RN internship: outcomes of a one-year pilot program.

Nurse staffing levels in American hospitals: A 2001 report

Can a one-on-one mentorship program reduce the turnover rate of new graduate nurses in China? A longitudinal study

Transition experiences, intrapersonal resources, and job retention of new graduate nurses from accelerated and traditional nursing programs: A cross-sectional comparative study

Although retaining new nurses is imperative for the future of the nursing profession, it remains a challenging task in the healthcare industry. Understanding the career journey of new graduates as they transition from students to nurses is vital. However, longitudinal studies investigating the factors influencing retention during this period are lacking. The aim of this study is to identify the influencing factors and develop a longitudinal prediction model for new graduate nurse retention. A secondary data analysis was conducted using the New Nurse e-Cohort Study dataset from two survey periods, November-December 2020 and February-March 2022. The participants were categorized into either retention or turnover groups based on their turnover experiences. A decision tree based on classification and regression tree (CART) analysis was utilized. Of the total 586 participants, 463 (79%) were in the retention group. The CART model highlighted that new nurses' retention was significantly associated with younger age, higher readiness for practice (clinical problem-solving) during the nursing program, lower transition shock (such as confusion in professional values, loss of social support, and conflicts between theory and practice), and a higher person-environment fit (person-job fit). The predictive accuracy of the CART model was 79.7%. To retain new nurses, nursing educators and hospital managers should collaborate to prepare nursing students for actual practice, offer support during organizational socialization, and foster healthy professional values for competence in the workplace. Implications for Nursing Management. Transforming the educational strategies of nursing programs and hospital management policies is imperative to ultimately enhance the retention of new graduate nurses.

Research illustrates a clear gap between academic and practice facilities concerning new graduate nurses. Nursing programs are charged with training nursing graduates who can provide safe, quality patient care. One way to enhance the quality of patient care and aid with retention of new graduate nurses in health care facilities is through academic-practice partnerships. This article describes the planning, implementation, and evaluation of a partnership between a health care facility and an associate of applied science nursing degree program to aid with registered nurse retention and quality patient care.

The Driving Forces Behind Nurses Leaving the Profession

The professional learning community is a strategy to help staff development educators address recruitment and retention and organizational culture. The purpose of this article is to analyze the concept of learning communities and discuss their potential to increase the recruitment and retention of new graduate nurses and returning practitioners to the nursing profession. Incorporating learning communities into the healthcare organization will decrease the number of nurses leaving nursing, foster retention, and thus, enhance recruitment.

Graduate registered nurses (RNs) start their careers working in a variety of clinical areas including aged care. However, they may not be fully prepared to work in aged care settings that often require them to work independently as the only RN on the premises. A list of essential clinical skills is crucial for supporting the development and effective transition of graduate nurses into aged care. To identify and rank a list of essential clinical skills for graduate RNs working in aged care settings on commencement of practice. An explanatory sequential mixed-methods design was applied and included a modified Delphi Study and semi-structured interviews. Five expert aged care RNs engaged in the three iterative Delphi rounds and five graduate aged care RNs were interviewed to confirm the clinical skills and ranking from their perspective. Quantitative data were presented through descriptive statistics. Qualitative data were analysed using thematic analysis. Thirty-six essential clinical skills for graduate RNs working in aged care settings were identified and ranked by the experienced aged care RNs. Graduate RNs supported this list of essential clinical skills on commencement and identified palliative care as an additional skill required by graduate RNs working in aged care. The derived essential skills offer aged care a guided approach to ensure that graduate RNs are work-ready, safe practitioners and supported to work independently. The study recommends the essential clinical skills for graduate nurses transitioning in their role as RNs in aged care that will support safe, quality clinical care.

Postoperative Chylous Ascites: Application of Interventional Techniques

Registered nurses (RNs) work closely with nurse practitioners (NPs) in all facets of patient care and often have a direct influence on the patient's perception of the professional who is directing the care, and a patient's perceptions may affect clinical outcomes. However, few studies have been conducted to measure RN acceptance of the NP. The authors surveyed RNs in southern Illinois to assess their attitudes concerning the level of care provided by NPs. Southern Illinois was chosen because of the limited number of NPs in the area and because of concerns that limited exposure might negatively influence RN attitudes about the NP role. A 26-item research questionnaire, previously used with school nurses, was modified to reflect RNs in general. Seven items related to demographic information, and 19 items created a five-response Likert-formatted scale (r = .93). The questionnaire was mailed to 500 randomly selected RNs from the 11 southernmost counties of Illinois. The results showed support of the NP role. RNs believed that NPs were knowledgeable, competent health care providers. RNs were also comfortable working with NPs and often consulted them for advice and information. They saw the role of the NP as a positive addition to the health care team. One identified concern was that scores indicated RNs felt that they received limited respect from NPs. Although the scores were high in this category, some RNs had concerns that NPs might not respect or understand the difficulty of the RN role in providing patient care. NPs need to recognize their collegial and professional ties to RNs and should take time to provide positive feedback to RNs as they collaborate to provide health care. Such behavior would only solidify the health team approach.

Background: A shortfall of 340,000 registered nurses (RNs) is projected by the year 2020. New graduate nurses often experience anxiety, apprehension and stress with their first job after graduation. Approximately 30% of new graduate nurses leave their first jobs within the first year of practice, and 57% within the second year. Many facilities are relying on new graduate nurses to fill vacancies. Recently a focus has been placed on orientation programs to prevent newly hired nurses from resigning. Orientation plays a critical role in job satisfaction and retention of the new graduate nurse.;Objective: The aim of this capstone project is to evaluate the effectiveness of a precepted orientation program on new graduate nurse retention, intent to stay, and satisfaction with the orientation program during the first six months of employment in a southern West Virginia (WV) hospital.;Method: Using Transition Shock Theory as the conceptual framework, new graduate nurse satisfaction with the precepted orientation program and intent to stay in their new job were evaluated. New graduate nurse turnover rates were also measured after three months and six months in the precepted orientation program.;Sample: All new graduate nurses with less than one year of nursing experience hired at a small Community hospital in southern WV between May 2012 and Aug. 2013 (n = 20).;Results and Conclusion: New graduate nurse turnover decreased with none of the NGNs leaving compared to ten percent previous to the precepted orientation program. NGNs were satisfied with data suggesting intent to stay on the Anticipated Turnover Scale (ATS).;Keywords: new graduate nurse orientation, intent to stay, preceptor, preceptorship, precepted orientation.

Nursing leaders who are well acquainted with the skills and motivations of their employees are in the best position to promote the health of individual nurses and of specialty nursing units.

Nursing Programs Could Sharpen LTC Focus

ObjectivesThe COVID-19 pandemic highlighted the deterioration of nurses’ working conditions and a growing global nursing shortage. Little is known about the factors, strategies and interventions that could improve nurse retention...

New Graduate Nurses' Perception of the Workplace: Have They Experienced Bullying?