McEvoy Natalie L, Credland Nicki, Cribbin Derek, Curley Gerard F, Humphries Niamh
Department of Anaesthesia and Critical Care, Royal College of Surgeons in Ireland (RCSI), University of Medicine and Health Sciences, Dublin, Ireland.
School of Health and Life Sciences, Teesside University, Middlesborough, UK.
Nurs Crit Care. 2025 Jul;30(4):e70094. doi: 10.1111/nicc.70094.
Retention of critical care nurses has been identified as a growing international concern for a multitude of reasons. There is a dearth of evidence in the literature on this topic from an Irish perspective.
The aim of the survey is to explore the factors influencing workforce retention among adult critical care nurses in Ireland.
A cross-sectional, electronic survey of adult critical care nurses working in the Republic of Ireland was undertaken between May and July 2024. This survey is a modified version of the Critical Care Network Leads (CC3N) National Adult Critical Care Nursing Workforce Retention Survey. Anonymous quantitative and qualitative data were collected.
In total, 257 participant responses were recorded. 58% (n = 149/237) of participants who responded to this question stated they plan to leave their current role. 36% (n = 88/245) of respondents indicated that inadequate staffing was the main reason driving their intention to leave their current job, followed by lack of pay recognition. Participants described what they enjoy about their roles, factors that would encourage them to stay despite intending to leave, and any unmet needs in their current position. Three main qualitative themes were identified: Enjoyment at Work; Encouragement at Work; and Engagement at Work.
This study clearly highlights the issues that impact on intention to leave decisions. An understanding of these issues is key to ensuring the critical care nursing workforce plan in Ireland is designed with nurses as key stakeholders. This is essential to ensure that the Irish healthcare system has the right nurses with the right skills in the right place at the right time to deliver safe, high-quality, expert care.
This study provides valuable insights into the factors influencing the retention of adult critical care nurses in Ireland, a workforce vital to the delivery of high-quality, specialist care. The findings underscore the urgent need for healthcare leaders and policymakers to address modifiable workplace issues such as staffing levels, recognition of pay and support structures. By highlighting what nurses value in their roles and what might motivate them to stay, this research informs targeted, evidence-based strategies for improving job satisfaction and workforce stability.
由于多种原因，重症监护护士的留用已成为一个日益受到国际关注的问题。从爱尔兰的角度来看，文献中缺乏关于这一主题的证据。
该调查的目的是探讨影响爱尔兰成年重症监护护士劳动力留用的因素。
2024年5月至7月对爱尔兰共和国的成年重症监护护士进行了一项横断面电子调查。该调查是重症监护网络负责人（CC3N）全国成年重症监护护士劳动力留用调查的修改版。收集了匿名的定量和定性数据。
共记录了257份参与者回复。回答该问题的参与者中有58%（n = 149/237）表示他们计划辞去目前的工作。36%（n = 88/245）的受访者表示人员配备不足是促使他们打算辞去当前工作的主要原因，其次是薪酬未得到认可。参与者描述了他们喜欢自己工作的方面、尽管打算离职但仍会鼓励他们留下来的因素，以及他们目前职位中任何未得到满足的需求。确定了三个主要的定性主题：工作中的乐趣；工作中的鼓励；工作中的参与度。
本研究清楚地突出了影响离职意向决策的问题。了解这些问题是确保爱尔兰重症监护护士劳动力计划以护士为关键利益相关者进行设计的关键。这对于确保爱尔兰医疗系统在正确的时间、正确的地点拥有具备正确技能的合适护士以提供安全、高质量的专业护理至关重要。
本研究为影响爱尔兰成年重症监护护士留用的因素提供了有价值的见解，这是提供高质量专科护理至关重要的劳动力群体。研究结果强调了医疗保健领导者和政策制定者迫切需要解决可改变的工作场所问题，如人员配备水平、薪酬认可和支持结构。通过突出护士重视其工作的方面以及可能促使他们留下来的因素，本研究为提高工作满意度和劳动力稳定性的有针对性的循证策略提供了信息。
