What makes experienced nurses stay in their position? A qualitative interview study

Abstract

Aim To explore which factors are important in experienced nurses’ intention to stay in the clinical setting and to learn which factors affect their job satisfaction. Background Nursing turnover is a challenge for health care quality outcomes, and retaining nursing expertise at the bedside is of great importance. Thus, we must understand why nurses choose to stay employed in their clinical settings. Method(s) Twenty‐eight nurses participated in a qualitative interview study. The data were analysed using inductive content analysis. Results The analysis revealed seven themes: being an experienced nurse, the importance of the speciality, management, professional challenges, good colleagues, balancing family and work–life and change in organisations. Conclusion(s) Many factors affect experienced nurses’ job satisfaction and their intention to stay in their jobs and the profession. The factors were not particularly linked to the nurses’ specialties. Nursing managers play a vital role in influencing these factors. Implications for nursing management This study contributes important knowledge useful for development of policies and strategies for nursing retention, hence contributing to the enhancement of nursing practice. Nursing managers need to consider their roles in retaining experienced nurses as this study underscores the importance of job satisfaction in the nurses’ intention to stay.

The relationship between resilience and intent to stay among Chinese nurses to support Wuhan in managing COVID‐19: The serial mediation effect of post‐traumatic growth and perceived professional benefits

“…Nearly half of the participants were post-90s nurses, and 52.5% of nurses' working experience was below ten years; thus, caring for COVID-19 patients is a highly stressful and difficult job for nurses. This finding is consistent with that of Loft and Jensen (Loft & Jensen, 2020) which indicates that nurses may feel uneasy about career challenges, so they may consider whether or not to stay in their job. Interestingly, recent evidence has shown that employees were using the experience of post-traumatic growth to rebuild their self-concept and raising a sense of openness and optimism about what they can do, which may prompt them to pursue new roles and vocations (Vogel & Bolino, 2020).…”

“…The more professional benefits nurses perceive, the stronger their intrinsic motivation. As a result, these nurses see nursing as a unique profession rather than a job, because it offers immersion and development opportunities, so that they would persist in their careers (Loft & Jensen, 2020;Wu et al, 2019). What leads to growth is not the rescue experience, but how the frontline nurses interpret and respond to this experience.…”

The work-life balance of general practitioners as a predictor of burnout and motivation to stay in the profession

“…Our results showed a positive connection between GPs` WLB and their motivation to stay in the profession, which matches with similar results in nurses and academics [ 30 , 31 ]. In addition, research on health professionals connect better WLB to a reduced intention to leave the job [ 32 , 33 ].…”

What school nurses strive to achieve for themselves in order to remain in practice: A qualitative study

“…

There seems to be a link between the goods nurses strive to achieve on their own behalf and their remaining in practice (Kristoffersen, 2019;Loft & Jensen, 2020). It has been reported that nurses who remain in practice want to create something good for themselves-they want to improve themselves as human beings to become better persons, indicating they are oriented towards themselves (Kristoffersen & Friberg, 2015).

…”