The setting is partially comparable to Houston Methodist. The Ashanti region of Ghana serves a culturally diverse population of approximately 5.4 million. The healthcare landscape consists primarily of government-owned hospitals, with nearly one-third operated by faith-based organizations. The nurses in the study were 66.7% female and 33.3% male. Only 13% had earned a bachelor’s degree, with 87% combined having earned a certificate or diploma. The average age of study participants was 29.73.

A total of 462 registered nurses participated in the study by completing the three validated tools. Results were as follows:

• Work engagement had a direct positive association with resilience (β=0.0436, p<0.0001).
• Nurses with higher work engagement demonstrated higher resilience.

• Work engagement had a direct negative association with turnover intentions resilience (β= - 0.0367, p<0.05).
• As engagement increases, intent to leave decreases.

• Resilience had a negative association with turnover intention (β= - 0.5699, p<0.0001).
• Resilience is a strong predictor of retention.

• Work engagement had an indirect effect on turnover intention through resilience (β= - 0.0118, p<0.05).
  • Engagement supports retention both directly and indirectly by strengthening resilience.

Yes.

The article did not mention any changes resulting from the study. However, it highlighted actionable strategies for healthcare organizations to strengthen nurse engagement and resilience.

High-quality nursing care is essential for patient outcomes, yet high turnover remains a significant challenge. Organizations can improve retention by involving nurses in shared governance and investing in resilience-building initiatives. Strengthening engagement and resilience not only supports nurse well-being but also contributes to workforce stability and consistent, high-quality patient care.