Nurse Attrition: Content Analysis of Free-Text Responses From Two Military Nursing Practice Environment Surveys.

Autor:	Miller MJ; Center for Nursing Science & Clinical Inquiry, Tripler Army Medical Center, Honolulu, HI 96859, USA., Korbut N; Department of Behavioral Sciences and Leadership, United States Military Academy, West Point, NY 10996, USA., Amador Garcia L; Department of Behavioral Sciences and Leadership, United States Military Academy, West Point, NY 10996, USA., Agazio JB; Conway School of Nursing, Catholic University of America, Washington, DC 20064, USA., Cartwright J; Department of Behavioral Sciences and Leadership, United States Military Academy, West Point, NY 10996, USA.
Jazyk:	angličtina
Zdroj:	Military medicine [Mil Med] 2024 Aug 19; Vol. 189 (Suppl 3), pp. 784-790.
DOI:	10.1093/milmed/usae275
Abstrakt:	Introduction: Staff nurse attrition negatively impacts readiness of the warfighter and the health and wellbeing of all beneficiaries of the Military Health System (MHS). To promote the retention of a robust nursing workforce, a complete understanding of nurses' perceptions regarding their intent to leave is necessary. The purpose of this study was to explore the free-text responses of 1,438 nurses working among military medical treatment facilities for factors influencing their intent to leave, as an indicator of potential turnover, or attrition. Materials and Methods: This study employed thematic analysis to investigate the qualitative responses from the 2016 and 2018 Military Nursing Practice Environment Surveys. The study was determined to be exempt from Institutional Review Board review through the Womack Army Medical Center's Human Research Protection Program. Results: Findings indicate that leadership and management (n = 647), staffing (n = 353), career opportunities (n = 345), staff outcomes (n = 247), culture (n = 153), quality of care (n = 99), patient care barriers (n = 86), non-patient care activities (n = 79), lack of formal professional development (n = 75), and area or care environment (n = 67) were among the top factors influencing staff nurse intent to leave, respectively. Conclusions: Our findings support the evaluation of retention strategies using implementation science for nurses and nurse resource personnel (e.g., nursing assistants, technicians, medics, and corpsman) to ensure a robust nursing work force throughout the MHS. Staff nurses and resource personnel working among military treatment facilities and embedded in units supporting combat and humanitarian missions ensure access to care and health promotion of the warfighter and all MHS beneficiaries. (Published by Oxford University Press on behalf of the Association of Military Surgeons of the United States 2024. This work is written by (a) US Government employee(s) and is in the public domain in the US.)
Databáze:	MEDLINE
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