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1
Franklin, Tammy Lea. "Educating Nurses About Nurse Residency Program". ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/6562.
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Educating Nurses About a Nurse Residency Program
by
Tammy Lea Franklin
MSN, Walden University, 2012
BSN, Oklahoma City University, 2010
Project Submitted in Partial Fulfillment
of the Requirements for the Degree of
Doctor of Nursing Practice
Walden University
May 2019
The problem addressed in this project was the challenges related to retention of new graduate nurses. This includes Registered Nurses (RNs), Licensed Practical Nurses (LPNs), and Bachelor of Science Nurses (BSNs) on two medical/surgical units in an acute care facility. The purpose was to work with a project team to develop an education module and accompanying resources to present to new medical/surgical BSNs, RNs, and LPNs through a 3-month nurse residency program. The framework guiding the project was Duchscher's transition shock which guides the stages of doing, being, and knowing for new graduate nurses as they move from classroom to the bedside. The project question was: Will an educative process specifically designed to implement a 3-month nurse residency program for new graduate RNs, and LPNs in the two medical/surgical units increase retention rates when compared to data 1 year pre-intervention? The educational modules included 6 2-hour concept based sessions delivered biweekly over a 3-month period by the medical/surgical specialty coordinators. Results showed positive and statistically significant results of a 17% turnover rate of new graduate medical/surgical nurses compared to a 33% turnover rate specific to the medical-surgical new graduate nurses 1 year pre-intervention. The project contributed to positive social change by providing education that increased retention, job satisfaction, and provided professional socialization.
2
Hollis, Kimberly M. "Improving Retention Strategies for Experienced Nurses". ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/7448.
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Experienced nurses depart the workforce in significant numbers; therefore, it is critical to understand how those departures affect patient care and safety. The focus of this systematic review included appraisal of recent research to provide an understanding of strategies used in acute care settings to retain experienced nurses. Guided by Benner's model of skill acquisition, the purpose of this systematic review was to identify factors that influence the decision of nurses with experience to leave or remain working in acute care work settings. The 19 articles selected for this review were limited to those pertaining to experienced registered nurses who have worked in the acute care setting for 2 years and longer. The review excluded articles pertaining to registered nurses with fewer than 2 years of experience, who were considered at the novice or proficient level of nursing. The results of this literature review showed that management conflicts, lack of support, work environments, work schedules, and disproportionate staffing levels were among the factors leading to morale distress and burnout in experienced nurses. These findings have the potential to contribute to positive social change by guiding administrative efforts to retain experienced nurses and improve mentoring of newer nurses and, ultimately, improve patient outcomes.
3
Clevenger, Pamela L. "Managerial leadership behaviors and nurse retention". Muncie, Ind. : Ball State University, 2009. http://cardinalscholar.bsu.edu/699.
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4
Kennedy, Belinda Anne. "The personality characteristics of emergency nurses". Thesis, The University of Sydney, 2014. http://hdl.handle.net/2123/12724.
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Background: There are ever increasing demands on the emergency nursing workforce so it is necessary to consider how to enhance the recruitment and retention of emergency nurses. Personality is known to influence occupational choice, yet there is a lack of research exploring how personality may influence the workforce decisions of emergency nurses. Aims: To establish the personality profile of a sample of emergency nurses, and to explore whether any relationship exists between their personality characteristics and time spent working within emergency nursing. Methods: A standardised personality assessment instrument, the NEO™-PI-3, was used along with a demographic survey. Data were collected from 72 emergency nurses in an Australian Emergency Department between July and October 2012. Descriptive statistics were used to report demographics and the personality assessment results were compared against general population norms in each of the five personality domains and their 30 associated facets using a one-sample t-test. A two-sided alpha level of .01 was determined to indicate statistical significance. Results: Emergency nurse participants scored higher than the population norms in the domains of extraversion, openness to experience and agreeableness, and in twelve facets, including excitement seeking, vulnerability and competence. Conclusion: The personality profile of this sample of emergency nurses is different from the established population norms. Further research is required to establish whether these study results are applicable to the wider emergency nurse workforce and to establish any link with personality and other nursing specialty choice, which may assist in improving nursing workforce retention and recruitment.
5
MacRae, Beverly Ann. "Retention of nurses in the Winnipeg Regional Health Authority". Thesis, National Library of Canada = Bibliothèque nationale du Canada, 2001. http://www.collectionscanada.ca/obj/s4/f2/dsk3/ftp04/MQ59472.pdf.
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Timilsina, Pallavi. ""Factors Influencing Retention Rates for Nurses in Nursing Homes"". Miami University / OhioLINK, 2018. http://rave.ohiolink.edu/etdc/view?acc_num=miami1533310217476947.
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Novak, Kevin Oliver. "Patients and Nurses and Doctors Oh My!: Nurse Retention from a Multi-Foci Aggression Perspective". PDXScholar, 2017. https://pdxscholar.library.pdx.edu/open_access_etds/4013.
