Factors affecting the turnover intention of newly graduated Generation Z nurses in Korea: multilevel analysis

Abstract

Background: The turnover rate of newly graduated nurses is very high, and their turnover intention is affected not only by individual-level factors, but also by organizational-level factors. However, the multilevel factors reflecting the characteristics of newly graduated nurses in Generation Z and their turnover intention have not been identified previously. Objective: To identify the individual- and organizational-level factors that affect the turnover intention of newly graduated nurses in Generation Z. Methods: This study was a cross-sectional questionnaire survey. Online survey was performed from August to November 2022. Participants were a total of 283 newly graduated nurses and 45 nurse managers to respond to each individual and organization-level questionnaire. The collected data were analyzed for frequency, descriptive statistics, and multilevel analysis. Results: The multilevel analysis indicated that the individual-level factors that affected the lower turnover intention of newly graduated nurses in Generation Z were higher work–life balance (β = − 0.320, p < 0.001), higher organizational commitment (β = − 0. 384, p < − 0.001), and desired nursing unit placement (β = − 0.209, p < 0.001). The organization-level factors associated with lower turnover intention were lower average number of night shifts per month (β = 0.303, p < 0.05), higher salary (β = − 0.263, p < 0.05), longer orientation period (β = − 0.612, p <.01), preceptor–preceptee ratio of 1:1 (β = − 0.409, p < 0.05), and existence of a mentoring program (β = − 0.318, p < 0.05). Furthermore, the nursing work environment was the most influential factor, and a supportive environment for nursing work (β = − 0.630, p < 0.01), efficient computer-related environment (β = − 0.251, p < 0.05), and recognition and respect (β = − 0.564, p < 0.05) were associated with lower turnover intention. Conclusions: The findings indicate that improvements to the nursing work environment and human resources of the organization should be prioritized to prevent the turnover of newly graduated nurses in Generation Z. © The Author(s) 2025.