{"status":"ok","message-type":"work","message-version":"1.0.0","message":{"indexed":{"date-parts":[[2026,9,30]],"date-time":"2026-09-30T23:26:43Z","timestamp":1790810803881,"version":"4.1.0"},"reference-count":56,"publisher":"Wiley","issue":"4","license":[{"start":{"date-parts":[[2020,10,2]],"date-time":"2020-10-02T00:00:00Z","timestamp":1601596800000},"content-version":"vor","delay-in-days":0,"URL":"http:\/\/onlinelibrary.wiley.com\/termsAndConditions#vor"}],"content-domain":{"domain":["onlinelibrary.wiley.com"],"crossmark-restriction":true},"short-container-title":["International Nursing Review"],"published-print":{"date-parts":[[2020,12]]},"abstract":"<jats:sec>\n                    <jats:title>Background<\/jats:title>\n                    <jats:p>Nurse turnover is a major problem all over the world. It is known that young nurses who constitute the new nurse labour force are more likely to leave their organization, especially in their first year. However, qualitative studies that approach the problem from the perspective of young nurses and focus on the reasons for their decision to leave their organization are limited.<\/jats:p>\n                  <\/jats:sec>\n                  <jats:sec>\n                    <jats:title>Aim<\/jats:title>\n                    <jats:p>To understand the reasons for young nurses\u2019 leaving their organization and determine their experiences, focusing on their point of view.<\/jats:p>\n                  <\/jats:sec>\n                  <jats:sec>\n                    <jats:title>Methods<\/jats:title>\n                    <jats:p>The study had a descriptive qualitative design and was conducted between January and February 2019. Purposeful sampling was used, and the sample included 15 nurses that voluntarily decided to leave a university hospital in Turkey and agreed to participate in the study. Data were collected with semi\u2010structured interviews, and the interviews were audio\u2010recorded. The data obtained from the interviews were evaluated by content analysis.<\/jats:p>\n                  <\/jats:sec>\n                  <jats:sec>\n                    <jats:title>Findings<\/jats:title>\n                    <jats:p>\n                      The young nurses\u2019 reasons for leaving their organization were found to be in three categories: the\n                      <jats:italic>Negative work environment<\/jats:italic>\n                      ,\n                      <jats:italic>Nursing shortage<\/jats:italic>\n                      , and\n                      <jats:italic>Unsatisfied individual expectations<\/jats:italic>\n                      . The\n                      <jats:italic>Negative work environment<\/jats:italic>\n                      category included the subcategories of lack of professional solidarity, lack of support from managers, inadequacy of preceptorship process, and horizontal violence. The\n                      <jats:italic>Nursing shortage<\/jats:italic>\n                      category consisted of the subcategories of excessive workload and overtime. The category of\n                      <jats:italic>Unsatisfied individual expectations<\/jats:italic>\n                      comprised the subcategories of work\u2013social life imbalance, availability of alternative options, and family\u2010related reasons.\n                    <\/jats:p>\n                  <\/jats:sec>\n                  <jats:sec>\n                    <jats:title>Conclusion and implications for nursing policy<\/jats:title>\n                    <jats:p>It was determined that the young nurses left their organization because they did not receive sufficient support from their managers and colleagues during the transition period. This finding shows that nurse executives must have the managerial skills and understanding to regulate the work environment, increase peer support, and carefully plan each stage of the transition process for the retention of young nurses in their organization. In addition, nurse executives should encourage and be involved with policy making and policymakers and other managers in their organizations to develop institutional and national strategies to ensure that young nurses remain in nursing.<\/jats:p>\n                  <\/jats:sec>","DOI":"10.1111\/inr.12633","type":"journal-article","created":{"date-parts":[[2020,10,2]],"date-time":"2020-10-02T04:42:04Z","timestamp":1601613724000},"page":"519-528","update-policy":"https:\/\/doi.org\/10.1002\/crossmark_policy","source":"Crossref","is-referenced-by-count":69,"title":["Why do young nurses leave their organization? A qualitative descriptive study"],"prefix":"10.1111","volume":"67","author":[{"given":"H.","family":"\u00c7amveren","sequence":"first","affiliation":[{"name":"Nursing Management Doctorate Programme Institute of Health Sciences Dokuz Eyl\u00fcl University Bal\u00e7ova \u0130zmir 35330 Turkey"}],"role":[{"vocabulary":"crossref","role":"author"}]},{"ORCID":"https:\/\/orcid.org\/0000-0001-7180-9833","authenticated-orcid":false,"given":"H.","family":"Arslan Y\u00fcr\u00fcmezo\u011flu","sequence":"additional","affiliation":[{"name":"Faculty of Nursing Department of Nursing Management Dokuz Eyl\u00fcl University \u0130zmir Turkey"}],"role":[{"vocabulary":"crossref","role":"author"}]},{"given":"G.","family":"Kocaman","sequence":"additional","affiliation":[{"name":"Faculty of Nursing Department of Nursing Management Dokuz Eyl\u00fcl University \u0130zmir 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