Stratton T D, Dunkin J W, Juhl N, Geller J M
Rural Health Research Center, School of Medicine, University of North Dakota, Grand Forks 58203.
Appl Nurs Res. 1993 May;6(2):64-70. doi: 10.1016/s0897-1897(05)80104-1.
It has been suggested that in rural settings, the primary difficulty that faces nursing administrators is recruitment of registered nurses (RNs). This study examines the impact of recruitment strategies and barriers by comparing and contrasting corresponding RN full-time equivalent (FTE) vacancy rates. Data were gathered from a multistate telephone survey of directors of nursing (DONs) practicing in rural hospitals, skilled nursing facilities (SNFs), and public health settings (N = 556, response rate = 89.5%). The investigators found that DONs who perceived scheduling amenities and autonomy enhancements corresponded with RN FTE vacancy rates that were most reduced from the mean of the overall sample. Regarding recruitment barriers, geographic locale/isolation and job-related factors corresponded with RN FTE vacancy rates that were most elevated from the overall sample mean.
有人认为，在农村地区，护理管理人员面临的主要困难是招聘注册护士（RN）。本研究通过比较和对比相应的全职等效注册护士（FTE）空缺率，来考察招聘策略和障碍的影响。数据收集自一项对在农村医院、专业护理机构（SNF）和公共卫生机构工作的护理主任（DON）进行的多州电话调查（N = 556，回复率 = 89.5%）。研究人员发现，那些认为排班便利和自主权增加的护理主任，其全职等效注册护士空缺率相比总体样本均值下降最多。关于招聘障碍，地理位置/隔离以及与工作相关的因素，与全职等效注册护士空缺率相比总体样本均值上升最多相关。
