Flexibility That Retains: How Scheduling Practices Influence Nurses' Decisions to Stay

Nurse retention is a pressing issue globally, particularly in Jordan, where governmental hospitals face significant challenges in maintaining a stable nursing workforce.

This study aims to investigate the relationship between NMs' scheduling flexibility and nurse retention.

A cross-sectional correlational study was conducted involving 155 nurses from five governmental hospitals across Jordan. Data were collected from 1 October-1 November, 2024 using the Work Schedule Flexibility Survey (WSFS) and the Revised Casey-Fink Nurse Retention Survey.

Nurses reported low levels of scheduling flexibility (M = 1.52, SD = 0.28) and retention factors (M = 49.9, SD = 10.5). Scheduling flexibility was positively correlated with job retention (r = 0.79, p < 0.01). Age and years of nursing experience were significant positive predictors of retention, whereas excessive night shifts, increased workload, and demanding work schedules were significant negative predictors.

Improving scheduling flexibility, reducing workload, and strengthening managerial support may enhance nurse retention. This study provides context-specific evidence from Jordanian nurses to inform workforce policies and sustainable retention strategies in health care.

Flexible scheduling is an important nursing management strategy that enhances nurses' job satisfaction and well-being. Since high turnover rates remain a global challenge, nurse managers should promote flexible work arrangements to improve work-life balance, reduce burnout, and strengthen staff retention. Such practices can also enhance organizational commitment and quality of patient care.