Determining the Key Factors Affecting the Success of Nurse Retention Strategies in Hospital Setting: Basis for Policy Enhancement

This study determined key factors affecting the success of nurse retention strategies in a hospital setting and served as the basis for policy enhancement. Using a quantitative descriptive-correlational design, the study assessed nurse retention strategies currently implemented in the hospital and the perceived effectiveness of these strategies among 92 nurses. Data were collected through a structured questionnaire with good to excellent internal consistency, as reflected by Cronbach’s alpha coefficients of 0.843 for implemented nurse retention strategies and 0.974 for perceived effectiveness. Descriptive statistics and Pearson product-moment correlation were used to analyze the data. Findings showed that nurse retention strategies were generally perceived as insufficiently implemented, with an overall mean of 2.361, interpreted as Disagree. Financial and compensation-based strategies, work environment and well-being strategies, leadership and organizational support, and professional development and advancement strategies were all perceived as inadequately implemented. However, respondents agreed that retention strategies were effective when properly implemented, with an overall mean of 3.209. Workload management was identified as the most effective retention factor, followed by compensation and benefits, professional development opportunities, work environment, and leadership support. A significant moderate positive relationship was found between the implementation of nurse retention strategies and their perceived effectiveness (r = 0.560, p < .001). The study was limited to nurses from one hospital; therefore, the findings may not generalize to all healthcare institutions. The findings support the development of a comprehensive nurse retention policy that prioritizes fair compensation, adequate staffing, manageable workloads, supportive leadership, employee wellness, career advancement, and continuing professional development. This study provides hospital administrators, nursing leaders, and human resource managers with evidence to strengthen retention initiatives and promote a stable, motivated, and professionally fulfilled nursing workforce.