Lantz Björn, Fagefors Carina
Technology Management and Economics, Chalmers University of Technology, Gothenburg, Sweden.
Sahlgrenska University Hospital, Gothenburg, Sweden.
Int J Nurs Stud Adv. 2025 Feb 27;8:100315. doi: 10.1016/j.ijnsa.2025.100315. eCollection 2025 Jun.
Nurse turnover is a global challenge affecting workforce stability, financial sustainability of healthcare systems, and the quality of care. Despite extensive research, a limited number of researchers have explored the actual reasons behind nurses leaving the profession as opposed to leaving their job, particularly in relation to demographic variables.
We aimed to explore how demographic factors-age, sex, and work area-influenced nurses' experiences of key turnover factors, providing insights to inform tailored retention strategies.
Secondary cross-sectional analysis of national survey data.
Data were collected by Statistics Sweden through a mail survey.
The sample consisted of 2,860 individuals with nursing qualifications who had left the profession between 2005 and 2013 and responded to a 2016 survey.
The analysis involved exploratory factor analysis and structural equation modeling to identify and examine five latent factors contributing to nurses leaving the profession. The researchers assessed the impact of demographic variables on these factors.
Five primary factors were identified: compensation and fairness, psychosocial work environment, career development constraints, non-clinical workload, and support and safety. Younger nurses and those outside primary care reported greater dissatisfaction across multiple factors, while female nurses faced heightened psychosocial strain. Work area differences also influenced perceptions of support and workload.
We have underscored the significant role of demographic variables associated with leaving the nursing profession. Tailored interventions, such as structured mentorship for younger nurses, family-supportive policies for female nurses, and workload optimization in high-stress areas, may be helpful. The results are limited by the age of the data, which predates recent healthcare shifts, emphasizing the importance of regular workforce monitoring.
Not registered.
护士离职是一个全球性挑战，影响着劳动力稳定性、医疗系统的财务可持续性以及护理质量。尽管有广泛的研究，但相对较少的研究人员探讨了护士离开护理行业而非仅仅离职的实际原因，特别是与人口统计学变量相关的原因。
我们旨在探讨年龄、性别和工作领域等人口统计学因素如何影响护士对关键离职因素的体验，为制定针对性的留用策略提供见解。
对国家调查数据进行二次横断面分析。
数据由瑞典统计局通过邮件调查收集。
样本包括2860名具有护理资格的个人，他们在2005年至2013年期间离开了护理行业，并对2016年的一项调查做出了回应。
分析包括探索性因素分析和结构方程建模，以识别和检验导致护士离开护理行业的五个潜在因素。研究人员评估了人口统计学变量对这些因素的影响。
确定了五个主要因素：薪酬与公平性、心理社会工作环境、职业发展限制、非临床工作量以及支持与安全。年轻护士和基层医疗以外领域的护士在多个因素上表现出更大的不满，而女护士面临更大的心理社会压力。工作领域差异也影响了对支持和工作量的看法。
我们强调了与离开护理行业相关的人口统计学变量的重要作用。针对性的干预措施，如为年轻护士提供结构化指导、为女护士制定家庭支持政策以及优化高压力领域的工作量，可能会有所帮助。结果受数据年代的限制，这些数据早于近期的医疗变革，这凸显了定期进行劳动力监测的重要性。
未注册。
