In the rapidly evolving domain of healthcare workforce management, understanding the complex psychological and professional factors influencing nurse retention has become crucial. A groundbreaking study spearheaded by Zheng, Song, Shi, and colleagues, published in BMC Psychology in 2025, delves deeply into the intricate dynamics between professional identity and turnover intention among newly graduated nurses. This research unveils how psychological capital and achievement motivation serve as pivotal mediators in this relationship, revolutionizing previous conceptions of nurse turnover and offering strategic insights for healthcare institutions globally.
The phenomenon of nurse turnover has long posed significant challenges for healthcare systems worldwide. High turnover rates not only strain hospital resources but also adversely affect patient care quality and continuity. Traditionally, research has emphasized external factors such as workload, job environment, and compensation as primary drivers of turnover. However, Zheng et al.’s latest investigation redirects focus toward internal cognitive and emotional constructs, reflecting a paradigm shift in addressing this persistent issue.
At the core of their investigation lies the construct of professional identity—a composite of self-perception, values, and alignment with the nursing profession. For newly minted nurses, this identity acts as a compass, guiding their professional behavior, resilience, and commitment. The study meticulously examines how a strong, positive professional identity diminishes turnover intention, effectively acting as an anchor amid the turbulent transition from academic training to clinical practice.
Crucially, the research introduces psychological capital as a mediating variable in this relationship. Psychological capital encompasses an individual’s positive psychological state, characterized by self-efficacy, optimism, hope, and resilience. These components empower nurses to navigate workplace challenges, enhancing their engagement and satisfaction levels. Zheng and colleagues’ data-driven approach confirms that psychological capital not only mitigates the adverse effects of stress and job dissatisfaction but also amplifies the protective influence of professional identity against turnover intention.
Achievement motivation further enriches this framework as a secondary mediator. This motivational drive represents the intrinsic desire to excel, achieve goals, and fulfill personal standards of competence and efficacy. Within the context of newly graduated nurses, heightened achievement motivation fuels perseverance and a proactive stance toward career development. The interweaving of achievement motivation with psychological capital elucidates a comprehensive psychological ecosystem that sustains commitment and counters attrition.
The methodological rigor of this study sets it apart. Employing sophisticated quantitative techniques, including structural equation modeling (SEM), the researchers analyzed data drawn from a diverse cohort of new nurses across various clinical settings. This robust approach ensured the validity and reliability of the findings, providing a granular understanding of how psychological factors coalesce to influence turnover intention.
One of the more intriguing revelations is the bidirectional relationship between professional identity and psychological capital. The researchers observed that while a well-formed professional identity fosters psychological capital, the latter also reinforces the former through positive feedback loops. This cyclical interaction underscores the dynamic nature of professional development among nurses, highlighting opportunities for targeted interventions.
The implications for nursing education and hospital administration are profound. By cultivating professional identity during training, educators can lay a foundation for psychological resilience and achievement motivation, predisposing emerging nurses to lower turnover tendencies. Additionally, workplace environments that nurture psychological capital through supportive leadership, continuous professional development, and recognition of achievements can further stabilize the nursing workforce.
Zheng et al.’s investigation also touches on the significance of cultural and organizational contexts. Recognizing that psychological constructs and professional identities can vary across socio-cultural landscapes, the study calls for adaptable strategies that respect these nuances. Such culturally sensitive approaches ensure that retention programs are not only effective but also equitable and inclusive.
Moreover, this research advances theoretical frameworks in occupational psychology by integrating constructs often studied in isolation. The synergistic analysis of professional identity, psychological capital, and achievement motivation offers a more holistic understanding of turnover intention, diverging from simplistic cause-effect models and embracing the complexity of human behavior within professional environments.
From a policy perspective, the study advocates for systemic reforms. Healthcare policymakers are urged to prioritize psychological well-being and professional empowerment alongside traditional resource allocation. Interventions designed to enhance psychological capital and achievement motivation are proposed as cost-effective, sustainable solutions to curbing nurse turnover.
In terms of practical application, hospitals might consider mentorship programs, resilience training workshops, and recognition systems as mechanisms to bolster professional identity and psychological capital. These initiatives, supported by empirical evidence from this study, can foster environments where newly graduated nurses feel valued, competent, and motivated to persist despite inevitable challenges.
The enduring impact of this research extends into future investigative avenues. By identifying mediators in the professional identity-turnover intention nexus, Zheng and their team set the stage for longitudinal studies that can track changes over nurses’ career trajectories. Furthermore, expanding this model to include variables such as organizational justice, job embeddedness, or work-life balance could refine retention strategies further.
Technology-enabled interventions also emerge as a promising frontier. Given the psychological dimensions emphasized in the study, digital platforms offering psychological support, achievement tracking, and identity development modules could complement traditional retention efforts. Such innovations align with modern trends in healthcare and workforce management, maximizing reach and efficacy.
In conclusion, the study by Zheng, Song, Shi, et al. delivers a comprehensive, nuanced exploration of the psychological substrates underpinning new nurses’ turnover intentions. By elucidating the mediating roles of psychological capital and achievement motivation, this research challenges hospitals and educators to rethink retention strategies and place psychological empowerment at the forefront. The findings not only bridge theoretical gaps but also pave the way for actionable, evidence-based interventions that promise to stabilize and enrich the nursing workforce for years to come.
Subject of Research: The impact of professional identity on turnover intention among newly graduated nurses, mediated by psychological capital and achievement motivation.
Article Title: The effect of professional identity on new nurses’ turnover intention: the mediating role of psychological capital and achievement motivation.
Article References:
Zheng, X., Song, J., Shi, X. et al. The effect of professional identity on new nurses’ turnover intention: the mediating role of psychological capital and achievement motivation. BMC Psychol 13, 924 (2025). https://doi.org/10.1186/s40359-025-03295-7
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