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Open Access Missed Nursing Care: The Impact on Intention to Leave and Turnover Les soins non prodigués : l'incidence sur l'intention de quitter et le roulement du personnel

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Abstract:

The purpose of the study was to examine the relationship between missed nursing care, nurse turnover, and intention to leave. A cross-sectional study using the MISSCARE Survey was conducted. The sample comprised 110 patient-care units in 10 acute-care hospitals. Staffing data, turnover rates, and unit-level Case Mix Index were collected from the participating hospitals. Higher percentages of females on the unit were associated with lower turnover rates (β = -.235, = .010). Units with higher rates of missed care (β = .302, < .0001) and absenteeism (β = .247, = .034) had more staff with intention to leave. Units with nursing staff who worked overtime (β =-.283, = .001) and who were over 35 years of age (β = -.270, = .050) were less likely to have staff with intention to leave. By minimizing missed nursing care, organizations may be able to improve satisfaction and reduce intention to leave (and subsequent turnover).

French
Cette étude a pour objectif d'examiner les soins non prodigués sur le roulement du personnel infirmier et sur l'intention de quitter. Une étude transversale a été menée à l'aide du questionnaire MISSCARE auprès d'un échantillon de 110 unités de soins, dans 10 hôpitaux de soins actifs. Des données portant sur le personnel, les taux de roulement et les indices de la charge de cas à l'échelle des unités ont été recueillies dans les hôpitaux participant. L'étude a révélé un lien entre les unités comptant des taux d'effectifs féminins supérieurs et la présence de taux de roulement inférieurs (β = -0,235, p = 0,010). Le personnel ayant l'intention de quitter était plus nombreux dans les unités affichant des taux supérieurs de soins non prodigués (β = 0,302, p < 0,0001) et d'absentéisme (β = 0,247, p = 0,034). Le personnel ayant l'intention de quitter était moins nombreux dans les unités où le personnel infirmier travaillait des heures supplémentaires (β =-0,283, p = 0,001) et était âgé de plus de 35 ans (β = -0,270, p = 0,050). En réduisant les incidences de soins non prodigués, les institutions peuvent potentiellement améliorer le taux de satisfaction et réduire l'intention de quitter (et le roulement de personnel qui s'ensuit).

Keywords: INTENTION TO LEAVE; MISSED CARE; NURSE; STAFFING; TURNOVER

Document Type: Research Article

Publication date: December 1, 2010

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