Open AccessThe influence of simulation in predicting intent to stay, among critical care nurses
Author(s) -
Sandra Goldsworthy
Publication year - 2021
Publication title -
the canadian journal of critical care nursing
Language(s) - English
Resource type - Journals
eISSN - 2563-8998
pISSN - 2368-8653
DOI - 10.5737/23688653-322513
Subject(s) - workforce , nursing , incentive , intervention (counseling) , critical care nursing , variance (accounting) , multilevel model , evidence based practice , psychology , attrition , medicine , health care , business , computer science , alternative medicine , accounting , dentistry , pathology , machine learning , economics , microeconomics , economic growth
Aim: This paper will present a study, which tested a theoretical Critical Care Nurse Retention model and mechanisms that may influence intent to stay in the organization, unit and nursing profession. Background: The current international nursing shortage is worsening and is particularly acute in critical care settings. There is a rapidly aging nursing workforce and at the same time a significant shortfall in the number of new graduates to replace the large numbers of retiring nurses. Intensive care units have been shown to have the highest turnover rates and there is limited scientific evidence on how to retain critical care nurses. One of the most commonly listed incentives for nurses is organizational support in the form of access to educational opportunities and career development. Design: A quasi-experimental longitudinal design was used in a random sample of 363 critical care nurses from multiple hospital sites in Ontario. Method: The 374-hour intervention included an online component, high-fidelity simulation, and a preceptored clinical component. Data Analysis: ANCOVA and hierarchical regression were used to analyze the hypothesized model. Results: Findings showed the professional development intervention had a direct effect on intent to stay in the unit and intent to stay in the profession. Final analysis revealed that the model explained 23% of the variance in intent to stay in the profession. Conclusion: This research provides new evidence supporting the relevance and importance of investing in professional development opportunities and its subsequent impact on intent to stay.