■美国注册护士(RN)劳动力正在变化,高的倦怠率,打算离开,和空缺。快速,对护理人员队伍的反复评估可以帮助医院管理人员和政策制定者制定有效的招聘和保留策略.
■确定2022年至2023年调查之间实践RN\'就业计划和工作场所评估的变化。
■这项调查研究比较了密歇根州护士\'研究在2个时间点收集的数据:2022年2月22日至3月1日以及2023年5月17日至6月1日。用活跃的,包括密歇根州的无限制许可证和有效的个人电子邮件地址。
主要结果是护士打算在1年内离开目前的职位。在2023年的调查中,计划离开的护士被询问了他们下一步的职业和计划离开的主要原因。工作场所评估包括有关虐待或暴力工作场所事件的问题,情绪疲惫,工作满意度,实践环境提供高质量的护理,和临床设置的安全评级。回归分析用于检查与计划离职相关的工作场所评估和个人因素。
■这项研究获得了9150名护士(6495名女性[71.0%])和7059名护士(5134名女性[72.7%])对2022年做出反应的数据(反应率,8.3%)和2023年(回应率,7.4%)调查,分别。在2023年的调查中,32.0%(2259)的护士计划离开他们的位置,与2022年调查的39.1%(3576)相比。在这些护士中,957(41.8%)计划离开现任雇主,但继续从事护理工作,工作负载是最常被引用的原因(29.4%[672])。与2022年队列相比,2023年样本中的护士报告的工作场所虐待或暴力较少(4591[50.2%]对3063[43.4%];P<.001),人手不足的班次较少(4407[48.2%]对2898[41.0%];P<.001),较少使用强制性加班(1709[18.7%]vs824[11.7%];P<.001)。与计划离职可能性增加相关的因素包括工作场所虐待或暴力(赔率比[OR],1.39;95%CI,1.05-1.82)和更高的情绪衰竭得分(OR,3.05;95%CI,2.38-3.91)。有利的实践环境(或,0.37;95%CI,0.22-0.62)和优异的临床设置安全性评级(OR,0.28;95%CI,0.14-0.56)与计划离开的可能性较低相关。
■这项研究的结果表明,与2022年调查相比,护士报告的工作场所条件有所改善;然而,计划离境率,虐待或暴力事件,不安全条件仍然很高,人员不足仍然是大多数护士的首要问题。卫生系统领导人和政策制定者应优先考虑支持护士保留和减少潜在劳动力不稳定的举措。
UNASSIGNED: The US registered nurse (RN) workforce is in flux, with high rates of burnout, intention to leave, and vacancies. Rapid, repeated assessments of the nursing workforce can help hospital executives and policymakers enact effective recruitment and retention strategies.
UNASSIGNED: To identify changes in practicing RNs\' employment plans and workplace assessments between the 2022 and 2023 surveys.
UNASSIGNED: This survey study compared data collected from the Michigan Nurses\' Study at 2 time points: February 22 to March 1, 2022, and May 17 to June 1, 2023. Practicing RNs with an active, unrestricted license in Michigan and a valid individual email address were included.
UNASSIGNED: The primary outcome was nurses\' intention to leave their current position within 1 year. In the 2023 survey, nurses who planned to leave were queried on their next career step and the primary reason for their planned departure. Workplace assessments included questions about abusive or violent workplace events, emotional exhaustion, job satisfaction, the practice environment\'s delivery of high-quality care, and the clinical setting\'s safety rating. Regression analysis was used to examine workplace assessments and personal factors associated with planned departures.
UNASSIGNED: This study obtained data on 9150 nurses (6495 females [71.0%]) and 7059 nurses (5134 females [72.7%]) responding to the 2022 (response rate, 8.3%) and 2023 (response rate, 7.4%) surveys, respectively. In the 2023 survey, 32.0% (2259) of nurses planned to leave their position, compared with 39.1% (3576) in the 2022 survey. Of these nurses, 957 (41.8%) planned to leave their current employer but remain in nursing, with workloads as the most frequently cited reason (29.4% [672]). Compared with the 2022 cohort, nurses in the 2023 sample reported less workplace abuse or violence (4591 [50.2%] vs 3063 [43.4%]; P < .001), fewer understaffed shifts (4407 [48.2%] vs 2898 [41.0%]; P < .001), and less frequent use of mandatory overtime (1709 [18.7%] vs 824 [11.7%]; P < .001). Factors associated with increased likelihood for planned departures included workplace abuse or violence (odds ratio [OR], 1.39; 95% CI, 1.05-1.82) and higher emotional exhaustion scores (OR, 3.05; 95% CI, 2.38-3.91). Favorable practice environments (OR, 0.37; 95% CI, 0.22-0.62) and excellent clinical setting safety ratings (OR, 0.28; 95% CI, 0.14-0.56) were associated with lower likelihood of planned departure.
UNASSIGNED: Results of this study showed that nurses reported improved workplace conditions in the 2023 vs the 2022 survey; however, planned departure rates, abusive or violent events, and unsafe conditions remained high, and understaffing remained a primary concern for most nurses. Health system leaders and policymakers should prioritize initiatives that support nurse retention and reduce potential workforce instability.