Factors influencing the turnover of nurses in French intensive care unit—A multicenter interview survey
•Nurses’ retention and turnover is a major healthcare issue.•The median time spent by an ICU nurse in their unit is 5.8 years.•Nurses mainly follow their careers with conventional nurse work or specialization.•Occurrences of pregnancy, burnout, and belonging to Generation Y or Z were associated with...
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| Vydané v: | Anaesthesia critical care & pain medicine Ročník 44; číslo 1; s. 101460 |
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| Hlavní autori: | , , , , , , |
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| Jazyk: | English |
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France
Elsevier Masson SAS
01.01.2025
Elsevier Masson |
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| Abstract | •Nurses’ retention and turnover is a major healthcare issue.•The median time spent by an ICU nurse in their unit is 5.8 years.•Nurses mainly follow their careers with conventional nurse work or specialization.•Occurrences of pregnancy, burnout, and belonging to Generation Y or Z were associated with the nurse leaving the ICU.
Nurse retention is a major concern in healthcare settings, especially among intensive care units (ICU), in which nurses are highly specialized. The objective was to describe the nurse courses after their entrance into the ICU, their motivation for leaving the ICU, and to identify the independent factors that influenced the nurse resignation from their units.
In 3 different centers, every ICU nurse working between 2013 and 2023 was telephonically contacted and was asked to describe their career and, when appropriate, the reasons that influenced their resignation from their units; they rated on a Likert scale of 14 factors that influenced their decision.
Among the 405 nurses who worked in these ICUs between 2013 and 2023, 265 (65.0%) were included in the study, and 93 (35.1%) were still working in their unit. The median time of professional experience of the nurses in their ICU was 5.8 [5.0–7.0] years, and at 10 years, 26.3% [20.4–33.9] of the nurses remained in their unit, 23.8% [17.3–32.8] left the ICU but were still in-hospital nurses, and 22.4% [15.8–31.7] underwent specialization. A minority of nurses resigned and changed their careers (9.5% [5.3–17.0]). The main factors influencing the nurse’s resignation from their unit were belonging to Generation Y or Z (HR 1.89 [1.35;2.64]), experiencing symptoms of burnout (2.37 [1.63;3.46]), and pregnancy during the ICU (1.77 [1.41;2.23]). The COVID-19 period was inconsistently associated with nurse resignation depending on the center. The main motivations to leave the unit were organizational (variability of schedule, night shift), personal (willingness to change, personal event), and related to the ICU workload.
Nurse retention is an increasing concern, associated with the generational aspects and increased prevalence of burnout. Structural changes will have to be made to reduce the turnover. |
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| AbstractList | Nurse retention is a major concern in healthcare settings, especially among intensive care units (ICU), in which nurses are highly specialized. The objective was to describe the nurse courses after their entrance into the ICU, their motivation for leaving the ICU, and to identify the independent factors that influenced the nurse resignation from their units.BACKGROUNDNurse retention is a major concern in healthcare settings, especially among intensive care units (ICU), in which nurses are highly specialized. The objective was to describe the nurse courses after their entrance into the ICU, their motivation for leaving the ICU, and to identify the independent factors that influenced the nurse resignation from their units.In 3 different centers, every ICU nurse working between 2013 and 2023 was telephonically contacted and was asked to describe their career and, when appropriate, the reasons that influenced their resignation from their units; they rated on a Likert scale of 14 factors that influenced their decision.METHODSIn 3 different centers, every ICU nurse working between 2013 and 2023 was telephonically contacted and was asked to describe their career and, when appropriate, the reasons that influenced their resignation from their units; they rated on a Likert scale of 14 factors that influenced their decision.Among the 405 nurses who worked in these ICUs between 2013 and 2023, 265 (65.0%) were included in the study, and 93 (35.1%) were still working in their unit. The median time of professional experience of the nurses in their ICU was 5.8 [5.0-7.0] years, and at 10 years, 26.3%[20.4-33.9] of the nurses remained in their unit, 23.8% [17.3-32.8] left the ICU but were still in-hospital nurses, and 