Factors affecting turnover of pediatric nurses: a qualitative study

目的 了解儿科护士离职的真正原因,为采取针对性措施稳定护士队伍提供参考.方法 对14名从事儿科护理且自愿离职护士进行深度访谈,采用现象学分析法分析资料.结果 儿科护士离职原因主要有3个主题:不能缓解的压力,包括不满意的工作环境、不完善的管理体系、不认可的工作性质和不稳定的专业思想;社会家庭的支持;获取外部工作的机会.结论 儿科护士承受着来自各个方面的压力,护理管理者应关心员工的工作状态,使其更好地应对压力,减少离职行为.     

不同年龄段护士离职意愿与工作压力源的相关性分析及对策

目的探讨不同年龄段护士离职意愿与工作压力源的关系,为进行科学的人力资源管理提供依据。方法采用护士离职意愿调查表及工作压力源量表,对深圳市3所三级甲等综合性医院360名临床护士进行问卷调查。结果在时间分配及工作量、病人护理方面,不同年龄段护士工作压力源评分比较,差异有统计学意义（均P〈0.01）;护士护理工作压力源与护士离职意愿均呈显著相关（P〈0.05,P〈0.01）。结论护理工作压力源对各年龄段护士离职意愿均有不利影响,护理管理者应针对压力源采取改进措施减轻其程度,以稳定护理队伍。     

某三甲医院73名护士离职原因及再就业情况调查分析

目的分析某三甲医院73名护士离职原因及再就业情况,探讨提高护士工作满意度,减少护士离职的对策。方法对73名护士采取电话访谈方式了解离职原因及再就业情况。结果护士离职的主要原因依次为护理工作紧张压力大(87.67%)、工作环境不满意(50.69%),科室人际关系紧张(41.10%)及考取外单位在编编制(38.36%)等6项原因。再就业包括继续从事护理专业(56.16%)、非护理专业(10.96%)、暂时休息(20.55%)等。结论应合理配置护士人力资源,缓解工作压力,实施更为人性化的管理,做好护士职业生涯规划等,以提高护士工作满意度,降低离职率。     

不同年龄段护士离职意愿与工作压力源的相关性分析及对策

目的 探讨不同年龄段护士离职意愿与工作压力源的关系,为进行科学的人力资源管理提供依据.方法 采用护士离职意愿调查表及工作压力源量表,对深圳市3所三级甲等综合性医院360名临床护士进行问卷调查.结果 在时间分配及工作量、病人护理方面,不同年龄段护士工作压力源评分比较,差异有统计学意义(均P＜0.01);护士护理工作压力源与护士离职意愿均呈显著相关(P＜0.05,P＜0.01).结论 护理工作压力源对各年龄段护士离职意愿均有不利影响,护理管理者应针对压力源采取改进措施减轻其程度,以稳定护理队伍.     

二级医院聘用护士离职原因调查及管理对策

目的了解二级医院聘用护士离职原因,探讨防范聘用护士离职的有效干预措施。方法对43名二级医院聘用护士的“护士离职申请表”进行回顾性调查,并结合面谈及电话访谈等形式对其离职原因进行分析。结果薪酬低、有更好发展机会、工作压力大、人际关系紧张、不能入编、职业发展受限、对管理者行为不满等为聘用护士离职的主要原因。结论聘用护士工作稳定性差,各级主管部门对聘用护士的管理应做到规范化、人性化、合理化,适当提高聘用护士的待遇,雏护其合法权益,建立公平公正的激励机制,重视聘用护士人才队伍建设,营造良好的人际氛围,及时排解压力,从而稳定护理队伍。     

结核病区护士离职原因的质性研究

目的 了解结核病区护士不稳定原因,为医院人力资源管理提供参考.方法 采用质性研究的现象学方法,对18名离职护理人员进行深入访谈,现场录音,按现象学研究方法整理分析资料.结果 通过阅读、分析、反思、分类和提炼主题,得出工作环境特殊性和对自身健康的担忧,婚姻家庭和新酬待遇的困扰,不适应医院要求和职业倦怠,缺少专业培训机会和外部职业机会可能性大是导致护士离职的主要原因.结论 结核病区护士离职现象比较严重,医院管理者应采取有效方法来稳定护理队伍.     

