Ibrahim Asiya, Wichaikhum Orn-Anong, Abhicharttibutra Kulwadee, Nantsupawat Apiradee, Klunklin Pimpaporn
School of Nursing, Maldives National University, Male', Maldives.
Faculty of Nursing, Chiang Mai University, Chiang Mai, Thailand.
BMC Nurs. 2025 Apr 2;24(1):362. doi: 10.1186/s12912-025-03035-7.
International organizations have encouraged countries to adopt policies that ensure adequate pay and career development opportunities for professional advancement and job satisfaction, thereby contributing to organizational effectiveness. The Job Family Standard for Nursing (2018) is a workforce policy on the career ladder and pay structure that aims to improve the career advancement and pay progression of public sector nurses in the Maldives. This study explores the context, process, actors, and content of the policy with regard to the career ladder and pay structure in the Maldives.
A qualitative descriptive design was used to collect and analyze data from individuals involved in policymaking. Semi-structured interviews with 26 participants and a document review were used for data collection, and a thematic analysis was conducted. The results were reported via the Consolidated Criteria for Reporting Qualitative Research (COREQ) checklist and categorized into four major components: context, process, actors, and workforce policy content. The findings indicate that contextual factors, such as the modernization of public administration, political changes, challenges in health system development, and engagement and communication with different actors, influence the process of policy formulation and implementation. Actors such as government elites significantly influence policy content and implementation.
The findings provide evidence of how contextual factors and the role of actors influence the policy development process so that the content of policies can be finalized and implemented. It is crucial to undertake comprehensive policy analysis to identify contextual factors, engagement and communication with different actors, and these actors' power and influence in shaping policy content and implementation. Nurse leaders and managers should proactively engage relevant actors to contribute to the development of effective policies for nurses' retention and organizational effectiveness.
Not applicable to the study.
国际组织鼓励各国采取政策，确保为职业发展和工作满意度提供充足的薪酬和职业发展机会，从而提高组织效能。《护理工作家庭标准（2018）》是一项关于职业阶梯和薪酬结构的劳动力政策，旨在改善马尔代夫公共部门护士的职业发展和薪酬晋升。本研究探讨了马尔代夫职业阶梯和薪酬结构政策的背景、过程、参与者和内容。
采用定性描述性设计，收集和分析参与政策制定的个人的数据。通过对26名参与者进行半结构化访谈和文献回顾来收集数据，并进行主题分析。结果通过定性研究报告统一标准（COREQ）清单进行报告，并分为四个主要部分：背景、过程、参与者和劳动力政策内容。研究结果表明，诸如公共行政现代化、政治变革、卫生系统发展挑战以及与不同参与者的参与和沟通等背景因素会影响政策制定和实施过程。政府精英等参与者对政策内容和实施有重大影响。
研究结果提供了背景因素和参与者的作用如何影响政策制定过程的证据，以便政策内容能够最终确定并实施。进行全面的政策分析以确定背景因素、与不同参与者的参与和沟通，以及这些参与者在塑造政策内容和实施方面的权力和影响力至关重要。护士领导者和管理者应积极与相关参与者合作，为制定有效的护士留用政策和组织效能做出贡献。
本研究不适用。
