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Title:DEJAVNIKI, KI VPLIVAJO NA ODLOČITEV ZDRAVSTVENIH DELAVCEV ZA ZAMENJAVO POKLICNE POTI
Authors:ID Kolenc, Jaša (Author)
ID Laznik, Gorazd (Mentor) More about this mentor... New window
Files:.pdf DIP_Kolenc_Jasa_2025.pdf (1,42 MB)
MD5: 8CB06D3C393CD68C43BC375E1118CEA9
 
Language:Slovenian
Work type:Bachelor thesis/paper
Typology:2.11 - Undergraduate Thesis
Organization:UNM FZV - University of Novo mesto - Faculty of Health Sciences
Abstract:Teoretična izhodišča: Fluktuacija in pomanjkanje kadra v zdravstveni negi sta v svetu in Sloveniji velik problem, veliko je odhodov zaposlenih predvsem iz večjih ustanov. Večinoma je razlog za odhod prevelika obremenitev na zaposlenega, ki je posledica tudi kadrovske podhranjenosti v zdravstvenih ustanovah. Veliko zaposlenih se sooča s stresom na delovnem mestu, kar posledično lahko vodi v izgorelost, to pa v dodatno obremenjevanje že tako preobremenjenega kadra. K fluktuaciji prav gotovo ne pripomore dohodek zaposlenih, saj tisti na delovnih mestih z nižjo izobrazbo prejemajo zneske v bližini minimalne plače, zato se jih kar nekaj odloči za odhod na delovna mesta izven zdravstva, kjer so pogoji in plača boljši. Namen raziskave je bil ugotoviti najpogostejše dejavnike tveganja, ki vplivajo na odhod zaposlenih iz zdravstvene nege. Metoda: Raziskava je temeljila na kvantitativni raziskovalni metodi in deskriptivni metodi dela. Kot instrument smo uporabili anketni vprašalnik. Vzorec je bil namenski, v raziskavo smo vključili tako trenutno zaposlene v zdravstveni negi kot tudi tiste, ki so iz nje že odšli, a so v njej delali najmanj pet let. Raziskava je potekala od julija do septembra 2023. Rezultati: V raziskavi je sodelovalo 192 anketirancev, od tega je bilo 37 (19 %) moških in 155 (81 %) žensk. Večina anketirancev (80 %) je mlajša od 45 let, prevladujejo tisti z visokošolsko (38 %) in srednjo strokovno oz. splošno (33 %) izobrazbo. Glede na delovno dobo v zdravstveni negi pa prevladujejo tisti, ki imajo 5 do 10 in 11 do 20 let delovne dobe (obakrat po 36 %). Trinajst anketirancev (7 %) je odšlo iz zdravstvene nege. O odhodu je že razmišljalo oziroma razmišlja čedalje pogosteje kar 75 % anketirancev. Največkrat je bila kot velik ali zelo velik vzrok za odhod zaposlenega iz zdravstvene nege označena preobremenjenost z delom zaradi prevelike zahtevnosti dela (skupaj kar 84 %), sledijo prevelika odgovornost na posameznega zaposlenega (75 %), sistem napredovanj (73 %), sistem nagrajevanja (72 %), preobremenjenost v smislu nadurnega dela (70 %), delovni pogoji – materialna sredstva in prostor (64 %), osebni dohodek (61 %), medsebojni odnosi med zaposlenimi (55 %) in triizmenski oziroma neenakomeren delovnik (53 %). Najmanjkrat pa so bili kot velik ali zelo velik vzrok za odhod iz zdravstvene nege izbrani epidemija covida-19 (49 %) in odnosi s pacienti (29 %). Razprava: Izsledki raziskave kažejo na visoko stopnjo negativne fluktuacije, zaskrbljujoča je tudi potencialna fluktuacija, saj je o odhodu iz zdravstvene nege razmišljala velika večina anketirancev. Ključni dejavniki tveganja za odhod iz zdravstvene nege so preobremenjenost zaradi zahtevnosti dela, prevelike odgovornosti in nadurnega dela. Zaposleni za svoje zahtevno delo in delovno uspešnost niso ustrezno nagrajeni, pogrešajo možnosti za napredovanje, svoj profesionalni razvoj, razvrednotenje njihovega dela se kaže tudi v prenizkem osebnem dohodku. Pri anketirancih, ki niso več zaposleni v zdravstveni negi, so se kot ključni razlogi za odhod prav tako izkazali preobremenjenost zaradi zahtevnosti dela, prevelike odgovornosti in nadurnega dela.
Keywords:zdravstvena nega, dejavniki fluktuacije, pomanjkanje medicinskih sester, preobremenjenost, zadržanje medicinskih sester.
Year of publishing:2025
PID:20.500.12556/ReVIS-11989 New window
COBISS.SI-ID:246378243 New window
Publication date in ReVIS:19.07.2025
Views:230
Downloads:25
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Secondary language

Language:English
Title:INFLUENCING FACTORS FOR NURSING STAFF FOR CHANGING THEIR CAREER
Abstract:Theoretical Background: Staff fluctuation and shortages in nursing are significant issues both globally and in Slovenia, with high rates of employee departures, particularly from larger institutions. The main reason for leaving is often excessive workload, which is largely due to staff shortages in healthcare facilities. Many employees experience work-related stress, which can lead to burnout, further burdening an already overstretched workforce. Employee fluctuation is also increased by low salaries, especially among those with lower educational qualifications who often earn near the minimum wage. As a result, many choose to leave for jobs outside the healthcare sector that offer better working conditions and pay. The aim of this study was to identify the most common risk factors contributing to staff leaving the nursing profession. Method: The research was based on a quantitative approach and descriptive methodology. A structured questionnaire was used as the primary instrument. A purposive sample was selected, including both current nursing staff and former nurses who had worked in the profession for at least five years. The study was conducted from July to September 2023. Results: A total of 192 respondents participated in the study, of whom 37 (19%) were male and 155 (81%) female. Most respondents (80%) were under the age of 45, with the majority holding a higher education degree (38%) or secondary vocational/general education (33%). In terms of years of experience in nursing, the most common categories were 5–10 years and 11–20 years (both at 36%). Thirteen respondents (7%) had already left the nursing profession. An additional 75% reported having considered leaving or are increasingly thinking about doing so. The most frequently cited major or very significant reasons for leaving nursing were work overload due to the demanding nature of the job (84%), excessive individual responsibility (75%), the promotion system (73%), the reward system (72%), overtime-related workload (70%), working conditions—including material resources and workspace (64%), salary (61%), interpersonal relations among staff (55%), and irregular or shift-based working hours (53%). The least frequently cited reasons for leaving were the COVID-19 pandemic (49%) and relationships with patients (29%). Discussion: The findings indicate a high rate of negative staff fluctuation, as well as a concerning level of potential fluctuation, with the majority of respondents having considered leaving the profession. The key risk factors for leaving nursing include excessive workload due to job demands, high levels of responsibility, and frequent overtime. Employees feel inadequately rewarded for their demanding work and performance, lack opportunities for career advancement and professional development, and perceive their work as undervalued, which is also reflected in insufficient salaries. Among those who had already left the nursing profession, the primary reasons for departure were similarly excessive workload, high responsibility, and overtime.
Keywords:nursing, turnover factors, nursing staff shortage, workload, nurse retention.


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