# Instruments to measure nurses' intention-to-stay in the profession: A systematic literature review

## TL;DR

This paper reviews existing tools to measure nurses' intention to stay in their profession, highlighting a lack of standardized instruments and the need for better evaluation of interventions that affect nurse retention.

## Contribution

The paper provides a systematic overview of instruments for measuring nurse intention-to-stay, identifying nine commonly used tools and gaps in intervention-based research.

## Key findings

- Nine regularly used instruments were identified, varying in popularity, size, and link to retention.
- Only 20 studies evaluated the impact of interventions on nurse intention-to-stay, focusing on training, mentorship, or mental health.
- A comparative study is needed to determine which instrument best predicts nurse retention.

## Abstract

There is a large and increasing shortage of nursing staff. To alleviate this problem, healthcare systems should prioritize healthcare interventions that improve nurse retention over healthcare interventions that reduce it or leave it unchanged. One way to do so is to evaluate interventions on their anticipated impact on nurse intention-to-stay, which is an important precursor of retention. An overview of available instruments to quantify nurse intention-to-stay is lacking, resulting in researchers re-inventing the wheel. This review aims to fill this gap.

A systematic literature search was performed in the databases Medline ALL via Ovid, Embase.com, Web of Science Core Collection, CINAHL Plus, PsycINFO, the Cochrane Central Register of Controlled Trials via Wiley, and Google Scholar (200 highest-ranked references only). The search string consisted of terms and associated synonyms for 1) nursing staff, 2) personnel intent to stay/leave, and 3) surveys. Articles were included when there was a quantitative method mentioned for measuring the intention of nurses to stay or quit nursing and/or their job/position/organization. Information was extracted on the year of publication, study design, study population, number of participants, instrument used for measuring intention-to-stay, and whether the instrument was focused on leaving the job, organization, or profession. In addition, we checked whether the instrument was used to evaluate the (expected or realized) impact of an intervention and if an association was determined between intention-to-stay (measured through the instrument) and retention. The protocol was not registered.

967 articles fulfilled our inclusion criteria, most of which were published in recent years. A total of 485 instruments were found. Nine regularly used instruments were identified, differing in their respective popularity over time, their size, the population for which they were developed and the strength of their link to actual retention. Notably, compared with the large body of literature on nurse intention-to-stay generally, the number of studies specifically measuring the impact of an intervention on nurse intention-to-stay is limited (n=20). Most of these intervention studies focused on changes in nurse training/mentorship or mental health support.

Many different instruments exist to measure nurses' intention-to-stay. To add to our identified instruments, a comparative study is needed to identify which instrument offers the strongest predictive value for nurse retention. The absence of studies specifically evaluating the impact of interventions on nurses' intention-to-stay creates a critical gap in understanding how health interventions influence retention.

Dutch Research Council, 406.XS.04.151.