{"status":"ok","message-type":"work","message-version":"1.0.0","message":{"indexed":{"date-parts":[[2026,9,25]],"date-time":"2026-09-25T22:00:26Z","timestamp":1790373626716,"version":"4.1.0"},"reference-count":25,"publisher":"Wiley","issue":"3","license":[{"start":{"date-parts":[[2026,9,4]],"date-time":"2026-09-04T00:00:00Z","timestamp":1788480000000},"content-version":"vor","delay-in-days":3,"URL":"http:\/\/onlinelibrary.wiley.com\/termsAndConditions#vor"},{"start":{"date-parts":[[2026,9,1]],"date-time":"2026-09-01T00:00:00Z","timestamp":1788220800000},"content-version":"tdm","delay-in-days":0,"URL":"http:\/\/doi.wiley.com\/10.1002\/tdm_license_1.1"}],"content-domain":{"domain":["onlinelibrary.wiley.com"],"crossmark-restriction":true},"short-container-title":["International Nursing Review"],"published-print":{"date-parts":[[2026,9]]},"abstract":"<jats:title>ABSTRACT<\/jats:title>\n                  <jats:sec>\n                    <jats:title>Background<\/jats:title>\n                    <jats:p>Acute care nursing shortages reflect constraints in education, recruitment and retention. Transparent synthesis is needed to distinguish tested interventions from plausible workforce strategies.<\/jats:p>\n                  <\/jats:sec>\n                  <jats:sec>\n                    <jats:title>Aim<\/jats:title>\n                    <jats:p>To synthesise 2016\u20132026 evidence on building, recruiting and retaining the hospital nursing workforce and interpret it for nursing and health policy.<\/jats:p>\n                  <\/jats:sec>\n                  <jats:sec>\n                    <jats:title>Methods<\/jats:title>\n                    <jats:p>MEDLINE\/PubMed, CINAHL, Embase, Scopus and Web of Science were searched on 21 February 2026. Both authors independently screened records and assessed full texts. FMI charted characteristics, and GS verified entries against reports. The prespecified build\u2013recruit\u2013retain structure was combined with inductive thematic development. The 24 sources comprised 11 reviews (seven systematic, two scoping, one umbrella and one integrative), five primary studies\/evaluations, seven policy\/standards documents and one commentary. Direct intervention evidence was separated from contextual and policy evidence; no formal risk\u2010of\u2010bias assessment was undertaken.<\/jats:p>\n                  <\/jats:sec>\n                  <jats:sec>\n                    <jats:title>Findings<\/jats:title>\n                    <jats:p>Transition\u2010to\u2010practice and nurse\u2010residency programmes had the most consistent direct support for early\u2010career retention, although heterogeneity limited certainty. Work\u2010environment, staffing, leadership and safety evidence was usually observational or based on proximal outcomes. Recruitment redesign, return\u2010to\u2010practice and digital models had limited or emerging evidence on observed workforce outcomes. Studies were concentrated in the United States and Europe.<\/jats:p>\n                  <\/jats:sec>\n                  <jats:sec>\n                    <jats:title>Discussion<\/jats:title>\n                    <jats:p>Well\u2010specified transition programmes merit priority; other linked strategies require evaluation with common attrition, turnover and retention definitions and claims calibrated to evidence strength.<\/jats:p>\n                  <\/jats:sec>\n                  <jats:sec>\n                    <jats:title>Conclusion<\/jats:title>\n                    <jats:p>The author\u2010developed pipeline is useful for organising evidence, but several pathways remain unvalidated and require prospective evaluation in more diverse health systems.<\/jats:p>\n                  <\/jats:sec>\n                  <jats:sec>\n                    <jats:title>Implications for Nursing and Health Policy<\/jats:title>\n                    <jats:p>Nurse leaders can prioritise structured transition support and test whether staffing, governance, leadership and safety reforms improve observed retention. Policymakers should consider education capacity, ethical recruitment and standardised metrics while distinguishing intervention\u2010supported actions from policy\u2010based or framework\u2010generated proposals.<\/jats:p>\n                  <\/jats:sec>","DOI":"10.1111\/inr.70228","type":"journal-article","created":{"date-parts":[[2026,9,4]],"date-time":"2026-09-04T14:03:28Z","timestamp":1788530608000},"update-policy":"https:\/\/doi.org\/10.1002\/crossmark_policy","source":"Crossref","is-referenced-by-count":0,"title":["Building, Recruiting and Retaining the Hospital Nursing Workforce: An International Policy\u2010Oriented Narrative Review of Workforce Pipeline Interventions (2016\u20132026)"],"prefix":"10.1111","volume":"73","author":[{"given":"Fatma M.","family":"Ibrahim","sequence":"first","affiliation":[{"name":"Faculty of Nursing Mansoura University  Mansoura Egypt"},{"name":"RAK College of Nursing RAK Medical and Health Sciences University  Ras Al Khaimah UAE"}],"role":[{"vocabulary":"crossref","role":"author"}]},{"ORCID":"https:\/\/orcid.org\/0000-0002-6929-3361","authenticated-orcid":false,"given":"Ghada","family":"Shahrour","sequence":"additional","affiliation":[{"name":"RAK College of Nursing RAK Medical and Health Sciences University  Ras Al Khaimah UAE"},{"name":"Faculty of Nursing Jordan University of Science and Technology  Irbid Jordan"}],"role":[{"vocabulary":"crossref","role":"author"}]}],"member":"311","published-online":{"date-parts":[[2026,9,4]]},"reference":[{"key":"e_1_2_10_2_1","doi-asserted-by":"publisher","DOI":"10.1002\/nop2.70434"},{"key":"e_1_2_10_3_1","unstructured":"American Nurses Credentialing Center2025. \u201cPractice Transition Accreditation 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