背景:有更多的注册护士(RN)离开工作场所,由于医疗保健中的RN短缺,可能会对患者安全造成风险。根据工作需求资源模型,社会支持是一种可以增强工作动力的资源,如果RNs在工作中有动力,他们留在工作场所的意愿可能会增加。
目的:目的是探索(1)不同医疗机构之间的直接管理者和同事在RNs社会支持方面的经验差异,(2)RNs的社会支持经验与工作动机之间的关联,和(3)如果这些关联在医疗机构之间的强度不同。
方法:横断面研究设计。
方法:瑞典RN的分层种群,n=2290,在任何一家医院工作,初级保健,或家庭医疗保健,对2022年的一项调查做出了回应。使用卡方检验以及线性和逻辑回归分析来分析数据。通过向完全调整的回归模型添加相互作用项来测量相互作用。通过在所有分析中包括校准权重,这些发现的普遍性得到了加强。
结果:初级保健中的RN报告的直接管理者的社会支持高于医院和家庭医疗保健中的RN。家庭保健中的RN报告说,同事的社会支持低于医院和初级保健中的RN。在统计上,来自直属经理和同事的较高水平的社会支持之间存在显着关联,分别,和更高的评级在工作动机的各个方面:工作投入(经理:β系数[b]=0.08,置信区间[CI]95%=0.05;0.10;同事:b=0.12,CI95%=0.08;0.16),工作满意度(经理:b=0.24,CI95%=0.21;0.27;同事:b=0.22,CI95%=0.16;0.28),提供高质量护理的机会(经理:b=0.15,CI95%=0.11;0.18;同事:b=0.19,CI95%=0.13;0.24),对雇主的满意度(经理:b=0.46,CI95%=0.42;0.50;同事:无统计学意义)和留在工作场所的意向(经理:赔率比=1.89,CI95%=1.69;2.13;同事:赔率比=1.42,CI95%=1.17;1.72).医院之间的协会强度不同,初级保健,和家庭保健。
结论:加强直接经理和同事的社会支持似乎是增加RNs工作动机的一种方式,包括他们打算留在工作场所。这可能很重要,特别是在初级保健和家庭保健方面。
结论:为了加强RNs的工作动机和留在工作场所的意愿,医疗机构提供RN社会支持似乎很重要。
BACKGROUND: Having more registered nurses (RNs) leave their workplace, with a shortage of RNs in healthcare as a consequence, might pose a risk to patient safety. According to the Job Demands Resource model, social support is a resource that can enhance work motivation, and if RNs are motivated at work, their willingness to remain in the workplace may increase.
OBJECTIVE: The aims were to explore (1) differences in RNs\' experiences of social support from their immediate manager and co-workers between different healthcare settings, (2) associations between RNs\' experiences of social support and aspects of work motivation, and (3) if these associations differed in strength between healthcare settings.
METHODS: A cross-sectional study design.
METHODS: A stratified population of Swedish RNs, n = 2290, working in either hospitals, primary care, or home healthcare, responded to a survey in 2022. Chi-squared tests and linear and logistic regression analyses were used to analyze the data. Interaction was measured by adding an interaction term to the fully adjusted regression models. The findings\' generalizability was strengthened by including calibrating weights in all analyses.
RESULTS: RNs in primary care reported higher social support from their immediate manager than RNs in hospitals and home healthcare. RNs in home healthcare reported lower social support from co-workers than RNs in hospitals and primary care. There were statistically significant associations between higher levels of social support from the immediate manager and co-workers, respectively, and higher ratings in all aspects of work motivation: work engagement (manager: beta coefficient [b] = 0.08, confidence interval [CI] 95% = 0.05; 0.10; co-workers: b = 0.12, CI 95% = 0.08; 0.16), job satisfaction (manager: b = 0.24, CI 95% = 0.21; 0.27; co-workers: b = 0.22, CI 95% = 0.16; 0.28), opportunities to provide high-quality care (manager: b = 0.15, CI 95% = 0.11; 0.18; co-workers: b = 0.19, CI 95% = 0.13; 0.24), satisfaction with the employer (manager: b = 0.46, CI 95% = 0.42; 0.50; co-workers: not statistically significant) and intention to remain at the workplace (manager: odds ratio = 1.89, CI 95% = 1.69; 2.13; co-workers: odds ratio = 1.42, CI 95% = 1.17; 1.72). The associations differed in strength between hospitals, primary care, and home healthcare.
CONCLUSIONS: Strengthening social support from the immediate manager and co-workers appears to be a way to increase RNs\' work motivation, including their intention to remain at the workplace. This may be important, particularly in primary care and home healthcare.
CONCLUSIONS: To strengthen RNs\' work motivation and willingness to stay in the workplace, it appears important for healthcare organizations to provide RN social support.