The Impact of Denoising Approaches on the Relationship Between Alzheimer's Disease Diagnostic Status and Network Topology Measures.

The nursing workforce shortage represents a long‐standing issue that poses a substantial global threat to healthcare systems. The COVID‐19 pandemic has significantly exacerbated this crisis, leading to a critical juncture in the provision of healthcare services [, ]. The WHO [] forecasted a shortage of 5.9 million nurses in the world’s healthcare systems by the end of 2030. Although Austria has not yet encountered a critical shortage of skilled workers to the extent observed in certain other OECD nations, such as Slovenia, Greece, Latvia, and Estonia [], it is already facing significant challenges in the recruitment and particularly in the retention of nursing professionals across various settings. According to the Austrian Ministry of Health, registered nurses are one of the nationwide shortage occupations and 58,000 nurses will be needed only in the hospital sector in Austria by 2030 []. Studies show that the average career span of a nurse in the healthcare sector is only 6–10 years before they decide to leave the profession entirely []. Particularly in high‐pressure settings, like the critical care sector (intensive care unit [ICU]) [] or settings that are already particularly affected by a lack of qualified nursing staff, such as the long‐term‐care (LTC) sector [], the problem of voluntary turnover is omnipresent. High workload, psychological stress, ethical challenges, high mortality rate of patients, and increasing problems with adequate staffing levels exacerbate the problem of voluntary departure of nurses in these specialized settings [–]. After decades of research on voluntary turnover [, ] and extensive investigations into the factors that stabilize or destabilize nurse retention, comparisons of different contexts have been neglected. Research indicates that job satisfaction [] or sufficient staffing levels [] and empowerment of nursing management [, ] play crucial roles in influencing nurses’ decisions to continue or quit their positions. Lee and colleagues [] contend that numerous professionals, despite experiencing low job satisfaction, remain in their positions, while others choose to depart even when their job satisfaction is high. These observations indicate that job satisfaction alone cannot fully explain the dynamic interplays of voluntary turnover decisions. Therefore, our objective is to identify and analyze the nuanced differences and similarities in perceived stabilizing and destabilizing factors that influence retention decisions among critical care and LTC nurses in publicly owned healthcare institutions in Austria. This study is guided by the following research questions: