Newcomer nurses' organisational socialisation and turnover intention during the first 2 years of employment

The aim of this study was to determine which organisational socialisation contents affect turnover intention in newcomer nurses within their first 2 years of employment.

Strategies to decrease turnover are a priority for improving organisational stability, reducing costs and enhancing effective nursing care.

A cross-sectional design was employed, and standardised scales were used. The sample was divided into three groups: 0-6, 7-12 and 13-24 months of employment. Regression analyses were performed.

A total of 156 Italian nurses participated in this study. In the 0-6 months group (model 1), the main factors that decreased turnover intention were competence acquisition (β = -0.42, P < 0.01) and comprehension of organisational rules (β = -0.38, P < 0.01). In the 7-12 months group (model 2), workgroup integration was relevant (β = -0.33, P = 0.02) and in the second year (model 3), the main factor was opportunities for professional development (β = -0.30, P = 0.05).

Newcomer nurses were sensitive to different organisational socialisation contents over time. This result supports planning different on-boarding strategies to enhance organisational socialisation success and to improve nurse retention.

Useful strategies to improve retention include enhancing task mastery and workgroup integration at the ward level and a professional development plan at the organisational level.