How local, first‐line nurse leaders can positively influence nurse intent to stay and retention: A realist review

Abstract

Aims and ObjectivesTo explore evidence on how local nurse leaders can positively influence nurse retention.BackgroundNurse turnover and retention is a wicked problem with multiple interrelated factors and no one solution. Local nurse leadership has the potential to positively influence nurse intent to stay directly or via various factors.DesignA realist review.MethodsHaving designed a search strategy based on a tentive programme theory, 1386 initial hits in three databases were screened and reduced to 48 research articles published between 2010–2021. The articles' content were coded for findings that supported, refined or contradicted four ContextMechanismOutcome configurations.ResultsSufficient evidence was found to support four guiding lights encouraging local nurse leaders to: (1) foster relational connectedness; (2) enable professional practice autonomy; (3) cultivate healthful workplace cultures; (4) support professional growth and development. Mutuality and reciprocity is also key if leaders themselves are to experience wellbeing and growth.ConclusionsPerson‐centred, transformational and resonant local nurse leaders can positively influence nurse intent to stay within the workplace or organisation.Reporting MethodConform JCN guideline ‘What to cover in the main tekst by article type’ for reviews.Patient or Public ContributionNo Patient or Public Contribution.

Practical evidence-based strategies for nurse retention allow front-line leaders to meet the needs of nurses on their units

“…This realist review4 drew on literature from Europe, North America, Australia and New Zealand that reported findings related to job intentions. Following literature searches and reviews, data from 48 research studies were extracted, coded and synthesised.…”

Bridging Educational Grant in Nursing (BEGIN) students’ intentions for retention in long-term, home and community care: A survey protocol

“… 29 A recent realist review encompassing 48 research articles suggested relational connectedness, fostered by nurse leaders, may positively influence nurse intentions for retention. 30 In this instance, connectedness stemmed from supportive relationships, which cultivate respect, appreciation and a sense of sharing in something larger than oneself. 30 This desire for impact and human connectedness may also affect nursing students’ workplace sector considerations postgraduation; however, to our knowledge, this has not previously been quantified with intentions for retention in LTC and HCC.…”

“… 30 In this instance, connectedness stemmed from supportive relationships, which cultivate respect, appreciation and a sense of sharing in something larger than oneself. 30 This desire for impact and human connectedness may also affect nursing students’ workplace sector considerations postgraduation; however, to our knowledge, this has not previously been quantified with intentions for retention in LTC and HCC. Other factors, such as higher work engagement, more educational opportunities, positive practice environment, meaningfulness of work, career commitment and professional pride, have been suggested to impact nurses’ intentions for retention in both LTC and HCC.…”

Relationship between shift assignments, organizational justice, and turnover intention: A cross‐sectional survey of Japanese shift‐work nurses in hospitals

“…Preventing turnover and maintaining the workforce are essential for providing appropriate nursing care. Turnover intention is a predictor of turnover behavior (Cardiff et al, 2023;Marufu et al, 2021;Takase, 2010). Therefore, it is necessary to manage the workplace in a manner that prevents turnover intentions among nurses.…”