New nurse retention and nurse satisfaction are two significant areas of concern for healthcare organizations. The financial burden that results from decreased retention and increased turnover rates can create severe distress for the hiring facility. Organizations struggle to retain new graduate nurses beyond the first year of practice. The transition to practice for many new nurses is often complex, challenging, and stressful. New nurses need multiple interventions to provide physical, spiritual, and moral support to adapt to their new role. Many hospitals have implemented new nurse orientation, educational opportunities, and preceptor programs. However, there is still room for improvement. This benchmark study utilized a review of the literature to investigate the use of mentoring as a possible intervention to increase new nurse retention and decrease turnover rates while improving staff engagement. The use of mentors as part of the onboarding process of new nurses will provide new nurses with peer support, educational opportunities, staff engagement, and character development. Organizations struggling with new nurse retention need to consider the contributing factors and facilitate an intervention that supports new nurses' professional, educational, and personal growth.

Date of publication

Fall 12-8-2021

Document Type

MSN Capstone Project



Persistent identifier



Masters of Science in Nursing- Administration

Included in

Nursing Commons