非洲的护理专业：南非工作投入与人才管理实践研究
Nursing profession in Africa: A study on work engagement and talent management practices in South Africa.
作者信息
Lerotholi Mpho, Bezuidenhout Adéle
机构信息
Department of Human Resource Management University of South Africa Pretoria South Africa.
School of Organisations, Systems and People University of Portsmouth Portsmouth Hampshire UK.
出版信息
Public Health Chall. 2023 May 4;2(2):e87. doi: 10.1002/puh2.87. eCollection 2023 Jun.
BACKGROUND
The global shortage of nurses, intensified by nurses migrating to richer countries, creates a health crisis in developing countries. This study investigates how strategic talent management practices can improve the work engagement of professional nurses in public hospitals in South Africa.
METHODS
A cross-sectional, self-administered survey was conducted among professional nurses employed in three large public hospitals in the Gauteng Province of South Africa. We measured: (1) management commitment, (2) talent review, (3) workforce planning, (4) staffing, (5) talent acquisition, (6) talent development, (7) talent commitment and (8) talent retention. The sub-dimensions of work engagement that were measured included: (1) vigour, (2) absorption and (3) dedication. Descriptive and inferential (multiple regression) analyses were performed. The gap analysis calculated the difference between the current and desired status means talent management item.
RESULTS
The gap analysis revealed the biggest discrepancies between the value nurses attach to and the current status of management commitment and the talent review and staffing processes. Multiple regression analyses confirmed that current status-rating talent acquisition impacts dedication and absorption combined ( = 0.112, -value = 0.012 < 0.05) and management commitment impacts absorption and vigour combined ( = 0.26, -value = 0.026 < 0.05). The importance-rating revealed talent development and commitment combined influences dedication and absorption combined ( = 0.092, -value = 0.038 < 0.05), and talent review and planning impacts absorption and vigour combined ( = 0.115, -value = 0.010 < 0.05). Age and job status had a significant effect on absorption-vigour.
CONCLUSION
Hospital managers can improve the engagement of nurses by demonstrating their commitment to talent development, offering a diverse variety of development opportunities and ensuring a pipeline of new nurses by improving the attractiveness of the profession. The study shows how strategic talent management practices can serve to improve work engagement in the healthcare sector.
背景
护士向较富裕国家迁移加剧了全球护士短缺问题，这在发展中国家引发了一场健康危机。本研究调查了战略人才管理实践如何提高南非公立医院专业护士的工作投入度。
方法
对南非豪登省三家大型公立医院的专业护士进行了一项横断面的自填式调查。我们测量了：（1）管理承诺；（2）人才评估；（3）劳动力规划；（4）人员配置；（5）人才招聘；（6）人才发展；（7）人才承诺；（8）人才保留。所测量的工作投入度的子维度包括：（1）活力；（2）专注度；（3）奉献度。进行了描述性和推断性（多元回归）分析。差距分析计算了护士所重视的价值与人才管理项目当前状态之间的差异。
结果
差距分析揭示了护士所重视的价值与管理承诺以及人才评估和人员配置流程的当前状态之间存在最大差异。多元回归分析证实，当前状态下对人才招聘的评分会影响奉献度和专注度的综合得分（β = 0.112，p值 = 0.012 < 0.05），管理承诺会影响专注度和活力的综合得分（β = 0.26，p值 = 0.026 < 0.05）。重要性评分显示，人才发展和承诺的综合得分会影响奉献度和专注度的综合得分（β = 0.092，p值 = 0.038 < 0.05），人才评估和规划会影响专注度和活力的综合得分（β = 0.115，p值 = 0.010 < 0.05）。年龄和工作状态对专注度 - 活力有显著影响。
结论
医院管理者可以通过展示他们对人才发展的承诺、提供多样化的发展机会以及通过提高该职业的吸引力确保新护士的供应管道来提高护士的工作投入度。该研究表明了战略人才管理实践如何有助于提高医疗保健部门的工作投入度。
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