J Caring Sci. 2016;5(2):169-178.
doi: 10.15171/jcs.2016.018
PMID: 27354981
PMCID: PMC4923841
  Abstract View: 788
  PDF Download: 1818

Original Research

Experiences of Iranian Nurses that Intent to Leave the Clinical Nursing: a Content Analysis 

Leila Valizadeh 1, Vahid Zamanzadeh 2, Hosein Habibzadeh 3, Leyla Alilu 2 * , Mark Gillespie 4, Ali Shakibi 5

1 Department of Pediatric Nursing, Faculty of Nursing and Midwifery, Tabriz University of Medical Sciences, Tabriz, Iran
2 Department of Medical Surgical Nursing, Faculty of Nursing and Midwifery, Tabriz University of Medical Sciences, Tabriz, Iran
3 Department of Medical Surgical Nursing, Faculty of Nursing and Midwifery, Urmia University of Medical Sciences, Urmia, Iran
4 Department of Medical Surgical Nursing, Faculty of Nursing and Midwifery, Tabriz University of Medical Sciences, Tabriz, Iran
5 Masters in Education, School of Nursing and Midwifery, University of the West of Scotland, Paisley, Scotland
6 Registered Nurse, Medical Education Development Center, Urmia University of Medical Sciences, Urmia, Iran

Abstract

Introduction: Despite the current shortage of nurses, it is important to know the reasons nurses want to leave the clinical setting. The purpose of this study was to explore the experiences of nurses who intend to leave clinical nursing. Methods: In a qualitative content analysis study, data obtained from 13 in-depth face-to-face semi-structured interviews with nurses working in hospitals affiliated to the Tabriz and Urmia University of Medical Sciences in Iran, selected through purposive sampling. A conventional content analysis was used for data analysis. Results: Four categories and eleven subcategories emerged during data analysis. The extracted categories and sub categories consisted of (I) Entry routes into nursing (implicitly entry, targeted entry), (II) Defects in dignity (lack of professional vision toward the nurses, social status of nurses), (III) Work in non-ideal working environment (lack of support, discrimination, conflict, lack of opportunities for advancement), and (IV) Dissatisfaction with working conditions (heavy workload, lack of power, unusual working hours). Conclusion: The findings of this qualitative study reflect professional turnover as a complex, ongoing, multidimensional process. By identifying the factors responsible, it could be possible to retain nurses in the field.
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Submitted: 31 May 2016
Accepted: 31 May 2016
First published online: 31 May 2016
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