The future of nursing: attrition, innovation, and the path ahead

Abstract

The future of nursing: attrition, innovation, and the path ahead C urrently, the nursing profession is facing a global crisis, exacerbated by the deep disillusionment experienced by nurses following the COVID-19 era. Nurses had anticipated significant advancements in terms of better working conditions, increased staffing levels, enhanced professional recognition, and improved compensation. However, these expectations have largely gone unmet, leading to profound concerns within the profession. Coinciding with these concerns, International Nurses Day 2024, observed on May 12, has adopted the theme "Our nurses. Our future. The economic power of care." 1 This occasion offers a pivotal opportunity to reflect on the status of nurses, their expectations, and the economic power of nursing care in addressing global health challenges. In response, the International Council of Nurses (ICN) has introduced the Charter for Change, which includes 10 policy actions underscoring that strategic investments in nursing can yield significant economic and social benefits. 1 Now, more than ever, it is crucial to acknowledge the significant economic contribution that nursing makes to the field of health care and to society at large. 1 These recommendations are in line with the globally recognized issue of nursing attrition. Studies indicate that turnover rates among nurses may exceed 40%, and are particularly evident in those with less than three years' postgraduate experience. 2,3 For instance, a 2013 cross-sectional study conducted across 10 European countries found that 9% of the nurses intended to leave the profession, ranging from 5% to 17% across different countries. 4 A scoping review in this issue of JBI Evidence Synthesis identifies the individual and environmental factors that influence registered nurses' and midwives' decisions to stay or leave their professions. 3 The review reveals that factors such as professional self-image, identity, pride in the profession, support from nurse managers, and the transition from academia to practice are crucial for retaining newly qualified professionals. 3 Another recently published review highlights the primary factors influencing newly graduated registered nurses' intention to leave: demographic variables (eg, age, educational level, years of experience, professional title, employment status, health status,