Factors Affecting the Early Resignation of Newly Employed Nurses: A prospective observational study
Seunghyeon Cho, Kyung Wook Kang, Hyeonjun Kim, Inho Jung, Sunjin Jung, JiHwan Kim, Won-Ju ParkAbstract
Background
Nurse resignation is a major issue in global healthcare systems. Nurses experience health problems due to irregular night shift work and excessive work demands. This study investigated the association between initial factors at the start of employment and the early resignation of newly employed nurses at two university hospitals.
Methods
This study conducted a prospective follow-up of 641 new nurses for 6 months. Data on sleep problems, depression, anxiety, and stress-related factors were collected during job orientation. Early resignation was defined as voluntary resignation within 6 months of starting work. Multiple logistic regression analysis was conducted to identify significant factors.
Results
The mean age of participants was 23.7 years, and most were female (86.6%). During the 6-month follow-up, 243 nurses (37.9%) resigned. Nurses who resigned early were slightly older and reported higher baseline levels of perceived stress, depression, and anxiety, as well as fewer stress-relievers. Early resignation was also more frequent among participants with perceived socioeconomic vulnerability (PSV). In adjusted analyses, high perceived stress (adjusted odds ratio [aOR], 2.203; 95% confidence interval [CI], 1.088–4.459; P = 0.028) and PSV (aOR, 1.622; 95% CI, 1.162–2.264; P = 0.005) remained independently associated with early resignation. Depression and fewer stress-relievers were associated with early resignation in crude analyses.
Conclusion
Voluntary early resignation was more common among newly employed nurses who reported high perceived stress and PSV before starting work. High perceived stress and PSV served as independent predictors of early resignation, while depression and limited stress-relief resources may represent additional potential risk factors during the early transition period. Early stress assessment, mental health–oriented support, and tailored educational interventions for new nurses may help reduce early resignation rates.