ArticleNursing in critical care2025
Critical Care Nursing Workforce Retention From an Irish Perspective: A National Survey.
Article in Nursing in critical care, 2025. The graph could read no effect estimate from its abstract, so it casts no vote on the map. Cited by 4 papers.
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Who cites it
4 citing papers in PubMed.
- Working in the Intensive Care Unit-An Explorative Qualitative Study of Norwegian Intensive Care Nurses' Experiences.Nursing in critical care · 2026Article
- ICU nurses' experiences with virtual reality technology for work-related stress reduction: A qualitative study.International journal of nursing sciences · 2026Article
- Impact of Moral Distress, Person-Centred Care, and Nursing Professional Pride on Turnover Intention Among Intensive Care Unit Nurses in South Korea: A Cross-Sectional Study.Healthcare (Basel, Switzerland) · 2025Article
- Critical Care Nursing Workforce Retention From an Irish Perspective: A National Survey.Nursing in critical care · 2025Article
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Authors and funding
5 authors.
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Abstract
backgroundRetention of critical care nurses has been identified as a growing international concern for a multitude of reasons. There is a dearth of evidence in the literature on this topic from an Irish perspective.
aimThe aim of the survey is to explore the factors influencing workforce retention among adult critical care nurses in Ireland. STUDY
designA cross-sectional, electronic survey of adult critical care nurses working in the Republic of Ireland was undertaken between May and July 2024. This survey is a modified version of the Critical Care Network Leads (CC3N) National Adult Critical Care Nursing Workforce Retention Survey. Anonymous quantitative and qualitative data were collected.
resultsIn total, 257 participant responses were recorded. 58% (n = 149/237) of participants who responded to this question stated they plan to leave their current role. 36% (n = 88/245) of respondents indicated that inadequate staffing was the main reason driving their intention to leave their current job, followed by lack of pay recognition. Participants described what they enjoy about their roles, factors that would encourage them to stay despite intending to leave, and any unmet needs in their current position. Three main qualitative themes were identified: Enjoyment at Work; Encouragement at Work; and Engagement at Work.
conclusionThis study clearly highlights the issues that impact on intention to leave decisions. An understanding of these issues is key to ensuring the critical care nursing workforce plan in Ireland is designed with nurses as key stakeholders. This is essential to ensure that the Irish healthcare system has the right nurses with the right skills in the right place at the right time to deliver safe, high-quality, expert care. RELEVANCE TO CLINICAL PRACTICE: This study provides valuable insights into the factors influencing the retention of adult critical care nurses in Ireland, a workforce vital to the delivery of high-quality, specialist care. The findings underscore the urgent need for healthcare leaders and policymakers to address modifiable workplace issues such as staffing levels, recognition of pay and support structures. By highlighting what nurses value in their roles and what might motivate them to stay, this research informs targeted, evidence-based strategies for improving job satisfaction and workforce stability.
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