22.4% [15.8-31.7] underwent specialization. A minority of nurses resigned and changed their careers (9.5% [5.3-17.0]). The main factors influencing the nurse's resignation from their unit were belonging to Generation Y or Z (HR 1.89 [1.35;2.64]), experiencing symptoms of burnout (2.37 [1.63;3.46]), and pregnancy during the ICU (1.77 [1.41;2.23]). The COVID-19 period was inconsistently associated with nurse resignation depending on the center. The main motivations to leave the unit were organizational (variability of schedule, night shift), personal (willingness to change, personal event), and related to the ICU workload.RESULTSAmong the 405 nurses who worked in these ICUs between 2013 and 2023, 265 (65.0%) were included in the study, and 93 (35.1%) were still working in their unit. The median time of professional experience of the nurses in their ICU was 5.8 [5.0-7.0] years, and at 10 years, 26.3%[20.4-33.9] of the nurses remained in their unit, 23.8% [17.3-32.8] left the ICU but were still in-hospital nurses, and 22.4% [15.8-31.7] underwent specialization. A minority of nurses resigned and changed their careers (9.5% [5.3-17.0]). The main factors influencing the nurse's resignation from their unit were belonging to Generation Y or Z (HR 1.89 [1.35;2.64]), experiencing symptoms of burnout (2.37 [1.63;3.46]), and pregnancy during the ICU (1.77 [1.41;2.23]). The COVID-19 period was inconsistently associated with nurse resignation depending on the center. The main motivations to leave the unit were organizational (variability of schedule, night shift), personal (willingness to change, personal event), and related to the ICU workload.Nurse retention is an increasing concern, associated with the generational aspects and increased prevalence of burnout. Structural changes will have to be made to reduce the turnover.CONCLUSIONNurse retention is an increasing concern, associated with the generational aspects and increased prevalence of burnout. Structural changes will have to be made to reduce the turnover. •Nurses’ retention and turnover is a major healthcare issue.•The median time spent by an ICU nurse in their unit is 5.8 years.•Nurses mainly follow their careers with conventional nurse work or specialization.•Occurrences of pregnancy, burnout, and belonging to Generation Y or Z were associated with the nurse leaving the ICU. Nurse retention is a major concern in healthcare settings, especially among intensive care units (ICU), in which nurses are highly specialized. The objective was to describe the nurse courses after their entrance into the ICU, their motivation for leaving the ICU, and to identify the independent factors that influenced the nurse resignation from their units. In 3 different centers, every ICU nurse working between 2013 and 2023 was telephonically contacted and was asked to describe their career and, when appropriate, the reasons that influenced their resignation from their units; they rated on a Likert scale of 14 factors that influenced their decision. Among the 405 nurses who worked in these ICUs between 2013 and 2023, 265 (65.0%) were included in the study, and 93 (35.1%) were still working in their unit. The median time of professional experience of the nurses in their ICU was 5.8 [5.0–7.0] years, and at 10 years, 26.3% [20.4–33.9] of the nurses remained in their unit, 23.8% [17.3–32.8] left the ICU but were still in-hospital nurses, and 22.4% [15.8–31.7] underwent specialization. A minority of nurses resigned and changed their careers (9.5% [5.3–17.0]). The main factors influencing the nurse’s resignation from their unit were belonging to Generation Y or Z (HR 1.89 [1.35;2.64]), experiencing symptoms of burnout (2.37 [1.63;3.46]), and pregnancy during the ICU (1.77 [1.41;2.23]). The COVID-19 period was inconsistently associated with nurse resignation depending on the center. The main motivations to leave the unit were organizational (variability of schedule, night shift), personal (willingness to change, personal event), and related to the ICU workload. Nurse retention is an increasing concern, associated with the generational aspects and increased prevalence of burnout. Structural changes will have to be made to reduce the turnover. Nurse retention is a major concern in healthcare settings, especially among intensive care units (ICU), in which nurses are highly specialized. The objective was to describe the nurse courses after their entrance into the ICU, their motivation for leaving the ICU, and to identify the independent factors that influenced the nurse resignation from their units. In 3 different centers, every ICU nurse working between 2013 and 2023 was telephonically contacted and was asked to describe their career and, when appropriate, the reasons that influenced their resignation from their units; they rated on a Likert scale of 14 factors that influenced their