Improving early career nurse retention is a global priority, as many nurses leave the profession within two years of starting. Traditionally, researchers examined organizational factors like salary or shift patterns. However, recent studies explore psychological constructs like thriving and the PERMA model. This shift helps managers understand why some nurses stay while others leave. Notably, psychological well-being directly influences a professional's intention to remain in clinical practice.

A recent cross-sectional study in Australia investigated these factors among 90 early career nurses. Specifically, researchers used validated instruments to measure dimensions like positive emotions, engagement, and organizational support. Consequently, the results identified specific psychological drivers that predict retention. Thus, understanding these drivers is essential for developing effective workforce strategies.

Key Factors Influencing Early Career Nurse Retention

Thriving emerged as a significant factor associated with high engagement and strong relationships with colleagues. Specifically, occupational hardiness showed a strong positive correlation with thriving. Furthermore, peer support and resilience are critical for sustaining a nurse’s career. In contrast, nurses who experienced high negative emotions were more likely to plan their departure. Lower levels of thriving and reduced organizational support also linked strongly to an intention to leave the job.

Surprisingly, the study found that high accomplishment scores were negatively aligned with thriving. Similarly, high accomplishment was associated with an increased intention to leave the profession. This might reflect unmet expectations or increasing role strain among ambitious graduates. Moreover, years since graduation and perceived organizational support significantly impacted the decision to stay. Therefore, managers must cultivate environments that foster genuine connection and emotional well-being rather than just performance metrics.

Applying PERMA-Informed Strategies

Healthcare leaders should implement strategies based on the PERMA framework to improve outcomes. For instance, fostering engagement and highlighting the importance of collegial relationships can reduce attrition. Additionally, promoting resilience through targeted training may help nurses navigate stressful clinical settings. Ultimately, supporting nurses so they can thrive is vital for maintaining a stable healthcare workforce.

Frequently Asked Questions

What is the PERMA model in nursing?

The PERMA model consists of five elements: Positive Emotion, Engagement, Relationships, Meaning, and Accomplishment. It provides a framework for measuring and improving psychological well-being in the workplace.

How does thriving affect early career nurse retention?

Thriving involves a psychological state of vitality and learning. Nurses who thrive report higher engagement and better peer relationships, making them less likely to leave their jobs or the profession.

Disclaimer: This content is for informational and educational purposes only. It does not constitute medical advice or a substitute for professional healthcare. Refer to the latest local and national guidelines for clinical practice.

References

Terry D et al. Thriving or Leaving? The Role of PERMA Being Associated With Thriving and Retention Among Early Career Nurses. J Adv Nurs. 2026 Jun 04. doi: 10.1111/jan.70654. PMID: 42241018.

Seligman MEP. Flourish: A Visionary New Understanding of Happiness and Well-being. Free Press; 2011.

Terry D et al. Factors that impact Australian early career nurses' intentions to remain in their position and the profession: A prospective cohort study. J Nurs Manag. 2022;30(7):3419-3429.