{"status":"ok","message-type":"work","message-version":"1.0.0","message":{"indexed":{"date-parts":[[2026,8,20]],"date-time":"2026-08-20T14:36:15Z","timestamp":1787236575622,"version":"build-2736575974"},"reference-count":53,"publisher":"Wiley","license":[{"start":{"date-parts":[[2026,8,6]],"date-time":"2026-08-06T00:00:00Z","timestamp":1785974400000},"content-version":"vor","delay-in-days":0,"URL":"http:\/\/creativecommons.org\/licenses\/by-nc\/4.0\/"},{"start":{"date-parts":[[2026,8,6]],"date-time":"2026-08-06T00:00:00Z","timestamp":1785974400000},"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":["Journal of Advanced Nursing"],"abstract":"<jats:title>ABSTRACT<\/jats:title>\n                  <jats:sec>\n                    <jats:title>Aims<\/jats:title>\n                    <jats:p>To synthesize the empirical literature on mentorship and intention to stay in nursing.<\/jats:p>\n                  <\/jats:sec>\n                  <jats:sec>\n                    <jats:title>Background<\/jats:title>\n                    <jats:p>The global nursing profession faces a severe workforce crisis with escalating turnover rates and projected shortages. Nurse to nurse mentorship has emerged as a promising strategy to strengthen workforce stability. Intention to stay is a critical predictor of actual retention behaviour.<\/jats:p>\n                  <\/jats:sec>\n                  <jats:sec>\n                    <jats:title>Design<\/jats:title>\n                    <jats:p>Integrative review.<\/jats:p>\n                  <\/jats:sec>\n                  <jats:sec>\n                    <jats:title>Data Sources<\/jats:title>\n                    <jats:p>Five electronic databases were searched in April 2025: Education Research Complete, MEDLINE, CINAHL, Embase and PsycInfo.<\/jats:p>\n                  <\/jats:sec>\n                  <jats:sec>\n                    <jats:title>Review Methods<\/jats:title>\n                    <jats:p>Two researchers independently screened 3055 records at title\/abstract and full\u2010text stages. Eighteen met the inclusion criteria. Quality of included studies was assessed using the Mixed Methods Appraisal Tool. Data extraction was conducted by one researcher and verified by a second. Thematic analysis was used to identify themes across the included studies.<\/jats:p>\n                  <\/jats:sec>\n                  <jats:sec>\n                    <jats:title>Results<\/jats:title>\n                    <jats:p>Studies consistently demonstrated a positive relationship between mentorship participation and registered nurses' intention to stay. Reported outcomes mainly applied to mentees. Direct measures showed mentorship interventions mitigated declining intention to stay among newly graduated registered nurses. Retention rates among mentored nurses ranged from 85% to 100%. Key mediating factors included enhanced job satisfaction, increased professional confidence and competence, and reduced stress and burnout.<\/jats:p>\n                  <\/jats:sec>\n                  <jats:sec>\n                    <jats:title>Conclusion<\/jats:title>\n                    <jats:p>Evidence supports a positive relationship between mentorship participation and registered nurses' intention to stay in the profession. Mentorship represents a promising, evidence\u2010based retention strategy, particularly for newly graduated nurses during critical transition periods.<\/jats:p>\n                  <\/jats:sec>\n                  <jats:sec>\n                    <jats:title>Impact<\/jats:title>\n                    <jats:p>This review provides healthcare leaders and policymakers with evidence to inform the development and implementation of mentorship programmes as workforce retention strategies. Findings demonstrate that structured mentorship programmes can increase intention to stay during workplace transitions while generating economic benefits for healthcare organizations.<\/jats:p>\n                  <\/jats:sec>\n                  <jats:sec>\n                    <jats:title>No Patient or Public Contribution<\/jats:title>\n                    <jats:p>Not required, as the study synthesized evidence from previously published literature and did not include primary data.<\/jats:p>\n                  <\/jats:sec>","DOI":"10.1111\/jan.70703","type":"journal-article","created":{"date-parts":[[2026,8,6]],"date-time":"2026-08-06T10:49:26Z","timestamp":1786013366000},"update-policy":"https:\/\/doi.org\/10.1002\/crossmark_policy","source":"Crossref","is-referenced-by-count":1,"title":["Mentorship and Intention to Stay in Nursing: An\u00a0Integrative Review"],"prefix":"10.1111","author":[{"ORCID":"https:\/\/orcid.org\/0009-0003-0127-1419","authenticated-orcid":false,"given":"Nicole","family":"Kadach","sequence":"first","affiliation":[{"name":"Faculty of Nursing University of Calgary  Calgary Alberta Canada"}],"role":[{"vocabulary":"crossref","role":"author"}]},{"ORCID":"https:\/\/orcid.org\/0000-0002-5401-4462","authenticated-orcid":false,"given":"Lorelli","family":"Nowell","sequence":"additional","affiliation":[{"name":"Faculty of Nursing University of Calgary  Calgary Alberta Canada"}],"role":[{"vocabulary":"crossref","role":"author"}]}],"member":"311","published-online":{"date-parts":[[2026,8,6]]},"reference":[{"key":"e_1_2_14_2_1","doi-asserted-by":"publisher","DOI":"10.1177\/17449871221080731"},{"key":"e_1_2_14_3_1","doi-asserted-by":"publisher","DOI":"10.1097\/00124645\u2010200411000\u201000006"},{"key":"e_1_2_14_4_1","unstructured":"Australian Government Department of Health & Aged Care.2023.\u201cNursing Supply and Demand Study 2023\u20132035.\u201dhttps:\/\/hwd.health.gov.au\/resources\/primary\/nursing\u2010supply\u2010and\u2010demand\u2010study\u20102023\u20102035.pdf."},{"key":"e_1_2_14_5_1","doi-asserted-by":"publisher","DOI":"10.3390\/healthcare11131954"},{"key":"e_1_2_14_6_1","doi-asserted-by":"publisher","DOI":"10.1111\/wvn.70009"},{"key":"e_1_2_14_7_1","doi-asserted-by":"publisher","DOI":"10.1191\/1478088706qp063oa"},{"key":"e_1_2_14_8_1","doi-asserted-by":"publisher","DOI":"10.1177\/001316446002000104"},{"key":"e_1_2_14_9_1","doi-asserted-by":"publisher","DOI":"10.1111\/j.1365\u20102648.2011.05927.x"},{"key":"e_1_2_14_10_1","doi-asserted-by":"publisher","DOI":"10.1097\/NND.0000000000000601"},{"key":"e_1_2_14_11_1","doi-asserted-by":"publisher","DOI":"10.1111\/j.1365\u20102648.2008.04898.x"},{"key":"e_1_2_14_12_1","doi-asserted-by":"publisher","DOI":"10.1016\/j.cnur.2021.11.002"},{"key":"e_1_2_14_13_1","doi-asserted-by":"publisher","DOI":"10.1111\/jan.17028"},{"issue":"3","key":"e_1_2_14_14_1","first-page":"183","article-title":"Nurses Nurturing Nurses: Outcomes and Lessons Learned","volume":"18","author":"Grindel C. 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