# Factors Influencing Retention at Their First Hospital Among New Graduate Nurses in South Korea

## TL;DR

This study explores factors affecting whether new nurses in South Korea stay at their first hospital job, finding regional alignment and workplace satisfaction are key.

## Contribution

The study applies socialisation theories to identify specific factors influencing early retention of new nurses in South Korea.

## Key findings

- 68.6% of new nurses remained in their first hospital employment.
- Retention was higher in nurses with aligned education-to-employment regions and in larger hospitals.
- Dissatisfaction with interpersonal relationships reduced retention.

## Abstract

Background/Objectives: Early turnover among new graduate nurses remains challenging in South Korea. This study examined how socialisation factors—based on Scott et al.’s transition model and Herzberg’s motivation-hygiene theory—are associated with early retention at the first hospital of employment among new graduate nurses. Methods: This retrospective cross-sectional study analysed secondary data from the Graduate Occupational Mobility Survey (GOMS), a nationally representative dataset of college and university graduates in Korea, collected using a stratified multi-stage sampling method. The study included 602 new graduate nurses from the 2017–2019 datasets who had worked as nurses at their first hospital of employment. Anticipatory socialisation factors included personal and educational characteristics. Organisational socialisation factors referred to workplace-related characteristics of the first hospital, including motivational factors and hygiene factors. The outcome variable was early retention. Multiple logistic regression analyses were performed to identify factors associated with early retention. Results: A total of 68.6% of nurses remained in their first hospital employment. Retention was more likely among nurses whose high school, nursing school, and first hospital were in the same region (p = 0.019), those employed in Seoul (p < 0.001), and those working in larger hospitals (p < 0.001). Retention was also associated with satisfaction with autonomy and authority (p = 0.013). Conversely, lower retention was observed among nurses who were dissatisfied with interpersonal relationships (p < 0.001) and those who reported satisfaction with growth opportunities (p < 0.001). Conclusions: Targeted strategies that support new graduate nurses during their transition are essential. Aligning education-to-employment regions and strengthening workplace conditions may enhance early retention.