Skela-Savič Brigita, Sermeus Walter, Bahun Mateja, Pivač Sanela, Albreht Tit
Department for Health Care Sciences, Angela Boškin Faculty of Health Care, Spodnji Plavž 3, 4270 Jesenice, Slovenia.
Leuven Institute for Healthcare Policy, Katholieke Universiteit Leuven, Leuven, Belgium.
Zdr Varst. 2025 Sep 1;64(3):160-166. doi: 10.2478/sjph-2025-0021. eCollection 2025 Sep.
To investigate the reasons for leaving the hospital and recommending the hospital among nurses employed at internal diseases and surgical departments.
A cross-sectional explorative design was employed. Eight general hospitals and two clinical centres participated in the study. All adult surgery and internal medicine departments were included. A total of 1010 registered nurses and healthcare assistants filled out the questionnaire. Demographic and job characteristics data were collected. Permission to conduct the study was obtained from the National Medical Ethics Committee.
A total of 51.5% of respondents expressed the intent to leave the hospital within the next year and 14% of them considered leaving nursing. The "intention to leave the hospital" was explained in 37.7% - 50.3% by younger age (p<0.001), poor evaluation of the professional aspect of the work (status of nurses) (p<0.001), emotional exhaustion (p<0.001), non-resolution of problems by leaders and managers (p<0.001), dissatisfaction with the current work (p<0.001) and overtime hours (p=0.005).
Our study highlights the role of hospital management and leadership as an important factor in nurse retention. The most critical group showing the intention to leave the hospital are the younger employees. There is therefore a need to design strategies for their adequate introduction to work and to implement professional development in nursing in accordance with international recommendations.
调查内科和外科护士离职及推荐医院的原因。
采用横断面探索性设计。八家综合医院和两个临床中心参与了研究。纳入了所有成人外科和内科科室。共有1010名注册护士和医疗助理填写了问卷。收集了人口统计学和工作特征数据。获得了国家医学伦理委员会开展该研究的许可。
共有51.5%的受访者表示打算在明年内离职，其中14%的人考虑离开护理行业。“打算离职”在37.7% - 50.3%的程度上可由以下因素解释：年龄较小（p<0.001）、对工作专业方面（护士地位）评价不佳（p<0.001）、情绪耗竭（p<0.001）、领导和管理人员未解决问题（p<0.001）、对当前工作不满（p<0.001）以及加班时间（p = 0.005）。
我们的研究强调了医院管理和领导作为护士留用的重要因素的作用。最关键的显示有离职意向的群体是年轻员工。因此，有必要设计策略，以便他们能充分融入工作，并根据国际建议实施护理专业发展。
