Fischer Caroline, Leeftink Gréanne, Lenferink Anke
Department of Public Administration and Management, University of Kassel, Kassel, Germany.
Interdisciplinary Research Group Technology in Healthcare Transformations, University of Twente, Enschede, the Netherlands.
J Nurs Manag. 2025 Sep 5;2025:5468634. doi: 10.1155/jonm/5468634. eCollection 2025.
Float pools are increasingly used in healthcare to enhance staffing flexibility and efficiency. However, the impact of floating on nurses remains underexplored. Challenges may include adjusting to different ward routines and limited team integration. To explore the perceived demands and resources associated with hospital float pool work, comparing experiences of nurses in intraorganizational pools with expectations of those preparing for interorganizational floating. This qualitative study, guided by the job demands-resources (JD-R) model, involved semistructured interviews with 27 nurses across five Dutch hospitals. Participants included nurses currently working in intraorganizational float pools and those anticipating working in a float pool across organizations. Nurses in intraorganizational float pools generally reported job satisfaction, experiencing minor demands such as limited team acceptance. Learning opportunities and variation in tasks were key resources. Effective coping was supported by openness, confidence, and communication skills. In contrast, nurses not yet deployed but are anticipating interorganizational floating expected greater demands, including adapting to varying protocols and working across multiple hospital cultures. They emphasized the need for extrinsic resources such as rewards and described personal challenges such as time management and a preference for routine. Interorganizational floating is perceived as more demanding than intraorganizational float pool work. However, experienced nurses often reframe demands as manageable. Findings highlight the importance of a person-centered float pool design that aligns with individual characteristics and support needs. Tailoring float pool policies may enhance job satisfaction, reduce burnout, and support retention among floating nurses.
流动护士池在医疗保健领域的使用日益增加，以提高人员配置的灵活性和效率。然而，流动对护士的影响仍未得到充分探索。挑战可能包括适应不同的病房常规和有限的团队融合。为了探索与医院流动护士池工作相关的感知需求和资源，比较组织内流动护士池护士的经验与准备跨组织流动护士的期望。这项定性研究以工作需求-资源（JD-R）模型为指导，对荷兰五家医院的27名护士进行了半结构化访谈。参与者包括目前在组织内流动护士池工作的护士以及预计在跨组织流动护士池工作的护士。组织内流动护士池的护士普遍报告了工作满意度，经历的需求较小，如团队接纳有限。学习机会和任务多样性是关键资源。开放、自信和沟通技巧有助于有效应对。相比之下，尚未被调配但预计会跨组织流动的护士预计需求会更大，包括适应不同的规程和在多种医院文化中工作。他们强调需要奖励等外部资源，并描述了时间管理和对常规工作的偏好等个人挑战。跨组织流动被认为比组织内流动护士池工作要求更高。然而，有经验的护士通常会将需求重新定义为可管理的。研究结果凸显了以人为本的流动护士池设计的重要性，该设计应与个人特点和支持需求相匹配。量身定制流动护士池政策可能会提高工作满意度，减少倦怠，并支持流动护士的留用。
