ArticleBMC nursing2025
Retention patterns of the public sector nursing and midwifery workforce in regional and rural settings of southern Queensland, Australia: a 12-year retrospective analysis.
Article in BMC nursing, 2025. The graph could read no effect estimate from its abstract, so it casts no vote on the map. Cited by 2 papers.
What it found
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The abstract states no effect estimate the extractor could read, or names no intervention and outcome on the map, so this paper lights no cell and moves no belief. It is still indexed, cited and linked below.
The trial behind it
Trials whose registry record cites this paper, or whose number appears in the abstract. A trial that started after this paper was published is citing it as background, not reporting it.
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Who cites it
2 citing papers in PubMed.
- Region of Employment and Intention to Remain Practicing or Exit the Profession Among Australian Nurses: A Cross-Sectional Analysis.Journal of nursing management · 2026Article
- Influence of Transformational Leadership Competence on Nurses' Intent to Stay: Cross-Sectional Study.Nursing reports (Pavia, Italy) · 2025Article
Corrections and comments
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Authors and funding
8 authors.
Funding
Abstract
backgroundThe aims of this study were to investigate: (a) Specific time points of exit and time spent working in location of the public sector nursing and midwifery workforce in regional, rural, and remote southern Queensland; and (b) the influence of selected demographic, geographic, and employment variables on the risk of leaving a location.
methodsA retrospective cohort design was employed using the employment records of 3234 public sector nurses and midwives between January 2010 and December 2021. Employment records were analysed using survival analysis and Coxs proportional hazards regression, using the Andersen-Gill method to account for the inclusion of multiple records for some employees.
resultsStudy results revealed an overall median survival time of 1.83 years for public sector nursing and midwifery professionals. Registered Nurses were the predominant group employed, yet they also exhibited high turnover rates. Nurses and midwives in permanent full-time positions were more likely to leave location than those in part-time roles.
conclusionsRetention of nursing and midwifery professionals in rural Queensland is notably low, with high turnover rates among younger nurses and midwives and those in full-time positions. This study underscores the need for targeted retention strategies, such as flexible work arrangements, improved workplace conditions, and comprehensive professional development programs. Results indicate the need to focus nursing and midwifery workforce retention strategies within 12-18 months post recruitment to retain staff to avoid the current pattern of staff turnover. CLINICAL TRIAL NUMBER: Not applicable.
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