PDF(Pubmed)
Abstract：
OBJECTIVE: To examine changes in advanced nurse practitioner (ANP) well-being, satisfaction and motivation over a four-year period.
METHODS: Longitudinal Cohort study.
METHODS: Surveys were carried out each year from 2019 to 2022 with the same cohort of ANPs in the United Kingdom (UK). The survey consisted of demographics, questions on contemporary issues in advanced practice, National Health Service (NHS) staff survey questions and validated questionnaires. A core set of questions were asked every year with some changes in response to the COVID-19 pandemic.
RESULTS: Response rate ranged from 40% to 59% and appeared to be affected by COVID-19. Staff satisfaction with pay and the well-being score were stable throughout. Other questions on well-being, job satisfaction and motivation saw statistically significant reductions after 4 years. Open-ended questions about ongoing well-being concerns show participants are concerned about exhaustion levels caused by workload, staffing issues, abuse from patients and colleagues\' mental health.
CONCLUSIONS: The findings highlight a decline in ANP well-being, job satisfaction and motivation post-COVID-19. Reasons for this, explored in the qualitative data, show that ANPs have faced extremely difficult working conditions. Urgent action is required to prevent a workforce retention crisis as many nursing staff are close to retirement and may not be motivated to remain in post.
CONCLUSIONS: This study has followed ANPs through the most challenging years the NHS has ever seen. Job satisfaction, motivation and enjoyment of the job all significantly reduced over time. In many areas, the ANP role has been used to fill medical workforce gaps, and this will become harder to do if ANPs are dissatisfied, disaffected and struggling with stress and burnout. Addressing these issues should be a priority for policymakers and managers.
UNASSIGNED: None as this study focussed on staff. Staff stakeholders involved in the design and conduct of the study.
METHODS: Longitudinal Cohort study.
METHODS: Surveys were carried out each year from 2019 to 2022 with the same cohort of ANPs in the United Kingdom (UK). The survey consisted of demographics, questions on contemporary issues in advanced practice, National Health Service (NHS) staff survey questions and validated questionnaires. A core set of questions were asked every year with some changes in response to the COVID-19 pandemic.
RESULTS: Response rate ranged from 40% to 59% and appeared to be affected by COVID-19. Staff satisfaction with pay and the well-being score were stable throughout. Other questions on well-being, job satisfaction and motivation saw statistically significant reductions after 4 years. Open-ended questions about ongoing well-being concerns show participants are concerned about exhaustion levels caused by workload, staffing issues, abuse from patients and colleagues\' mental health.
CONCLUSIONS: The findings highlight a decline in ANP well-being, job satisfaction and motivation post-COVID-19. Reasons for this, explored in the qualitative data, show that ANPs have faced extremely difficult working conditions. Urgent action is required to prevent a workforce retention crisis as many nursing staff are close to retirement and may not be motivated to remain in post.
CONCLUSIONS: This study has followed ANPs through the most challenging years the NHS has ever seen. Job satisfaction, motivation and enjoyment of the job all significantly reduced over time. In many areas, the ANP role has been used to fill medical workforce gaps, and this will become harder to do if ANPs are dissatisfied, disaffected and struggling with stress and burnout. Addressing these issues should be a priority for policymakers and managers.
UNASSIGNED: None as this study focussed on staff. Staff stakeholders involved in the design and conduct of the study.
摘要：
目的：为了检查高级执业护士（ANP）健康状况的变化，四年来的满意度和动力。
方法：纵向队列研究。
方法：从2019年到2022年，每年在英国（UK）使用相同的ANP队列进行调查。调查包括人口统计，先进实践中对当代问题的质疑，国家卫生服务（NHS）工作人员调查问题和验证问卷。每年都会提出一系列核心问题，并对COVID-19大流行做出一些改变。
结果：反应率从40%到59%不等，似乎受到COVID-19的影响。员工对薪酬和幸福感的满意度在整个过程中保持稳定。关于幸福的其他问题，工作满意度和工作动机在4年后有统计学显著下降.关于持续福祉问题的开放式问题表明，参与者担心工作量造成的疲惫程度，人员配备问题，虐待患者和同事的心理健康。
结论：研究结果强调了ANP幸福感的下降，工作满意度和工作动机后COVID-19。这样做的原因,在定性数据中探索，表明ANP面临极其困难的工作条件。由于许多护理人员接近退休，并且可能没有动力继续任职，因此需要采取紧急行动以防止劳动力保留危机。
结论：这项研究追踪了ANP经历了NHS有史以来最具挑战性的年份。工作满意度,随着时间的推移，工作的动机和乐趣都显著降低。在许多领域,ANP角色已被用来填补医疗劳动力缺口，如果ANP不满意，这将变得更难做到，心怀不满，与压力和倦怠作斗争。解决这些问题应该是决策者和管理人员的优先事项。
■没有，因为这项研究侧重于员工。参与研究设计和实施的工作人员利益相关者。
方法：纵向队列研究。
方法：从2019年到2022年，每年在英国（UK）使用相同的ANP队列进行调查。调查包括人口统计，先进实践中对当代问题的质疑，国家卫生服务（NHS）工作人员调查问题和验证问卷。每年都会提出一系列核心问题，并对COVID-19大流行做出一些改变。
结果：反应率从40%到59%不等，似乎受到COVID-19的影响。员工对薪酬和幸福感的满意度在整个过程中保持稳定。关于幸福的其他问题，工作满意度和工作动机在4年后有统计学显著下降.关于持续福祉问题的开放式问题表明，参与者担心工作量造成的疲惫程度，人员配备问题，虐待患者和同事的心理健康。
结论：研究结果强调了ANP幸福感的下降，工作满意度和工作动机后COVID-19。这样做的原因,在定性数据中探索，表明ANP面临极其困难的工作条件。由于许多护理人员接近退休，并且可能没有动力继续任职，因此需要采取紧急行动以防止劳动力保留危机。
结论：这项研究追踪了ANP经历了NHS有史以来最具挑战性的年份。工作满意度,随着时间的推移，工作的动机和乐趣都显著降低。在许多领域,ANP角色已被用来填补医疗劳动力缺口，如果ANP不满意，这将变得更难做到，心怀不满，与压力和倦怠作斗争。解决这些问题应该是决策者和管理人员的优先事项。
■没有，因为这项研究侧重于员工。参与研究设计和实施的工作人员利益相关者。
