背景:在整个医疗经济中,医疗保健劳动力严重短缺,以及高流失率和不明确的职业道路。这项研究的目的是评估有关改善护理人员招聘方法的现有证据,保留,安全,和教育,专业护理队伍。
方法:对旨在招募,保留,教育和照顾以下部门的专业劳动力:残疾,老年护理,健康,心理健康,家庭和青年服务,进行了幼儿教育和护理。搜索了Embase和MEDLINE数据库,纳入了2015年1月至2022年11月之间发表的研究.我们使用定量研究的质量评估工具和PEDro工具来评估研究质量。
结果:最初对5594篇文章进行了筛选,并应用了纳入和排除标准,30项研究纳入快速综述。最常报道的专业护理研究,医疗和相关卫生工作人员。一些研究集中在护理人员教育的单一领域(n=11),而大多数研究集中在将教育与招聘策略相结合的多个领域,保留策略或关注工人安全。研究质量相对较低,PEDro评分中位数为5/10,77%的人在定量研究的质量评估工具上获得了较弱的评级。出现了四种新的劳动力战略;农村早期职业招聘支持农村人才的保留;工作量管理对劳动力福祉至关重要;学习必须与上下文相关;并且需要区分招聘,保留,以及根据需求不同,针对不同专业保健和护理劳动力类别的教育策略。
结论:鉴于招募和保留一支强大的卫生和护理队伍至关重要,迫切需要制定一个有凝聚力的战略来解决劳动力短缺问题。本文提出了解决这一需求的不同干预措施的初步证据,并为护理人员的招聘和保留提供信息。快速审查注册PROSPERO2022CRD42022371721可从以下网址获得:https://www.crd.约克。AC.uk/prospro/display_record.php?ID=CRD42022371721。
BACKGROUND: Across the care economy there are major shortages in the health and care workforce, as well as high rates of attrition and ill-defined career pathways. The aim of this study was to evaluate current evidence regarding methods to improve care worker recruitment, retention, safety, and education, for the professional care workforce.
METHODS: A rapid
review of comparative interventions designed to recruit, retain, educate and care for the professional workforce in the following sectors: disability, aged care, health, mental health, family and youth services, and early childhood education and care was conducted. Embase and MEDLINE databases were searched, and studies published between January 2015 and November 2022 were included. We used the Quality Assessment tool for Quantitative Studies and the PEDro tools to evaluate study quality.
RESULTS: 5594 articles were initially screened and after applying the inclusion and exclusion criteria, 30 studies were included in the rapid
review. Studies most frequently reported on the professional nursing, medical and allied health workforces. Some studies focused on the single domain of care worker education (n = 11) while most focused on multiple domains that combined education with recruitment strategies, retention strategies or a focus on worker safety. Study quality was comparatively low with a median PEDro score of 5/10, and 77% received a weak rating on the Quality Assessment tool for Quantitative Studies. Four new workforce strategies emerged; early career rural recruitment supports rural retention; workload management is essential for workforce well-being; learning must be contextually relevant; and there is a need to differentiate recruitment, retention, and education strategies for different professional health and care workforce categories as needs vary.
CONCLUSIONS: Given the critical importance of recruiting and retaining a strong health and care workforce, there is an immediate need to develop a cohesive strategy to address workforce shortfalls. This paper presents initial evidence on different interventions to address this need, and to inform care workforce recruitment and retention. Rapid
Review registration PROSPERO 2022 CRD42022371721 Available from: https://www.crd.york.ac.uk/prospero/display_record.php?ID=CRD42022371721.