Stimpfel Amy Witkoski, Leep-Lazar Kathryn, Mercer Maile, DeMarco Kathleen
New York University Rory Meyers College of Nursing, New York, NY, USA.
NYU Langone Health, New York, NY, USA.
West J Nurs Res. 2025 Mar 29:1939459251330280. doi: 10.1177/01939459251330280.
Shift work and scheduling are major contributors to occupational stress for nurses, leading to job dissatisfaction and risk of turnover. Nurse scheduling processes are complex, as they are dynamically linked to nurse staffing and patient demand.
This study sought to describe barriers and facilitators influencing job and scheduling satisfaction among staff nurses and nurse managers.
We used a qualitative descriptive design. The sampling frame included staff nurses and nurse managers employed at an urban academic medical center. Participants (N = 16) completed individual semi-structured Zoom interviews from August 2023 to February 2024, which were audio recorded and transcribed. Data were analyzed using content analysis.
The overarching theme identified was "Scheduling is everything," reflecting the importance of scheduling for nurses' satisfaction in and outside of work. Both staff nurses and managers identified tensions between scheduling for patient care needs (e.g., adequate staffing) and scheduling to optimize staff needs (e.g., health, sleep). They also identified staffing shortfalls as a contributor to these scheduling tensions. Staff nurses reported that scheduling challenges compromised their health and well-being, caused work-family conflict, and influenced turnover intentions. Facilitators of scheduling satisfaction included scheduling flexibility, autonomy, and equity. Participants also provided pragmatic ideas for improving scheduling processes.
Our study explored perspectives on job and scheduling satisfaction through the lens of both staff and managers. Scheduling challenges contribute to nurses' job dissatisfaction and turnover intentions. By increasing scheduling flexibility, equity, and integrating nurse-led innovations into the scheduling process, healthcare organizations can potentially increase nurse retention.
轮班工作和排班是护士职业压力的主要来源，会导致工作满意度下降和离职风险。护士排班流程很复杂，因为它们与护士人员配置和患者需求动态相关。
本研究旨在描述影响普通护士和护士长工作及排班满意度的障碍和促进因素。
我们采用了定性描述性设计。抽样框架包括在城市学术医疗中心工作的普通护士和护士长。参与者（N = 16）于2023年8月至2024年2月完成了单独的半结构化Zoom访谈，访谈进行了录音和转录。使用内容分析法对数据进行分析。
确定的总体主题是“排班就是一切”，反映了排班对护士工作内外满意度的重要性。普通护士和护士长都指出，在根据患者护理需求进行排班（如充足的人员配置）和为优化员工需求进行排班（如健康、睡眠）之间存在紧张关系。他们还指出人员短缺是造成这些排班紧张关系的一个因素。普通护士报告说，排班挑战损害了他们的健康和幸福，导致了工作与家庭的冲突，并影响了离职意愿。排班满意度的促进因素包括排班灵活性、自主性和公平性。参与者还提供了改进排班流程的实用想法。
我们的研究从普通护士和护士长的角度探讨了对工作和排班满意度的看法。排班挑战导致护士工作满意度下降和离职意愿。通过增加排班灵活性、公平性，并将护士主导的创新纳入排班流程，医疗保健机构有可能提高护士的留任率。
