南非林波波省Mokopane医院专业护士的流动:护理部门经理的经验。

Mogale L Mmamma, Tebogo M Mothiba, Malema R Nancy
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引用次数: 9

摘要

背景:专业护士的人员流动仍然是公立和私立医院管理层关注的问题,因为这会影响护士的士气,也可能导致患者护理不佳。目的:本研究的目的是探索和描述护理单位经理在其监督下的专业护士流动方面的经验。方法:采用定性、探索性、描述性的研究设计,确定护理单位管理人员与专业护士流动相关的经验。数据收集是通过对专业护士进行半结构化的一对一访谈来完成的。访谈了两组参与者:白天工作的人(n=9)和晚上工作的人,他们在预期的数据收集日工作。结果:调查结果显示,每个单位都存在专业护士短缺的问题,这导致其他护士加班,工作量不可避免地增加。这导致了疲劳、专业护士之间的冲突、工作不满和缺勤,从而影响了护理。这导致了患者的不满,有时甚至导致本可以避免的死亡。结论:建议医院高层管理人员应采取多种策略来解决人员流动问题。例如,最高管理层可以确保工作人员在健康的环境中工作,并在提供护理期间获得所需的资源,解决员工流动的影响,支持工作人员,并在护理部门经理处理问题时避免给他们施加压力。
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Turnover of professional nurses at Mokopane Hospital in the Limpopo Province, South Africa: Experiences of nursing unit managers.

Background: Staff turnover of professional nurses remains a concern for public and private hospitals management because it has an impact on the morale of nurses and it may also lead to poor patient care.

Objectives: The objectives of this study were to explore and describe the experiences of nursing unit managers with regard to the turnover of professional nurses who were under their supervision.

Method: A qualitative, explorative, descriptive research design was used to determine the experiences of nursing unit managers related to the turnover of professional nurses. Data collection was done by using semi-structured one-to-one interviews with professional nurses .Two groups of participants were interviewed: Those working day duty (n = 9) and those working night duty (n = 3) who were at work on the anticipated days for data collection.

Results: The findings revealed that every unit was experiencing a shortage of professional nurses, which caused other nurses to work overtime with an inevitable increase in workload. That led to tiredness, conflict amongst professional nurses, job dissatisfaction, and absenteeism which compromised nursing care. This resulted in patient dissatisfaction and sometimes led to deaths that could have been prevented.

Conclusion: It is recommended that staff turnover should be addressed by the hospital top management implementing several strategies. For example, top management could ensure that staff members work in a healthy environment with resources that they need during the provision of care, address the effects of the staff turnover, support the staff members and refrain from putting pressure on nursing unit managers whilst they are attending to problems.

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