399名聘用制护士离职原因调查分析及对策

目的:分析医院近六年来聘用制护士离职的原因,以探讨管理策略,完善聘用制护士管理。方法:采用自制问卷收集资料,由经过培训的调查员进行发放问卷,并当场收回。结果:工作量及工作压力不断加大和分配不公、待遇偏低是导致合同制护士离职的主要原因。结论:聘用制护士占我院护士比例逐步扩大,稳定合同制护理队伍是提高护理质量的关键。     

二级医院聘用护士离职原因调查及管理对策

目的 了解二级医院聘用护士离职原因,探讨防范聘用护士离职的有效干预措施.方法 对43名二级医院聘用护士的"护士离职申请表"进行回顾性调查,并结合面谈及电话访谈等形式对其赢职原因进行分析.结果 薪酬低、有更好发展机会、工作压力大、人际关系紧张、不能入编、职业发展受限、对管理者行为不满等为聘用护士离职的主要原因.结论 聘用护士工作稳定性差,各级主管部门时聘用护士的管理应做到规范化、人性化、合理化,适当提高聘用护士的待遇,维护其合法权益,建立公平公正的激励机制,重视聘用护士人才队伍建设,营造良好的人际氛围,及时排解压力,从而稳定护理队伍.     

护士离职倾向与工作氛围的相关性研究现状

针对护理人员的离职现象,对离职倾向和工作氛围现状以及其相关性方面进行综述,探讨工作氛围对离职倾向的影响,旨在为护理管理者降低护士离职率,确保护理工作健康稳定发展提供理论参考。     

护士离职倾向与工作氛围的相关性研究现状

针对护理人员的离职现象,对离职倾向和工作氛围现状以及其相关性方面进行综述,探讨工作氛围对离职倾向的影响,旨在为护理管理者降低护士离职率,确保护理工作健康稳定发展提供理论参考。     

护士压力状况的调查分析

目的：了解当前护士的压力状况，设法调整其工作方式方法，以便最大限度地调动护士的工作积极性和创造性。方法：采用随机抽样的方法对506名护士进行问卷调查.结果：40．5％护士工作压力感较强，有44．9％的压力来源于工作任务繁重，19．6％源于知识不够用和技能不熟练。中级技术职务护士的压力48．7％是源于工作任务繁重，初级技术职务的护士压力21．6％源于知识和技能不适应工作；正在接受继续教育的护士压力感强于未接受教育者（x^2=9.72,P＜0．05）。结论：应适当增加护士编制，调整科室人员配备，为护士继续教育提供条件，以缓解护士压力。     

Factors influencing job satisfaction amongst plastic surgical trainees: experience from a regional unit in the United Kingdom

Relationships have been reported between job satisfaction and productivity, consumer satisfaction, turnover, absenteeism, stress and burnout. We investigated job satisfaction amongst plastic surgical trainees at a regional plastic surgical unit. We aim to identify facets of the job influencing overall satisfaction. All plastic surgical trainees were recruited. A validated Job Satisfaction Survey was used to identify facets of their jobs resulting in satisfaction. Trainees in this unit expressed high satisfaction from the nature of their work and level of supervision. The trainees reported least satisfaction with the working conditions of their job. This study highlights the important factors influencing job satisfaction in a group of plastic surgical trainees. Identification of these factors allows trainers to ensure satisfaction of their trainees and subsequent higher performance, productivity and lower turnover and absenteeism.     

护士工作嵌入与离职意愿的相关性研究

目的 了解护士工作嵌入、离职意愿现状,探讨两者之间的关系.方法 抽取哈尔滨市5所医院的307名护士,采用工作嵌入量表、离职意愿量表进行调查.结果 护士工作嵌入平均得分3.15±0.47,以社区匹配维度得分最高,组织联结维度得分最低;离职意愿平均得分2.71±0.61,3个维度中离职意愿Ⅲ（获得外部工作的可能性）得分最高;工作嵌入各维度与离职意愿存在显著负相关（P＜0.05,P＜0.01）.组织牺牲、组织匹配、社区联结可以作为预测护士离职意愿的主要因素.结论 护士离职意愿处于较高水平,护理管理者应重视护士需求,适当授权以提高护士工作嵌入度,降低其离职意愿.     

Accounting for early job turnover in recent pediatric surgery fellowship graduates: An American Pediatric Surgical Association Membership and Credentials Committee study

Purpose

Employment opportunities for graduating pediatric surgeons vary from year to year. Significant turnover among new employees indicates fellowship graduates may be unsophisticated in choosing job opportunities which will ultimately be satisfactory for themselves and their families. The purpose of this study was to assess what career, life, and social factors contributed to the turnover rates among pediatric surgeons in their first employment position.

