Nurse turnover has been a major challenge for many health care organisations. Turnover of qualified nurses has consequences for health organisations as well as the profession as a whole. Nurse turnover can have a nega- tive impact on the capacity to meet patient needs and provide quality care [1]. In addition, the loss of nurses leads to inadequate staffing, which in turn, may decrease morale and create more stress on the ‘stayers’ due to increased workloads [2-4]. This can lead to critical changes in the behaviour of nurses towards their jobs resulting in low work satisfaction, low productivity, and finally, leaving the organisation. Additionally, without adequate and experienced staff, error rates may increase and patient satisfaction
