Abstract
In 1989, the recruitment and retention of critical care nurses had become a challenge for many hospitals. Hospital leaders implemented the 12-hour shift, assuming this new scheduling option would address nurse recruitment and retention challenges being encountered with the latest nursing shortage.1 This new sccheduling option quickly spread beyond intensive care unit doors before key questions could be answered about its advantages and disadvantages. The implementation of 12-hour work shift patterns at that time was an attempt at a short-term solution intended to reduce stress, burnout, turnover, and overall salary expense, while improving recruitment, retention, and career satisfaction.
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