Influence of working conditions and salary on agency work for intermediate and intensive care units : Part 2: Partial results of a nationwide survey.

Autor: Hermes C; Hochschule für Angewandte Wissenschaften Hamburg (HAW Hamburg), Alexanderstr. 1, 20099, Hamburg, Germany. carsten.hermes@haw-hamburg.de.; IU Internationale Hochschule GmbH, IU University of Applied Sciences, Juri-Gagarin-Ring 152, 99084, Erfurt, Germany. carsten.hermes@haw-hamburg.de., Gaidys U; Fakultät Wirtschaft und Soziales-Department Pflege and Management, Hochschule für angewandte Wissenschaften Hamburg, Hamburg, Germany., Blanck-Köster K; Fakultät Wirtschaft und Soziales-Department Pflege and Management, Hochschule für angewandte Wissenschaften Hamburg, Hamburg, Germany., Rost E; IU Internationale Hochschule GmbH, IU University of Applied Sciences, Juri-Gagarin-Ring 152, 99084, Erfurt, Germany., Petersen-Ewert C; Fakultät Wirtschaft und Soziales-Department Pflege and Management, Hochschule für angewandte Wissenschaften Hamburg, Hamburg, Germany.
Jazyk: angličtina
Zdroj: Medizinische Klinik, Intensivmedizin und Notfallmedizin [Med Klin Intensivmed Notfmed] 2023 Jun; Vol. 118 (5), pp. 333-340. Date of Electronic Publication: 2022 Nov 24.
DOI: 10.1007/s00063-022-00969-7
Abstrakt: Background: Agency work in nursing is used as a form of labor to counter vacant staff positions in hospitals. Both hospital owners and nurses view this critically for different reasons.
Aim: The aim of this study was to assess what personal net income nurses in German intensive care units and intermediate care units consider "fair and sufficient" for their work (addressed in Part 1 of the survey) and what influence-aside from the salary-the working conditions have on the willingness to change to temporary work or back to a permanent position.
Methods: From September to October 2020, an anonymous online survey was conducted among nurses of intermediate care units, intensive care units, and special care units in German-speaking countries. Descriptive statistics were used for the analysis.
Result: Of 1203 participants, 86% (n = 1036) could be evaluated. None of the job satisfaction factors queried received four or five stars (maximum five stars) from those participating in the survey. The most unsatisfied group proved to be regularly employed nurses with an additional part-time job. Key job satisfaction factors differed markedly between the groups, with regular employees favoring consistency and stability. Agency workers prefer gaining experience in a broader range of tasks. Unreliable duty rosters and poor nurse to patient ratios were common points of criticism.
Conclusion: For job satisfaction, making nurses feel appreciated and respected is essential. This includes a guaranteed nurse to patient ratio and reliable duty rosters that also include tasks outside direct patient care. In order for nurses to leave agency work, it is necessary to take into account the differences in interests in terms of the focus of activity.
(© 2022. The Author(s).)
Databáze: MEDLINE
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