The results below include several case studies and evaluations of programs to orient/train/acclimate new hospital nursing staff, including effects on turnover/retention, including:

• NURSING U: a new concept for nursing orientation.Detail Only Available Cullevy, Thomas; Babbie, Andrea; Clancey, Jeanne; Clouse, Kathy; Hines, Rosemerry; Kraynek, Monica; Tutro, Josephine; Wittman, Susanne; Nursing, 2011 Nov; 41 (11): 59-61
• Structured orientation for new graduates: a retention strategy.  Marcum EH; West RD; Journal for Nurses in Staff Development, 2004 May-Jun; 20 (3): 118-26.
• Designing an outcome-focused model for orienting new graduate nurses.Detail Only Available Journal for Nurses in Staff Development, 2011 Nov-Dec; 27 (6): E6-7.
• Strategies for easing the role transformation of graduate nurses.Detail Only Available (includes abstract) Young ME; Stuenkel DL; Bawel-Brinkley K; Journal for Nurses in Staff Development, 2008 May-Jun; 24 (3): 105-12.
• Tool kit for the staff mentor: strategies for improving retention. Butler MR; Felts J; Journal of Continuing Education in Nursing, 2006 Sep-Oct; 37 (5): 210-3.

Results of the CINAHL search
((MH “Personnel Turnover”) OR (MH “Personnel Turnover”)) AND ( (orientation OR mentorship OR (MH “Work Environment” AND attitude*) OR MH “Support, Psychosocial”) AND nurses AND (new N3 (hire* OR employee* OR staff OR graduate*)) AND hospital* )

A search of CINAHL using these concepts:
Personnel turnover, personnel retention
Orientation, mentorship, (subject heading for work environment combined with the term attitude), subject heading for psychosocial support
Nurses
New staff, new employees, new hires, new graduates
Hospitals