Volume 16, Issue 2 (3-2026)
3 2026, 16(2): 35-45 |
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Jafari M, Khajezadeh A, Mobini F. عوامل مؤثر بر ماندگاری پرستاران: مرور روایتی تحلیلی عوامل فردی، سازمانی و ساختاری در سیستمهای سلامت بحرانی. 3 2026; 16 (2) :35-45
URL: http://ndhj.lums.ac.ir/article-1-464-en.html
URL: http://ndhj.lums.ac.ir/article-1-464-en.html
Abstract: (227 Views)
Background and Objectives: Nurse retention, a pivotal indicator of health system performance, refers to the capacity of healthcare organizations to attract, retain, and support clinical nursing staff. Declining nurse retention constitutes a systemic global challenge, leading to increased operational costs, diminished quality of care, and critical workforce shortages. This narrative review aims to analyze the multifaceted determinants of nurse retention within crisis-prone health systems, examining them through three interrelated lenses: individual, organizational, and structural levels.
Materials and Methods: Employing an analytical narrative review methodology, this study synthesized existing literature published between 2010 and 2024. Data were retrieved from PubMed, ScienceDirect, Ovid CINAHL, and Google Scholar using related keywords. Articles were selected based on predefined quality criteria. Following a rigorous screening process, 47 high-quality, relevant studies were ultimately included in the final analysis out of an initial pool of 842 publications.
Results: Key individual-level factors influencing retention include occupational burnout, age, and work-life balance. At the organizational level, determinants encompass organizational culture, workload intensity, and moral distress. Structural-level factors involve health policies, the societal status of nursing, and workforce migration patterns. In crisis-prone health systems, the interplay of these factors exacerbates nurse attrition, creating a self-reinforcing cycle of instability and decline.
Conclusion: Nurse retention is a multidimensional phenomenon requiring comprehensive, multilevel interventions. Efforts confined solely to the individual level are insufficient and ultimately ineffective. Policymakers must prioritize structural reforms enhancing the social prestige of nursing, improving working conditions, and implementing systemic policy changes to foster sustainable retention and strengthen health systems under duress.
Materials and Methods: Employing an analytical narrative review methodology, this study synthesized existing literature published between 2010 and 2024. Data were retrieved from PubMed, ScienceDirect, Ovid CINAHL, and Google Scholar using related keywords. Articles were selected based on predefined quality criteria. Following a rigorous screening process, 47 high-quality, relevant studies were ultimately included in the final analysis out of an initial pool of 842 publications.
Results: Key individual-level factors influencing retention include occupational burnout, age, and work-life balance. At the organizational level, determinants encompass organizational culture, workload intensity, and moral distress. Structural-level factors involve health policies, the societal status of nursing, and workforce migration patterns. In crisis-prone health systems, the interplay of these factors exacerbates nurse attrition, creating a self-reinforcing cycle of instability and decline.
Conclusion: Nurse retention is a multidimensional phenomenon requiring comprehensive, multilevel interventions. Efforts confined solely to the individual level are insufficient and ultimately ineffective. Policymakers must prioritize structural reforms enhancing the social prestige of nursing, improving working conditions, and implementing systemic policy changes to foster sustainable retention and strengthen health systems under duress.
Type of Study: Research |
Subject:
General
Received: 2025/09/2 | Accepted: 2026/02/16 | Published: 2026/03/1
Received: 2025/09/2 | Accepted: 2026/02/16 | Published: 2026/03/1
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