Prevalence and Moderating Factors of Turnover Rate and Turnover Intention Among Nurses Worldwide: A Meta-Analysis

Background: High turnover and turnover intention rates among nurses exacerbate nursing shortages, reduce care quality, and negatively impact patient outcomes. Existing evidence on these effects needs to be updated to align with current trends, regulations, and policies to enhance organizational capacity and nurses’ well-being. Purpose: To estimate the turnover rate and prevalence of turnover intention among nurses worldwide and to evaluate moderating factors. Methods: A meta-analysis was conducted using six databases: CINAHL, Embase, ProQuest, PubMed, Scopus, and Web of Science. Studies published up to January 2024 were eligible for inclusion. Pooled prevalence was analyzed using a generalized linear mixed model and random effects model. Subgroup analysis was performed to explore variations, and heterogeneity was assessed using I 2 and Cochran's Q statistics. Publication bias was assessed using Egger's test. Results: Seventy-five studies involving 3,354,829 nurses were included in this meta-analysis. The pooled turnover rate was 15.2% (95% CI: 12.4%–18.4%), and the pooled prevalence of turnover intention was 38.4% (95% CI: 31.0%–46.4%). The turnover rate of night shift nurses (22.8%) was nearly double that of day shift nurses (14.7%). Night-shift nurses (61.7%) were three times more likely to consider leaving than day-shift nurses (18.7%). Full-time nurses had a higher turnover rate (76.7%) than part-time nurses (20.4%). Among medical-surgical nurses, 57.7% left, while 59.7% planned to leave. Conclusions: One in seven nurses leave their positions, and two in five intend to leave. Authorities should implement regulations, improve workplace conditions, and provide support systems and career opportunities to reduce turnover.