Background: A core objective of the Australian health system is to provide high quality, safe health care that meets the\nneeds of all Australians. To achieve this, an adequate and effective workforce must support the delivery of care.\nWith rapidly changing health care systems and consumer demographics, demand for care is increasing and retention of\nsufficient numbers of skilled staff is now a critical priority to meet current and future health care demands. Nurses are\nthe largest cohort of professionals within the health workforce. Reducing the rates at which nurses leave the profession\nand supporting nurses to practice in their profession longer will have beneficial implications for the sustainability of a\nnursing workforce and, ultimately, to patient outcomes. The aim of the study was to describe and explain early career\nregistered nursesââ?¬â?¢ (ECRNs) experiences and support requirements during the first five years of practice for the purposes\nof identifying strategies that would support greater retention of ECRNs.\nMethods: A single case study design focused on early career registered nurses (ECRNs) working in a hospital\nand health service in northern Australia. The research team adopted Djukic et alââ?¬â?¢s definition of ECRNs as ââ?¬Å?RNs\nwho have practiced for less than 5 yearsââ?¬Â. Data was collected via three individual interviews and two focus\ngroups. Thirty-five ECRNs participated in the study.\nResults: Qualitative analysis of data generated during interviews and focus groups, identified the key themes of receiving\ncareer advice and choice or no choice. Analysis of study data in the context of the broader literature resulted\nin the researchers identifying six areas of focus for ECRN retention: 1) well-planned, supported and structured\ntransition periods; 2) consideration of rotation through different areas with a six month minimum for skills development;\n3) empowering decision making; 4) placement opportunities and choice in decisions of where to work; 5) career advice\nand support that considers ECRNsââ?¬â?¢ personalities and skills; and 6) encouragement to reflect on career choices.\nConclusions: Reducing turnover and improving retention relies on understanding the factors that influence nursesââ?¬â?¢\ndecisions to leave or remain within an organisation and the profession. Ensuring nurses in the current workforce remain\nengaged and productive, rather than leave the profession, is reliant on addressing factors that cause attrition and\nimplementing strategies that strengthen retention rates and workforce sustainability.
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