Abstract
Introduction: Each percentage change in nurse turnover is associated with roughly $289,000 in organizational cost/savings annually.1 Despite this increased focus and nurses being primarily women of childbearing age2, little data exists on retention in nurses during the postpartum period. Supporting postpartum nurses is essential for workforce sustainability and organizational stability.
Purpose: The purpose of this study is to explore the lived experiences of nurses returning to bedside after childbirth. By examining their perspectives, this study seeks to identify key factors influencing job satisfaction, workplace well-being, and retention, and to inform the development of evidence-based organizational strategies that foster healthy work environments.
Methods: This descriptive qualitative study employed semi-structured interviews among nurses who returned to direct patient care after delivering a baby within the past 12 months. Audio-recorded interviews were transcribed and thematically analyzed to extract recurring patterns and themes.
Results: To date, 28 subjects have completed interviews revealing three preliminary themes: 1) Workplace Barriers– insufficient support, inflexible scheduling, and inadequate coverage; 2) Dual Guilt– emotional conflict between professional responsibilities and maternal roles; and 3) Ambiguity– uncertainty surrounding childcare, career progression, and institutional expectations contributed to stress and decreased job satisfaction. Participants also recommended a range of practical and scalable strategies to promote postpartum return to work.
Discussion: The postpartum return to work period is a time of high stress and conflict for nurses, creating emotional distress and unique barriers to job satisfaction. Understanding this experience can help organizations develop solutions to promote return to work and retain nurses. The recommendations made by the nurses in this study echo findings in the literature linking supportive work environments with improved retention, lower burnout, and stronger interprofessional collaboration3-5. Implementing such changes can strengthen nurse satisfaction and long-term workforce engagement.
Conclusion: This study contributes essential insight into a previously under-examined phase of the nursing career lifecycle. By elevating the voices of postpartum nurses and presenting actionable recommendations, this work supports the creation of healthier, more inclusive, and sustainable work environments.
Notes
Presenter notes available in attached slide deck.
References:
1. NSI Nursing Solution, Inc. (2025). 2025 National health care retention & RN staffing report. NSI. https://www.nsinursingsolutions.com
2. Coetzee, M., Potgieter, I.L., & Ferreira, N. (2018) Psychology of retention: Theory, research and practice. Springer. https://doi.org/10.1007/978-3-319-98920-4
3. Johnson, E., Elder, E., & Kosiol, J. (2025). What are the experiences of nurses returning to work following maternity leave: A coping review. BMC nursing, 24(1), 230. https://doi.org/10.1186/s12912-024-02625
4. Lang, J., Schotte, A., & Elder, H. (2023). Navigating Nurses: Supporting Retention Through Mentorship. Journal of continuing education in nursing, 54(9), 389–391. https://doi.org/10.3928/00220124-20230816-02
5. Shah, M.K., Gandrakota, N., Cimiotti, J.P., Ghose, N., Moore, M., & Ali, M.K. (2021). Prevalence of and factors associated with nurse burnout in the US. JAMA Network Open, 4(2), e2036469. https://doi.org/10.1001./jamanetworkopen.2020.36469
Sigma Membership
Non-member
Type
Presentation
Format Type
Text-based Document
Study Design/Type
Descriptive/Correlational
Research Approach
Qualitative Research
Keywords:
Workforce, Employment Reentry, Hospital Nursing Staff, Puerperium, Job Satisfaction, Quality of Work Life, Work-life Balance
Recommended Citation
Metz, Katherine; Narca, Darlene; Cortes, Amanda; Young, Michael; and Bohr, Nicole, "Bridging Two Worlds: A Qualitative Exploration of Nurses Returning to Work Postpartum" (2026). Creating Healthy Work Environments (CHWE). 26.
https://www.sigmarepository.org/chwe/2026/presentations_2026/26
Conference Name
Creating Healthy Work Environments
Conference Host
Sigma Theta Tau International
Conference Location
Washington, DC, USA
Conference Year
2026
Rights Holder
All rights reserved by the author(s) and/or publisher(s) listed in this item record unless relinquished in whole or part by a rights notation or a Creative Commons License present in this item record. All permission requests should be directed accordingly and not to the Sigma Repository. All submitting authors or publishers have affirmed that when using material in their work where they do not own copyright, they have obtained permission of the copyright holder prior to submission and the rights holder has been acknowledged as necessary.
Review Type
Abstract Review Only: Reviewed by Event Host
Acquisition
Proxy-submission
Date of Issue
2026-04-24
Bridging Two Worlds: A Qualitative Exploration of Nurses Returning to Work Postpartum
Washington, DC, USA
Introduction: Each percentage change in nurse turnover is associated with roughly $289,000 in organizational cost/savings annually.1 Despite this increased focus and nurses being primarily women of childbearing age2, little data exists on retention in nurses during the postpartum period. Supporting postpartum nurses is essential for workforce sustainability and organizational stability.
Purpose: The purpose of this study is to explore the lived experiences of nurses returning to bedside after childbirth. By examining their perspectives, this study seeks to identify key factors influencing job satisfaction, workplace well-being, and retention, and to inform the development of evidence-based organizational strategies that foster healthy work environments.
Methods: This descriptive qualitative study employed semi-structured interviews among nurses who returned to direct patient care after delivering a baby within the past 12 months. Audio-recorded interviews were transcribed and thematically analyzed to extract recurring patterns and themes.
Results: To date, 28 subjects have completed interviews revealing three preliminary themes: 1) Workplace Barriers– insufficient support, inflexible scheduling, and inadequate coverage; 2) Dual Guilt– emotional conflict between professional responsibilities and maternal roles; and 3) Ambiguity– uncertainty surrounding childcare, career progression, and institutional expectations contributed to stress and decreased job satisfaction. Participants also recommended a range of practical and scalable strategies to promote postpartum return to work.
Discussion: The postpartum return to work period is a time of high stress and conflict for nurses, creating emotional distress and unique barriers to job satisfaction. Understanding this experience can help organizations develop solutions to promote return to work and retain nurses. The recommendations made by the nurses in this study echo findings in the literature linking supportive work environments with improved retention, lower burnout, and stronger interprofessional collaboration3-5. Implementing such changes can strengthen nurse satisfaction and long-term workforce engagement.
Conclusion: This study contributes essential insight into a previously under-examined phase of the nursing career lifecycle. By elevating the voices of postpartum nurses and presenting actionable recommendations, this work supports the creation of healthier, more inclusive, and sustainable work environments.
Description
This study explores the untold experiences of nurses returning to work after childbirth. Through powerful qualitative insights, this study uncovers key barriers to retention such as workplace challenges, guilt, and uncertainty. It also highlights practical solutions suggested by nurses to better support their transition. Discover how healthcare organizations can improve culture, satisfaction, and long-term retention during this critical period.