11th EORNA Congress Valencia, Spain | 16 - 18 May 2024 ePosters 84 a new interview protocol focused on psychological needs. The final phase involves a comparative analysis between the historical and prospective studies with the new protocol. Conclusion: In conclusion, the need for more research is evident, as emphasized by the systematic review. The current research not only measures preoperative anxiety but also explores its relationships with postoperative pain and anesthesia dosage, aiming to enhance the nursing intervention model for an improved patient experience. Principio del formulario Final del formulario 446 Retention of surgical nurse Tenna Kershøj Petersen1, Annsophie Balslev2 1Gentofte Hospital, Afdeling for Bedøvelse, Operation og Intensiv Behandling, Hellerup, Denmark, 2Rigshospitalet, Afdeling for Bedøvelse, Operation og TraumeCenter, København, Denmark Background: In Denmark as in the rest of Europe there is shortage of nurses especially in public healthcare. The prognosis for the years to come is not looking any better, and in 2030 the estimated lack of nurses in Denmark is 8000. Much research has focused on why the nurses leave public employment, but not much focus has been on why nurses stay in their present workplace. Objectives: To gain insight into why OR nurses stay in their current (public) workplace despite a promise of better pay and better work/life balance in the private healthcare. The ultimate objective was to discover ways or suggestions on how to retain and recruit OR nurses. Methods: A qualitative and anonymous questionnaire distributed to the OR nurses in 3 OR wards in 3 different hospitals in The Capital Region of Denmark. 2 of the 3 OR wards have an intake of trauma patients and works in both day and night shifts, whereas the last OR ward is day surgery only and no trauma patients. Results: Out of 111 questionnaires, 87 were returned and correctly completed. The results indicate that regardless of OR experience, the nurses all rank high professionalism as a reason to stay. The result also showed that the nurses with the fewest and the most years of OR experience indicate more varied reasons to stay whereas the “middle group” mainly stay because of reasons related to the specific OR profession. Conclusion: All though pay assumingly is a reason to leave the public healthcare, this study indicates that when focusing on why OR nurses stay, the pay doesn’t seem to be a priority. Instead, OR nurse management could focus their retainment and recruiting efforts on continuous professional education of the OR nurses and on obtaining/maintaining a positive interdisciplinary work environment. 452 Programs for the induction and training of new nursing staff in the Surgical Unit Cristina San-Juan_Cristobal1, Inmaculada Gomez-Arribas1, María_ángeles Fuentes-Montes1, María_agustina Bazo-Sánchez1, Elena Hernández-Sevillano1, Andrea Martín Bernardo1, María Concepción Parejo_aguilera1 1Complejo Asistencial de Segovia, Quirófano, Segovia, Spain Background: Working as operating room nurse in Spain does not require mandatory specialization or specific postgraduate training. This may compromise patient safety. Some authors recommend complementary training. The reality is new staff are not familiar with the duties of the Surgical Unit. In the last ten years we have created training programs to facilitate the process of learning and adaptation. Objective: Present the built-in planning for the training of new nurses in our Surgical Unit. Methods: Working groups have been formed by operating room nurses on a voluntary, collaborative and time-sequence basis; dedicated to developing training and mentoring programs aimed at new staff nurses. Uploaded into the Virtual Campus of Salud-Castilla-León, supported by the training department. The programmes of 100 hours each, have a presential part in the operating room to put into practice what has been learned online.
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