本科男护生就业后生活满意度及其影响因素研究

目的探讨影响男护士生活满意度的相关因素,为管理者稳定男性护士队伍提供依据。方法采用便利抽样法,跟踪随访46名本科男护生毕业后从事护理工作的情况,采用生活满意度评定量表和自行设计的职业态度影响因素问卷进行调查。结果男护生毕业后从事临床护理工作43人(93.48%),调查时仅13人仍在临床护理岗位,离岗率达65.22%;在岗组男护士生活满意度评分和各维度分显著低于非在岗组(P<0.05,P<0.01);影响在岗男护士生活满意度的因素主要为社会偏见及传统观念、爱情婚姻困扰、社会地位低、缺乏职业成就感、工作环境、护理工作价值观念困扰等(P<0.05,P<0.01)。结论在岗男护士生活满意度低及离岗率高,需要从社会到个人、从政策到舆论等多方面努力以改善现状。     

基于儿科护士需求的人文关怀分层培训实践

目的探讨基于儿科护士需求分析的人文关怀分层培训的应用效果。方法采用访谈法了解不同层级儿科护士的人文关怀培训需求,根据培训需求对142名儿科护士实施人文关怀分层培训6个月,比较培训前及培训后各层级儿科护士关怀能力和培训满意度。结果培训后不同层级儿科护士关怀能力及对人文关怀培训满意度显著高于培训前(P<0.05,P<0.01)。结论采用基于需求的人文关怀分层培训有利于提高各层级儿科护士的人文关怀能力,提高培训满意度。     

Graded work exposure to promote work return after severe hand trauma: a replicated study.

Fifty-one patients with posttraumatic stress disorder after work-related hand injuries were placed on a graded work exposure program to facilitate return to work. These patients consisted of an initial group of 25 patients and a replication group of 26 patients. The program returned 92% of the initial group and 88% of the replicated group to work with their previous employers. At 6-month follow-up, 88% of the initial group and 80.1% of the replication group were still working full-time at the jobs to which they had returned. All of the patients not working with their previous employer at follow-up had appraisal/projected flash-backs, which have previously been associated with a 90% failure to return to work. This intervention was successful with 73% of the patients experiencing such flashbacks. In conclusion, graded work exposure was an effective treatment to promote return to work for patients experiencing significant psychological symptomatology after severe hand injury.     

低年资护士使用新药物前恐惧心理的质性研究

目的了解低年资护士对使用新药物产生恐惧心理的原因,为针对性干预提供参考。方法对8名工作≤3年使用新药物前存在恐惧心理的护士进行深入访谈,采用现象学方法分析资料,了解产生恐惧心理的相关因素。结果提炼出独立工作能力欠缺、缺乏自信、害怕承担相应的法律责任、对新药物相关知识的不了解、来自患者及家属的压力5个主题。结论知识和独立工作能力欠缺是低年资护士产生恐惧心理的主要因素,针对性干预有望降低其恐惧心理,使之尽快适应角色。     

急性传染病病区护士工作压力状况的质性研究

目的 了解急性传染病病区护士照顾急性传染病患者时所面临的工作压力.方法 采用质性研究中的现象学研究法,深入访谈急性传染病病区8名注册护士.结果 急性传染病病区护士的工作压力主要归纳为3个主题:不良的生理反应,不良的心理反应(表现为安全感缺失、发生职业暴露后对感染的恐惧),不良的社会反应(表现为社会适应能力的改变).结论...     

Stress and burnout among colorectal surgeons and colorectal nurse specialists working in the National Health Service

Background It has been suggested that changes to the organization of the National Health Service (NHS) and clinical practices in dealing with cancer are associated with increased stress and burnout in healthcare professionals. The aim of this study, therefore, was to evaluate stress and burnout in colorectal surgeons (surgeons) and colorectal clinical nurse specialists (nurses) working in the NHS. Method A list of all consultant surgeons and nurses was obtained from The Association of Coloproctology of Great Britain and Ireland. Participants were sent a questionnaire booklet consisting of standardized measures [General Health Questionnaire (GHQ), Maslach Burnout Inventory (MBI), Coping Questionnaire] and various ad hoc questions to obtain information about demographics, cancer workload and job satisfaction. Independent predictors of clinically significant distress and burnout were identified using logistic regression. Results Four hundred and fifty‐five surgeons and 326 nurses were sent booklets. The response rate was 55.6% in surgeons and 54.3% in nurses. The mean age of the nurses was lower than that of surgeons (42.8 vs 47.7, P < 0.001). Psychiatric morbidity was similar in the surgeons and nurses as assessed using the GHQ (30.2% and 30.3% respectively). On the MBI, compared with nurses, surgeons had significantly higher levels of depersonalization (17.4%vs 7.4%, P = 0.003) and lower personal accomplishment (26.6%vs 14.2%, P = 0.002). Seventy‐seven per cent of surgeons and 63.4% of nurses stated their intention to retire before the statutory retirement age. Coping strategies, especially those in which respondents isolated themselves from friends and family, were associated with higher psychiatric morbidity and burnout. Dissatisfaction with work, intention to retire early, intention to retire as soon as affordable and poor training in communication and management skills were also significantly associated with high GHQ scores and burnout in both groups. Discussion We found high levels of psychiatric morbidity and burnout in this national cohort of surgeons and nurses working in the NHS. However, psychiatric morbidity and burnout were unrelated to cancer workload. Nurses have lower burnout levels than surgeons and this may be related to their different working practices, responsibilities and management structure.