Flexibility That Retains: How Scheduling Practices Influence Nurses' Decisions to Stay.

BACKGROUND: Nurse retention is a pressing issue globally, particularly in Jordan, where governmental hospitals face significant challenges in maintaining a stable nursing workforce. AIM: This study aims to investigate the relationship between NMs' scheduling flexibility and nurse retention. METHODS: A cross-sectional correlational study was conducted involving 155 nurses from five governmental hospitals across Jordan. Data were collected from 1 October-1 November, 2024 using the Work Schedule Flexibility Survey (WSFS) and the Revised Casey-Fink Nurse Retention Survey. RESULTS: Nurses reported low levels of scheduling flexibility (M = 1.52, SD = 0.28) and retention factors (M = 49.9, SD = 10.5). Scheduling flexibility was positively correlated with job retention (r = 0.79, p < 0.01). Age and years of nursing experience were significant positive predictors of retention, whereas excessive night shifts, increased workload, and demanding work schedules were significant negative predictors. CONCLUSION: Improving scheduling flexibility, reducing workload, and strengthening managerial support may enhance nurse retention. This study provides context-specific evidence from Jordanian nurses to inform workforce policies and sustainable retention strategies in health care. IMPLICATIONS FOR NURSING MANAGEMENT: Flexible scheduling is an important nursing management strategy that enhances nurses' job satisfaction and well-being. Since high turnover rates remain a global challenge, nurse managers should promote flexible work arrangements to improve work-life balance, reduce burnout, and strengthen staff retention. Such practices can also enhance organizational commitment and quality of patient care.