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Attrition is a serious issue in the nursing industry. One factor influencing rates of attrition in nursing is aggression victimization at work (Estryn-Behar et al., 2010). However, there is little research in the aggression literature that examines how aggression from different sources affects attrition (both job and career turnover) differently. This study attempts to better understand the linkages between aggression victimization and nursing attrition; specifically how aggression from different sources (i.e. patients/patients’ families, coworkers, and licensed independent practitioners) differentially affects retention factors (i.e. job satisfaction, turnover intentions, and career commitment). This study also attempts to understand the role that prosocial motivation may have in buffering against negative work attitudes brought about by patient aggression victimization. A two time point cross-sectional survey design was conducted in a hospital organization in the state of Oregon. The data presented here are part of an archival examination of that larger dataset that uses 337 voluntary nursing participants. Findings partially support the idea that different sources of aggression differentially affect retention outcomes like job satisfaction, turnover intentions, and career commitment. Some limitations and contributions of the study are also discussed.
8
Piskac, Ellen M. Hawkins Peggy L. "Characteristics of retained nursing faculty". Click here for access, 2008. http://www.csm.edu/Academics/Library/Institutional_Repository.
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Thesis (Ph. D.)--College of Saint Mary -- Omaha, 2008.Presented to the faculty of College of Saint Mary in partial fulfillment of requirements for the degree of Doctor of Education. Under the supervision of Peggy Hawkins. Includes bibliographical references.
9
Warner, Ivory. "Nurses' perceptions of workplace conflict, implications for retention and recruitment". Thesis, National Library of Canada = Bibliothèque nationale du Canada, 2001. http://www.collectionscanada.ca/obj/s4/f2/dsk3/ftp04/MQ62041.pdf.
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10
Smith, Sheila M. "Retention of Staff Nurses and Nurse Managers in an Acute-Care Hospital| A Qualitative Case Study". Thesis, University of Phoenix, 2017. http://pqdtopen.proquest.com/#viewpdf?dispub=10623625.
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Nursing is the largest health care profession in the United States, and health care organizations rely heavily on the services of registered nurses to provide quality care to patients. Unfortunately, the nursing shortage makes it critical for health-care leaders to identify potential issues that may be influencing nurses to leave the nursing profession and to develop solutions for retaining nurses in the nursing profession. The purpose of this qualitative case study was to explore the perceptions of three groups of RNs in an acute-care hospital setting regarding perceived issues that might influence nurses? intentions to leave the nursing profession and possible solutions to mitigate these issues. The three groups of nurses were (a) staff nurses with less than 5 years of nursing experience, (b) staff nurses with 5 or more years of nursing experience, and (c) nurse managers in the acute-care hospital setting. Exploring the perceptions of nurses was a practical means of seeking a better understanding of the lived experiences of staff nurses and managers to understand the issue of nurse retention in an acute-care hospital setting. Data were collected using a structured questionnaire that included demographic and open-ended, in-depth interview questions. Results indicated the importance of staff nurses and nurse managers? perceptions of issues influencing nurses to leave or remain in the nursing profession and perceived solutions to the issues and the need for further research to explore how different groups of nurses perceive different issues influencing their intent to leave the nursing profession.
11
Bailey, Rachel. "Evaluating payment systems : the case of nurses in the National Health Service". Thesis, London School of Economics and Political Science (University of London), 1994. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.319904.
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White, Dawn Reid. "Workplace Bullying From a Nurses Perspective". ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/4951.
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Bullying has long been associated with school children. In recent years, however, more attention has been paid to the bullying that has reached beyond the playground and into the workforce. One population facing this problem is staff nurses. To date, no one has found an effective way to address workplace bullying in the healthcare field, nor have effective methods been found for retaining trained nurses affected by this problem. The focus of this dissertation was on understanding nurses' lived experiences and how nurses decided to remain in their current working position despite these problems. Taking a phenomenological approach and using the conceptual framework of resilience, the study included telephone interviews of 2 pilot study participants and 12 main study participants. Recorded and transcribed participant responses to interview questions were coded thematically and analyzed. Three main themes emerged: stories of working with workplace bullying, challenges of the lived experiences of being bullied, and special techniques of nurses being bullied. Three subthemes also emerged: despair, love of being a nurse, and resilience. This study gave a voice to nurses affected by this problem, revealing special challenges they encounter and coping strategies they employ. Hospital administrators can use the findings of this study to create social change within nurses' working environment by implementing policies that will keep their nurses safe and happily employed. Future research should focus on workplace bullying in the nursing field and how it affects patient safety.
13
Gill, Kelly Patricia. "Retention of basic cardiac life support skills by nurses following retraining". Thesis, University of British Columbia, 1986. http://hdl.handle.net/2429/26477.
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The expectation that nurses be competent in Basic Cardiac Life Support (BCLS) is today a forgone conclusion. The question is no longer should nurses be trained in BCLS, but how to ensure competency once initial training is complete. This study aspired to answer two questions: (a) after retraining to American Heart Association (AHA) standards, how long does it take for nurses' BCLS performance (on adults) to again drop below AHA standards, and (b), is there a relationship between nurses' demographic characteristics and their BCLS performance, upon retesting.
