Preceptorship as part of the recruitment and retention strategy for nurses? A qualitative interview study

Abstract

Aim To explore aspects that are important for the integration of preceptorship and processes for recruitment and retention of nurses. Background The shortage of nurses is a global concern that has a major impact on health care systems around the world. However, earlier research has not considered whether preceptorship of nursing students can be an integral part of recruitment and retention of nurses. Method A descriptive design with a qualitative approach was used. Semi‐structured interviews were conducted with ten preceptors and six ward managers in different health care specialties in Sweden. Results Three aspects were found central for integrating preceptorship with recruitment and retention: perceptions of preceptorship, the organisation of preceptorship and the way preceptorship operates in relation to recruitment and retention strategies. Conclusion The findings suggest that preceptorship and recruitment strategies could both benefit from being integrated. Implications for Nursing Management It is central for nursing managers to develop organisational practices that enable the integration of preceptorship with recruitment and retention of nurses. This could increase the quality of both preceptorship and the work environment in general.

Evaluation of current Allied Health Professional (AHP) preceptorship programmes: a mixed method UK study

“…Comparisons to nursing preceptorship studies reveal similar ndings to building professional con dence and reducing stress [19,20], the need to improve access to programmes a need for a cultural/organisational level of support for preceptorship programmes 19,22,20] and that preceptors needed support themselves [23,20]. In addition, nursing preceptor studied have reported concerns about staff attrition rates in the absence effective preceptorship programmes [21,24,22] and impressed need for preceptorship programmes to evolve in light of changes of working from pandemic [25]. A theme identi ed from one healthcare review, but not in the ndings our study was that group programmes had a greater impact on individuals, compared those using a one-to-one preceptorship model [26].…”

Factors influencing the behavior of bystanders to workplace bullying in healthcare—A qualitative descriptive interview study

“…This finding may be connected to the shortage of nurses and physicians and the high turnover rate, which has been issued in the sector for years (Jönsson et. al., 2021).…”

“…Here, respondents' feelings of being "forced" to move to another workplace despite enjoying their current workplace and working with patients, were experienced as frustrating. This finding may be connected to the shortage of nurses and physicians and the high turnover rate, which has been issued in the sector for years (Jönsson et. al., 2021).…”

“…Nurses have also reported that workplace bullying negatively affects patient safety and contributes to medication and treatment errors (Oh et al, 2016; Wright & Khatri, 2015). Given the shortage of nurses and physicians and high turnover rates in the healthcare sector (Jönsson et al, 2021), it is important to elucidate the factors involved in bullying to create a safe and inclusive work environment.…”

Factors affecting nurses' retention in Iranian hospitals

“…Retaining skilled personnel is a complex challenge for the health system in all countries (Jönsson et al, 2021). According to World Health Organization (WHO), the stability of the workforce, especially the nursing workforce, is a global necessity and priority for meeting the needs of the health sector (Efendi et al, 2019; Kerzman et al, 2020).…”