Soll ich bleiben oder soll ich gehen? Resilienz, Kündigungsabsicht und Arbeitszufriedenheit von Krankenpflegefachkräften auf Intensivstationen

Zusammenfassung

Ziel Die Bewältigung des weltweiten Mangels an Pflegekräften trägt zu den nationalen und internationalen Bemühungen bei, die Gesundheit und das Wohlbefinden der Weltbevölkerung zu sichern. Das Ziel dieses Beitrages besteht darin, auf die Bedeutung der Resilienz und dessen Einfluss auf die Kündigungsabsichten und die Arbeitszufriedenheit unter den aktuellen Herausforderungen von Krankenpflegefachkräften hinzuweisen.

Methodik Es handelt sich um ein Mixed-Methods-Design mit diplomierten Krankenpflegefachkräften auf Intensivstationen eines Universitätskrankenhauses in Österreich. In der ersten Phase der Datenerhebung wurden mittels qualitativen Fokusgruppeninterviews Daten zu den aktuellen Herausforderungen und Belastungen der Fachkräfte erhoben. Unter Bezugnahme auf relevante Literatur wurde im darauffolgenden Schritt eine quantitative Erhebung mit den Skalen Resilienz, Kündigungsabsicht und Arbeitszufriedenheit, unter allen Pflegefachkräften durchgeführt, um die Zusammenhänge der ausgewählten Variablen zu untersuchen. Darüber hinaus konnte mithilfe der konfirmatorischen Faktorenanalyse eine Datenstrukturierung der Resilienz Skala erzielt werden. Im Anschluss wurden die Zusammenhänge der Resilienz-Subfaktoren mit den anderen Variablen mittels einer weiterführenden Korrelations-, Regressions- und Mediationsanalyse untersucht.

Ergebnisse Die Ergebnisse zeigen negative Zusammenhänge hinsichtlich Resilienz und Kündigungsabsicht sowie in Bezug auf Arbeitszufriedenheit und Kündigungsabsicht. Demgegenüber korrelieren Arbeitszufriedenheit und Resilienz stark positiv miteinander. Der negative Zusammenhang zwischen Resilienz und Kündigungsabsicht differenzierter betrachtet insbesondere für die Faktoren „Zielfokussierung“ und „Stolz und Bindung“. Betrachtet man die beiden Faktoren und die dazugehörigen Items genauer, lässt sich eine Verbindung zur Berufsidentität bzw. zur organisationalen Identität erkennen.

Schlussfolgerungen Die Studie liefert wertvolle Erkenntnisse für Führungskräfte in der allgemeinen Gesundheitspraxis und für Entscheidungsträger*innen im Gesundheitswesen, um das Pflegepersonal in der medizinischen Grundversorgung effektiv zu führen, zu entwickeln und dadurch zu halten. Die Autorinnen argumentieren, dass die Förderung der Resilienz und die Stärkung der organisationalen Identität wesentliche Einflussfaktoren für eine höhere Arbeitszufriedenheit und eine Verringerung der Kündigungsabsicht des Pflegpersonals sind.

Abstract

Aim Addressing the global nursing shortage is crucial to both national and international public health efforts. This paper aims to highlight the importance of resilience and its impact on primary care nurses' job satisfaction and intentions to quit, especially in the face of current challenges.

Methods The study utilized a mixed methods design involving nurses in intensive care units of a university hospital in Austria. In the first phase of data collection, qualitative focus group interviews were conducted to gather insights on the current challenges and stressors faced by nursing professionals. Building on relevant literature, a quantitative survey was then administered to all nurses, using scales measuring resilience, intention to quit, and job satisfaction in order to examine the relationships between these variables. In addition, a data structuring of the resilience scale by factors was achieved with the help of confirmatory factor analysis. Subsequently, the correlations of the resilience factors with the other variables were examined by means of an additional correlation, regression and mediation analysis.

Results The results showed negative correlations with regard to resilience and intention to quit as well as with regard to job satisfaction and intention to quit. In contrast, job satisfaction and resilience correlated significantly positively with each other. The negative correlation between resilience and the intention to quit was confirmed, but only for the factors “goal focus” and “pride and commitment”. A closer examination of the two factors and their associated items revealed a connection to both professional identity and organizational identity.

Conclusion This study provides valuable insights for health care leaders and health care decision makers to effectively lead, develop, and thereby retain primary care nurses. The authors argue that improving resilience and strengthening organizational identity are important influencing factors in increasing job satisfaction and reducing nurses’ intention to quit.

Schlüsselwörter

Resilienz - Arbeitszufriedenheit - Kündigungsabsicht - Krankenpflegefachkräfte - mixed-methods-design

Keywords

resilience - job satisfaction - intention to quit - nursing professionals - mixed methods design

Publication History

Received: 21 September 2023

Accepted after revision: 13 August 2024

Article published online:
01 October 2024

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