Safeguarding the retention of nurses: A systematic review on determinants of nurse's intentions to stay

Abstract

Aim To explore factors that influence registered nurses' intention to stay working in the healthcare sector. Design A systematic review and narrative synthesis. Methods CINAHL, Medline and Cochrane library databases were searched from Jan 2010 to Jan 2022 inclusive and research selected using a structured criterion, quality appraisal and data extraction and synthesis were guided by Campbell's Synthesis Without Meta‐analysis. Results Thirty‐four studies identified that nurses stay if they have job satisfaction and/or if they are committed to their organizations. The factors permeating these constructs weigh differently through generations and while not an infallible explanation, demonstrate stark differences in workplace needs by age, which influence the intention to stay, job satisfaction, organizational commitment and ultimately nurse turnover. Public Contribution Environmental, relational and individual factors have bearing on improving nurse satisfaction and commitment. Understanding why nurses stay through a generational behavioural and career stage lens can bolster safeguarding nurse retention.

Dynamic duo

“…The COVID-19 pandemic posed unprecedented challenges for the healthcare sector, especially for ICUs, which experienced dramatic increases in nurse turnover because of the increase in workload, stress, and burnout 18. Current literature describes several factors that influence nurse retention, such as organizational culture, leadership style, professional development, and peer support 2,4,7,18. This project contributes to the literature by demonstrating the feasibility and effectiveness of a collaborative and comprehensive onboarding and orientation process for new hires.…”

“…18 Current literature describes several factors that influence nurse retention, such as organizational culture, leadership style, professional development, and peer support. 2,4,7,18 This project contributes to the literature by demonstrating the feasibility and effectiveness of a collaborative and comprehensive onboarding and orientation process for new hires. Future studies should investigate the transferability and scalability of…”

“…Nurse managers and clinical nurse educators play a crucial role in navigating the turbulent waters of high nurse turnover 4-7. Nurse managers bring operational expertise, and a deep understanding of the intricacies of the work environment 4,6,7.…”

“…Nurse managers and clinical nurse educators play a crucial role in navigating the turbulent waters of high nurse turnover. [4][5][6][7] Nurse managers bring operational expertise, and a deep understanding of the intricacies of the work environment. 4,6,7 Clinical nurse educators bring a wealth of knowledge in clinical education and training methodologies and have keen insights into the evolving learning needs of nursing staff.…”

Differences in shift and work‐related patterns between metropolitan and regional/rural healthcare shift workers and the occupational health and safety risks

“…This is similar to other studies that have shown that younger workers, combined with less years' experience, were more likely to think about the likelihood of being called compared to older adults. 48 Additionally, there is a 'survivor' bias amongst shift workers, 50,51 with workers who cannot cope with shift work typically not continuing in the profession. Therefore, those that continue are usually older, more experienced and have been able to adapt to working shift work and managing on-call schedules.…”