Document Type : Original Article


1 Department of Medical Surgical Nursing, School of Nursing and Midwifery, Tehran University of Medical Science, Tehran, Iran

2 department of Medical Surgical Nursing, School of Nursing and Midwifery, Iran University of Medical Sciences,


BACKGROUND: The current nursing shortage is complicated because of turnover intention
among nurses. Most of the inactive nurses returned to professional nursing practice. Returned to
professional nursing practice program was low attrition rates and a more cost‑effective strategy that
prepared inactive nurses returning to practice. This study aimed to explain the process of returned
to professional nursing practice.
MATERIALS AND METHODS: This study was a grounded theory study, which lasted from about
2018 to 2020. Data were collected through semi‑structured interviews and observations with
participants after signing an informed consent form. The average interview duration was 45 min. The
study participants were selected through purposeful sampling from both public and private hospitals
affiliated to Iran University of Medical Sciences. Interviews were verbatim transcribed and analyzed
using a constant comparative analysis method.
RESULTS: In this study, 16 participants were selected, including ten nurses, two educational
supervisors, two head nurses, and two matrons. The “transformed competence” as the core concept
and the four main concepts of “feeling alienated with the new environment,” “getting prepared for
restart,” “gradual maturity in clinical practice,” and “components of organizational culture” were
extracted from the data analysis process.
CONCLUSION: The process of returned to professional nursing practice in the context of the
organizational culture of incentive learning leading to a high level of competence, and in the context
of the organizational culture of inhibiting learning, is leading to deficiency incompetence.


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