"I don't see myself in the nursing profession in the next five years:" Brain drain and intentions to leave clinical practice among newly qualified nurses.

INTRODUCTION: Career intentions of newly qualified nurses (NQN) during their transition period have not been explored in our setting. The study explored career intentions of NQN during their transition to clinical practice in Uganda. METHODS: We conducted a qualitative descriptive study. We conducted 14 in-depth interviews among NQN. We explored their career plans, intentions to stay or leave clinical nursing, and the reasons for wanting to stay or leave nursing. Thematic analysis was used to analyse the data. FINDINGS: Three themes were identified: 1) intentions to leave clinical practice, 2) brain drain intentions, and 3) factors shaping career intentions. NQN intended to leave clinical practice. Instead of clinical nursing roles, NQN wanted to work in academia, research, and non-governmental settings which did not directly involve patient care. Graduates intended to pursue master's programs that could take them out of clinical nursing roles. Some desired to work as nurse educators which motivated them to remain in nursing, while some intended to even pursue clinical nursing master's program so they can join academia. Limited employment opportunities were perceived as a major influence for young nurses' desires to leave clinical practice and for their brain drain intentions. The low recognition of the nursing degree program in private clinical settings was seen to foster intentions to leave clinical practice. While some expressed interest to leave clinical practice, some wanted to remain in nursing. This was related to intrinsic motivation for the profession and patient care, and the more employment opportunities available for nursing graduates. CONCLUSION: NQN intended to leave clinical practice and to work in outside countries mainly because of the limited employment opportunities in clinical settings. Addressing limited employment opportunities and the poor work conditions that may force young nursing graduates out of clinical practice is critical in reducing nursing attrition rates, and brain drain to outside countries.