Abstract：
Healthcare organizations worldwide face challenges in retaining their healthcare workforce, with individual and organizational factors influencing their intentions to leave. This study conducted eight online co-creation workshops and four Delphi sessions to gain qualitative and in-depth insights into job retention interventions, involving healthcare workers, hospital managers, and policymakers. A thematic analysis was conducted, resulting in multiple interventions that were clustered in four pre-defined themes: professional and personal support, education, financial incentives, and regulatory measures. Professional and personal support interventions included regular interprofessional team meetings, leadership training programs, self-scheduling and sabbaticals, support for administrative and non-clinical work, and the provision of psychological counselling. Educational interventions encompassed facilitating development opportunities, periodic evaluations, onboarding, mentorship programs, and peer support groups. Financial incentives included the provision of competitive salaries, adequate infrastructure, extra benefits, transport possibilities, and permanent employment contracts. Regulatory measures addressed the need for complementary legislation across various levels, fixed healthcare worker-to-patient ratio, and instruments to monitor workload. To optimize retention strategies, healthcare organizations should tailor these interventions to address the unique factors influencing their workforce\'s intentions to leave within their specific context. The study concludes that combining personal and professional support, educational opportunities, financial incentives, and regulatory measures is necessary because there is no one-size-fits-all solution.
摘要：
世界各地的医疗保健组织在留住医疗保健员工方面面临挑战，个人和组织因素影响他们的离职意向。这项研究进行了八个在线共同创造研讨会和四个Delphi会议，以获得对工作保留干预措施的定性和深入见解，涉及医护人员，医院经理,和政策制定者。进行了专题分析,导致多种干预措施集中在四个预定义的主题：专业和个人支持，教育,财政激励，和监管措施。专业和个人支持干预措施包括定期的跨专业团队会议，领导力培训计划，自我安排和休假，支持行政和非临床工作，并提供心理咨询。教育干预措施包括促进发展机会，定期评估，入职,导师计划，和同行支持团体。财政激励措施包括提供有竞争力的工资，充足的基础设施,额外的好处，运输可能性，和永久雇佣合同。监管措施解决了各级补充立法的必要性，固定的医护人员与患者的比例，和仪器来监控工作量。要优化保留策略，医疗保健组织应调整这些干预措施，以解决影响其员工离职意愿的独特因素。该研究的结论是，结合个人和专业支持，教育机会,财政激励，和监管措施是必要的，因为没有一个放之四海而皆准的解决方案。
