Guest Lindsay M, McCabe Janet, O'Halloran Chase, Rana Maryam, Sun Winnie, Rudoler David
Faculty of Health Sciences, Ontario Technology University, Oshawa, ON L1G 0C5, Canada.
Ontario Shores Centre for Mental Health Sciences, Whitby, ON, Canada.
J Nurs Manag. 2024 Apr 18;2024:7187263. doi: 10.1155/2024/7187263. eCollection 2024.
Improving the recruitment and retention of healthcare workers in the continuing care sector is critical to ensuring adequate care for older adults, which was highlighted following the COVID-19 pandemic.
The purpose of this study was to understand the perceptions of prospective registered nurses about working in the continuing care sector and identify workplace attributes that attract prospective nurses to the sector.
A sequential mixed methods study was conducted with nursing students at Ontario Tech University. Focus groups ( = 14) asked students to comment on views about working in the continuing care sector, and job attributes that may attract them to the sector. Focus group data were analyzed using thematic analysis. Subsequently, a cross-sectional survey asked students to respond to elicited choice job scenarios that varied job attributes. The job attributes were shaped by the focus group interview data. To assess respondent's preferences, the survey data ( = 139) were analyzed to generate willingness-to-pay (WTP) values for each job attribute.
Focus group interviews suggested that fair compensation, optimal client-to-staff ratios, unionized work environments, comprehensive benefits packages, and flexible work arrangements were important job attributes. In survey results, 18.0% expressed interest in working in the continuing care sector compared to 75.5% in acute care. Regression analysis suggested that higher amounts of paid vacation (WTP: -5.983; 95% CI: -13.749 and -0.037) and higher risk of injury (WTP: 0.684; 95% CI: 0.124 and 1.208) were associated with work in the continuing care sector. . Continuing care workplaces can attract nurses by offering flexible options such as part-time positions and paid vacation and by taking actions that can mitigate the risk of workplace injury, violence, and abuse. Nursing students should be shown the positive aspects of working with older adults and dispel negative perceptions about the continuing care sector. Further research is needed to understand the preferences for work and risk perceptions among currently employed nursing staff.
在持续护理领域提高医护人员的招聘和留用率对于确保为老年人提供充足护理至关重要，这一点在新冠疫情之后得到了凸显。
本研究的目的是了解准注册护士对在持续护理领域工作的看法，并确定吸引准护士进入该领域的工作场所属性。
对安大略理工大学的护理专业学生进行了一项顺序混合方法研究。焦点小组（共14个）要求学生对在持续护理领域工作的看法以及可能吸引他们进入该领域的工作属性发表意见。焦点小组数据采用主题分析进行分析。随后，一项横断面调查要求学生对不同工作属性的引发性选择工作场景做出回应。工作属性由焦点小组访谈数据确定。为了评估受访者的偏好，对调查数据（共139份）进行分析，以得出每个工作属性的支付意愿（WTP）值。
焦点小组访谈表明，公平薪酬、最佳医患比、工会化的工作环境、全面的福利套餐以及灵活的工作安排是重要的工作属性。在调查结果中，18.0%的人表示有兴趣在持续护理领域工作，而在急症护理领域这一比例为75.5%。回归分析表明，更多的带薪假期（WTP：-5.983；95%置信区间：-13.749和-0.037）以及更高的受伤风险（WTP：0.684；95%置信区间：0.124和1.208）与在持续护理领域工作相关。持续护理工作场所可以通过提供兼职岗位和带薪假期等灵活选择，以及采取能够降低工作场所受伤、暴力和虐待风险的行动来吸引护士。应该向护理专业学生展示与老年人一起工作的积极方面，并消除对持续护理领域的负面看法。需要进一步研究以了解当前在职护理人员对工作的偏好和风险认知。
