Hörberg Anna, Gadolin Christian, Skyvell Nilsson Maria, Gustavsson Petter, Rudman Ann
School of Health and Welfare, Dalarna University, Falun, Sweden.
School of Business, Economics and IT, University West, Trollhättan, Sweden.
J Nurs Manag. 2023 Sep 16;2023:2780839. doi: 10.1155/2023/2780839. eCollection 2023.
There is a global nurse shortage, and researchers have made great efforts in trying to unveil the reasons for turnover and how to increase retention. However, such research has had a tendency to study variables related to intention to leave (ITL) or turnover as isolated phenomena. . To simultaneously explore what factors motivate experienced nurses in the workplace and the underlying reasons for strong ITL and high staff turnover within the profession. . An inductive qualitative content analysis was used based on data from open-ended survey questions. The data originated from the longitudinal analyses of nursing education/employment/entry (LANE) in work-life study. The qualitative data analyzed in this study were distributed in October 2017-January 2018, to all nurses in three cohorts corresponding to 11-, 13- and 15-year postgraduation. Of the 2,474 nurses answering the survey, 1,146 (46%) responded to one or more of the open-ended questions. . The result showed that what motivates experienced nurses, their intention to leave (ITL), and reasons for turnover could be described in the form of five broad categories, namely, organizational characteristics, work characteristics, relationships at work, work recognition, and health issues. There was rarely a one single reason described, rather several reasons needed to be experienced over time for nurses to stay motivated or leave the profession. . There is no single reason that makes nurses leave the profession, nor is there one single reason that makes them motivated to stay. Retention and turnover are complex processes and need to be addressed as this, not as a single isolated phenomenon.
全球存在护士短缺的问题，研究人员一直在努力揭示护士离职的原因以及如何提高留职率。然而，这类研究往往倾向于将与离职意愿（ITL）或离职相关的变量作为孤立现象进行研究。为了同时探究在工作场所中激励经验丰富护士的因素，以及该行业中强烈的离职意愿和高员工离职率的潜在原因。基于开放式调查问题的数据，采用了归纳性定性内容分析法。数据来源于工作生活研究中护理教育/就业/入职（LANE）的纵向分析。本研究分析的定性数据于2017年10月至2018年1月分发给三个队列中所有毕业11年、13年和15年的护士。在2474名回答调查的护士中，1146名（46%）回答了一个或多个开放式问题。结果表明，激励经验丰富护士的因素、他们的离职意愿以及离职原因可以归纳为五大类，即组织特征、工作特征、工作中的人际关系、工作认可和健康问题。很少有单一原因被提及，而是需要随着时间经历多个原因，护士才会保持工作积极性或离开该行业。没有单一原因导致护士离开该行业，也没有单一原因使他们有动力留下来。留职和离职是复杂的过程，需要如此看待，而不是将其视为单一的孤立现象。
