were the most common reason for MNC, with inadequate number of staff (M=3.75; SD=0.660) as the leading item. The stepwise multiple regression model showed that the more significant the labour resources are, the more frequently MNC occurs in all five dimensions (p=0.000-0.002). Most job characteristics proved to be significant; however, as satisfaction with wages, years of employment and assessment of the quality of nursing care increase, MNC decreases in all five dimensions.
This study enables healthcare decision makers and managers at the national level and in healthcare organisations to understand the problem of missed nursing care and to plan and implement changes accordingly.
本研究旨在调查斯洛文尼亚医院中护理缺失（MNC）的程度、其背后的原因以及护士工作特征对护理缺失的影响。
采用横断面探索性研究方法。使用了BERNCA-R问卷和MISSCARE问卷的B部分。斯洛文尼亚10家医院的880名护士完成了问卷调查；其中，57.6%为医护助理，42.4%为注册护士。进行了单变量、双变量和多变量分析。
在护理缺失的五因素模型中，“监测”活动（M=2.09；标准差=0.909）和“关怀、支持、激励、教育”活动（M=2.03；标准差=0.822）是最常被遗漏的，其中最主要的项目是“与患者或其家属交谈”（M=2.45；标准差=0.940）。人力资源（M=3.44；标准差=0.642）是护理缺失最常见的原因，人员不足（M=3.75；标准差=0.660）是最主要的因素。逐步多元回归模型显示，人力资源越紧张，在所有五个维度上护理缺失发生得越频繁（p=0.000 - 0.002）。大多数工作特征被证明具有显著性；然而，随着对工资的满意度、工作年限和护理质量评估的提高，在所有五个维度上护理缺失都会减少。
本研究有助于国家层面和医疗机构的医疗决策者和管理者了解护理缺失问题，并据此规划和实施变革。
