With increasing medical technology
demands, increased acuity
of patients, and the complex phenomena
of the nursing shortage,
retaining experienced nursing staff
at the bedside is of utmost importance
(Aiken et al, 2002). Medicalsurgical
nurses may benefit from a
recognition that perceptions of the
workplace appear to cause some
RNs to leave nursing. Recognizing
when colleagues appear to be distressed,
frustrated, or socially isolated,
especially as new RNs, may
help retain future nurses. Effective
mentoring programs that fully support
the transition into nursing
practice from both professional and
social development perspectives
may ease this transition, and assist
in long-term retention strategies.
Developing cultures that embrace
diversity, have a zero tolerance policy
for HH, and provide support networks
for nurses experiencing emotional
distress may enhance retention
of the nurse in clinical practice.
This study provides broad conceptualizations
of why nurses
leave clinical practice. Exploring
these concepts in more detail is
necessary and will benefit every
nurse, every patient, and every
family, and ultimately improve
quality of care