decision. Among the 405 nurses who worked in these ICUs between 2013 and 2023, 265 (65.0%) were included in the study, and 93 (35.1%) were still working in their unit. The median time of professional experience of the nurses in their ICU was 5.8 [5.0-7.0] years, and at 10 years, 26.3% [20.4-33.9] of the nurses remained in their unit, 23.8% [17.3-32.8] left the ICU but were still in-hospital nurses, and 22.4% [15.8-31.7] underwent specialization. A minority of nurses resigned and changed their careers (9.5% [5.3-17.0]). The main factors influencing the nurse's resignation from their unit were belonging to Generation Y or Z (HR 1.89 [1.35;2.64]), experiencing symptoms of burnout (2.37 [1.63;3.46]), and pregnancy during the ICU (1.77 [1.41;2.23]). The COVID-19 period was inconsistently associated with nurse resignation depending on the center. The main motivations to leave the unit were organizational (variability of schedule, night shift), personal (willingness to change, personal event), and related to the ICU workload. Nurse retention is an increasing concern, associated with the generational aspects and increased prevalence of burnout. Structural changes will have to be made to reduce the turnover. Nurse retention is a major concern in healthcare settings, especially among intensive care units (ICU), in which nurses are highly specialized. The objective was to describe the nurse courses after their entrance into the ICU, their motivation for leaving the ICU, and to identify the independent factors that influenced the nurse resignation from their units. Highlights•Nurses’ retention and turnover is a major healthcare issue. •The median time spent by an ICU nurse in their unit is 5.8 years. •Nurses mainly follow their careers with conventional nurse work or specialization. •Occurrences of pregnancy, burnout, and belonging to Generation Y or Z were associated with the nurse leaving the ICU. |
| ArticleNumber | 101460 |
| Author | Friggeri, Arnaud Vivier, Emmanuel Bras, Marlene Wallet, Florent Vacheron, Charles-Hervé Manzon, Cyril Caillet, Anaelle |
| Author_xml | – sequence: 1 givenname: Charles-Hervé orcidid: 0000-0003-1575-5847 surname: Vacheron fullname: Vacheron, Charles-Hervé email: charles-herve.vacheron@chu-lyon.fr organization: Département d’Anesthésie Réanimation, Centre Hospitalier Lyon Sud, Hospices Civils de Lyon, Lyon, France – sequence: 2 givenname: Marlene surname: Bras fullname: Bras, Marlene organization: Soins Intensifs Neuro-Vasculaire, Hopital Pierre Wertheimer, Hospices Civils de Lyon, Lyon, France – sequence: 3 givenname: Arnaud orcidid: 0000-0003-4687-2173 surname: Friggeri fullname: Friggeri, Arnaud organization: Département d’Anesthésie Réanimation, Centre Hospitalier Lyon Sud, Hospices Civils de Lyon, Lyon, France – sequence: 4 givenname: Cyril surname: Manzon fullname: Manzon, Cyril organization: Service de Réanimation, Medipôle Lyon Villeurbanne, Villeurbanne, France – sequence: 5 givenname: Emmanuel surname: Vivier fullname: Vivier, Emmanuel organization: Service de Réanimation, Saint Luc Saint Joseph, France – sequence: 6 givenname: Anaelle surname: Caillet fullname: Caillet, Anaelle organization: Département d’Anesthésie Réanimation, Centre Hospitalier Lyon Sud, Hospices Civils de Lyon, Lyon, France – sequence: 7 givenname: Florent surname: Wallet fullname: Wallet, Florent organization: Département d’Anesthésie Réanimation, Centre Hospitalier Lyon Sud, Hospices Civils de Lyon, Lyon, France |
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| Keywords | Job satisfaction Burnout syndrome Nurse retention Intensive care unit |
| Language | English |
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| Snippet | •Nurses’ retention and turnover is a major healthcare issue.•The median time spent by an ICU nurse in their unit is 5.8 years.•Nurses mainly follow their... Highlights•Nurses’ retention and turnover is a major healthcare issue. •The median time spent by an ICU nurse in their unit is 5.8 years. •Nurses mainly follow... Nurse retention is a major concern in healthcare settings, especially among intensive care units (ICU), in which nurses are highly specialized. The objective... |
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| SubjectTerms | Adult Anesthesia Burnout syndrome Burnout, Professional COVID-19 Critical Care Nursing Female France Humans Intensive care unit Intensive Care Units Interviews as Topic Job Satisfaction Life Sciences Male Middle Aged Motivation Nurse retention Nurses Nursing Staff, Hospital Nursing Staff, Hospital - psychology Personnel Turnover Personnel Turnover - statistics & numerical data Santé publique et épidémiologie SARS-CoV-2 Surveys and Questionnaires |
| Title | Factors influencing the turnover of nurses in French intensive care unit—A multicenter interview survey |
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