PDF(Pubmed)
Abstract：
Our cross-sectional study, conducted from October 2022 to January 2023, aims to assess post-COVID job satisfaction, crucial work dimensions, and self-reported factors influencing nursing retention. Using an online survey, we surveyed 2572 nurses in different working fields in Bavaria, Germany. We employed a quantitative analysis, including a multivariable regression, to assess key influence factors on nursing retention. In addition, we evaluated open-ended questions via a template analysis to use in a joint display. In the status quo, 43.2% of nurses were not committed to staying in the profession over the next 12 months. A total of 66.7% of our surveyed nurses were found to be dissatisfied with the (i) time for direct patient care. Sources of dissatisfaction above 50% include (ii) service organization, (iii) documentation, (iv) codetermination, and (v) payment. The qualitative data underline necessary improvements in these areas. Regarding retention factors, we identified that nurses with (i) older age, (ii) living alone, (iii) not working in elder care, (iv) satisfactory working hours, (v) satisfactory career choice, (vi) career opportunities, (vii) satisfactory payment, and (viii) adequate working and rest times are more likely to remain in the profession. Conversely, dissatisfaction in (ix) supporting people makes nurses more likely to leave their profession and show emotional constraints. We uncovered a dichotomy where nurses have strong empathy for their profession but yearn for improvements due to unmet expectations. Policy implications should include measures for younger nurses and those in elderly care. Nevertheless, there is a need for further research, because our research is limited by potential bias from convenience sampling, and digitalization will soon show up as a potential solution to improve, e.g., documentation and enhanced time for direct patient time.
摘要：
我们的横断面研究,从2022年10月至2023年1月进行，旨在评估COVID后的工作满意度，关键的工作维度，以及自我报告的影响护理保留的因素。使用在线调查，我们调查了巴伐利亚不同工作领域的2572名护士，德国。我们采用了定量分析，包括多变量回归，评估影响护理保留的关键因素。此外,我们通过模板分析评估了开放式问题,并在联合显示中使用.在现状下,43.2％的护士没有承诺在未来12个月内继续从事该行业。共有66.7％的被调查护士对（i）直接患者护理的时间不满意。超过50%的不满来源包括(二)服务组织，(iii)文件，(Iv)共同决定，（五）付款。定性数据强调了这些领域的必要改进。关于保留因素，我们确定护士（i）年龄较大，(ii)独自生活，(iii)不从事长者护理工作，(iv)令人满意的工作时间，(v)满意的职业选择，(六)职业机会，(vii)令人满意的付款，（viii）该行业更有可能保留足够的工作和休息时间。相反，（ix）支持人员的不满使护士更有可能离开自己的职业并表现出情感上的束缚。我们发现了一种二分法，即护士对自己的职业有很强的同理心，但由于未满足的期望而渴望改善。政策含义应包括针对年轻护士和老年人护理的措施。然而，需要进一步研究，因为我们的研究受到便利抽样的潜在偏差的限制，数字化将很快成为一种潜在的解决方案，例如，文档和增加患者直接时间的时间。
