Kester Kelly M, Kelly Joseph, Lindsay Mary, Flynn Gregory, Engel Jill, Fuchs Mary Ann, Porper Eric, Jordan Nick, Thompson Julie, Granger Bradi B
Author Affiliations: Clinical Operations Director - Heart Services (Dr Kester), Director IT - Cardiovascular Informatics (Kelly), Associate Chief Nursing Officer (Dr Lindsay), and Nurse Manager - Operations (Flynn), Duke University Hospital; and Service Line Vice President - Heart & Vascular (Dr Engel), Duke University Health System, Durham, North Carolina; Senior Vice President and Chief Nurse Executive (Dr Fuchs), Centra Health, Lynchburg, Virginia; and Managing Partner (Porper and Jordan), UNBOXED Venture Studio; and Statistical Consultant (Dr Thompson) and Professor (Dr Granger), Duke University School of Nursing, Durham, North Carolina.
J Nurs Adm. 2025;55(7):407-412. doi: 10.1097/NNA.0000000000001599.
The aim of this study was to describe the 6-month outcomes of a pilot study testing a web-based decision-making tool for nurse managers (NMs) to use in determining RN hiring needs, and to evaluate the effect on workforce stability and NM satisfaction at a large academic hospital.
To ensure that day-to-day staffing in inpatient units is adequate, NMs must be proactive in determining hiring needs. However, adequate tools to guide this skill are lacking, leading to administrative burden. Simultaneously, reducing the administrative burden of NMs is a priority to develop healthy work environments, foster staff development, and facilitate patient care.
Researchers used a matched cohort comparison (24 clinical units; 1177.57 full-time equivalents) to evaluate the impact of HealthForce Rx , a Web-based workforce management tool, on workforce stability and NM satisfaction. Researchers measured workforce stability as the gap between functional RNs and budgeted RNs. Primary and secondary analyses were performed using mixed model analysis of variance.
The intervention group demonstrated a statistically significant improvement in the RN functional gap from baseline to 6 months post ( P = .003), in contrast to no significant change in control units. Nurse managers also reported significant improvements in the tools available to manage staffing and determine hiring needs ( P = .15), competencies ( P = .28), and RN turnover ( P = .007).
The use of this innovative software tool to proactively determine RN hiring needs may improve workforce stability and NM satisfaction.
本研究旨在描述一项试点研究的6个月结果，该试点研究测试了一种基于网络的决策工具，供护士经理用于确定注册护士的招聘需求，并评估其对一家大型学术医院劳动力稳定性和护士经理满意度的影响。
为确保住院病房的日常人员配备充足，护士经理必须积极主动地确定招聘需求。然而，缺乏足够的工具来指导这项技能，导致行政负担加重。同时，减轻护士经理的行政负担是营造健康工作环境、促进员工发展和便利患者护理的优先事项。
研究人员采用匹配队列比较法（24个临床科室；1177.57个全职等效人员）来评估基于网络的劳动力管理工具HealthForce Rx对劳动力稳定性和护士经理满意度的影响。研究人员将劳动力稳定性衡量为在职注册护士与预算注册护士之间的差距。使用混合模型方差分析进行主要和次要分析。
与对照组无显著变化形成对比的是，干预组从基线到6个月后的注册护士功能差距有统计学显著改善（P = .003）。护士经理还报告称，在用于管理人员配备和确定招聘需求的工具（P = .15）、能力（P = .28）以及注册护士离职率（P = .007）方面有显著改善。
使用这种创新软件工具主动确定注册护士招聘需求可能会提高劳动力稳定性和护士经理满意度。
