介護サービス事業所に勤務する看護職の職業継続意思

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  • Iintention of nurses to continue working in long-term care establishments

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Abstract

【目的】介護サービス事業所における看護職の職業継続意思の実態を明らかにする. 【方法】Ａ県介護サービス事業所529施設の看護職を対象に横断的質問紙調査を実施し，回答の得られた305（有効回答率57.7%）を分析対象とした． 【結果】継続意思あり67.2%，なし32.8% であった．転職を希望する理由は，勤務体制の不満が最も多く，次いで施設看護の難しさ，健康上の理由が多かった．継続意思がなかった者は，こころの健康状態がよくない，身体的健康状態がよくない，仕事以外の悩みあり，他職種間協力なし，スタッフ間の情報交換なし，上司が要望をきいてくれない，施設管理・ケアの指導マニュアルを知らない，職場外での認知症研修受講なしと答えた者が多かった． 【結論】対象者の約３割は職業継続意思がなかった．職員の職場定着への対策として，個人の健康，職員間の良好な関係，施設管理・認知症を含めたケアの理解促進等，労働環境及び教育体制整備の重要性が示唆された． Purpose: To clarify the actual status in regard to the intention of nurses to continue working in long-term care establishments. Methods: An anonymous questionnaire cross-sectional survey was conducted of nurses working in 529 long-term care establishments in prefecture A, and 305 valid responses were retrieved (valid response rate: 57.7%). Results: The percentages of respondents with and without the intention to continue were 70.6% and 29.3%, respectively. The most common reason for desiring a career change was dissatisfaction with the working conditions, followed by difficulty in providing institutional care, and concerns about one’s own health. The most common reasons for the lack of intention to continue were “unfavorable mental health status,” “unfavorable physical health,” “worries besides work,” “no cooperation with other professionals,” “no exchange of information among staff members,” “superiors not listening to requests,” “no knowledge of the guidance manuals for institutional care management,” and “have never attended training on dementia care outside the workplace.” Conclusions: About 30% of respondents indicated a lack of intention to continue. These results suggest the importance of improving the working environment and training systems (e.g., individual health, good relationships among staff members, and promotion of understanding of institutional care management, including dementia care) as measures for securing a sustainable workforce in the long-term care sector.

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