Skinner's operant conditioning theory guided the development of the research proposal. Skinner argues that reinforcement is the key to maintaining behavior in strength. Thus, it is important to identify when reinforcement of BCLS skills becomes necessary and what factors in nurses' backgrounds, or environments, if any, are possible sources of reinforcement.
Initially, nurses were trained in BCLS to AHA, level one standards, and data regarding their demographic characteristics were collected. These nurses were then asked to return for retesting (and further training as necessary) at 3, 6, and 9 week intervals. Due to attrition, it became necessary to analyze the data based on the actual time elapsed between tests (3 to 18 weeks). For example, if a nurse missed the 3 and 6 week tests and was then tested at what would have been the 9 week test the actual elapsed time between training and testing was 18 weeks (3 + 6 + 9=18).
BCLS performance data was collected in two forms-score and pass or fail. Analyses of the data demonstrated there to be no significant difference in the number of nurses failing to meet AHA standards at each of the 3 week test intervals. Nurses failed BCLS tests as early as 3 weeks after inital retraining. No significant relationship was found between nurses' BCLS performance (retention) and age, education, position, specialty, prior BCLS training, number of exposures to, and participations in BCLS events, and recency of the last exposure to an obstructed airway. There did however appear to be a significant negative relationship between the number of years worked and BCLS performance and between number of years since graduation and BCLS performance. There also appeared to be a significant negative relationship between CPR performance and the recency of the last exposure to/participation in a cardiopulmonary arrest. Unfortunately, threats to internal validity, in particular attrition and small sample size limit confidence in the research findings. Findings supplemental to the research project are also outlined.
In view of the study findings, implications for BCLS education for nurses and implications for further research into BCLS retention are delineated.Education, Faculty of
Educational Studies (EDST), Department of
Graduate
14
Makong, Makahlolo. "Retention strategies for doctors and nurses in Lesotho : an implementation framework". Thesis, Cape Peninsula University of Technology, 2017. http://hdl.handle.net/20.500.11838/2559.
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Thesis (MTech (Business Administration))--Cape Peninsula University of Technology, 2017.This paper reviews retention strategies for Lesotho’s doctors and nurses and presented an implementation framework to support and promote staff retention. . Based on the increasing necessity to retain doctors and nurses, the implementation framework becomes an essential element of retention strategy. A qualitative and quantitative research design technique using a self-managed questionnaire and interviews was adopted to gather data. The 120 doctors and nurses make up a sample. The information was statistically analysed using SPSS and grounded theory. Results identified that the current implementation strategy has failed to increase the retention rate of doctors and nurses. It is hoped that the implementation framework presented in this paper would help to achieve increased retention rate for doctors and nurses.
15
Cominsky, Cynthia. "The Retention of Registered Nurses at the Department of Veterans Affairs". University of Cincinnati / OhioLINK, 2016. http://rave.ohiolink.edu/etdc/view?acc_num=ucin1479815554733328.
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Foley, Elizabeth y n/a. "Reentry and retention: a study of the relationship between characteristics of reentry nurses and reemployment in nursing". University of Canberra. Education, 1990. http://erl.canberra.edu.au./public/adt-AUC20050711.151302.
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The purpose of this study was to examine the relationship
between characteristics of refreshed registered nurses and
reemployment in the nursing workforce post Refresher
programme. The application forms completed by the
participants of the six programmes conducted by the ACT
Health Authority (ACTHA, now Department of Community Services
and Health ACT) provided data for a profile analysis.
Employment data was derived mostly from statistics compiled
by the Research Officer, Nursing, ACTHA.
The findings of this study demonstrated that inactive
registered nurses do return to nursing from periods of
non-participation as nurses, following completion of
Refresher programmes. Moreover, significant numbers of these
returning nurses remain in nursing employment. In relation
to that aspect of workforce planning which considers sources
of supply for the registered nurse labour market an area for
further study would be to explore the area of patient care in
which the greater concentration of refreshed nurses were to
be found post programme: acute care settings or extended care
facilities.
The study found that predictions of the successful reentry to
nursing of the individual refreshed nurse and of retention in
the nursing workforce could not be based on the
characteristics of that person, alone. These findings
supported the study's hypothesis that there would be no
statistically significant difference between the
characteristics of refreshed registered nurses who returned
to, and remain in, the nursing workforce and those refreshers
who either did not reenter nursing post programme or who left
during the following twelve months. The characteristics
examined were age, family status, post registration nursing
experience, post registration nursing courses, worked as a
nurse in the ACT prior to the programme, previous employment
status, and time inactive from nursing pre-Refresher
programme.
Trends were identified which indicated that with some
characteristics there was a greater likelihood of post
programme reemployability in nursing. Refreshed nurses who
reentered and remained in the nursing workforce tended to be
younger.than those not working as nurses. There was a trend
for post programme participators in the nursing workforce to
have had fewer years of post registration nursing experience
and to be more likely not to have obtained post registration
nursing qualifications than their counterparts not working in
nursing positions.
Perhaps not surprisingly the study found that a higher
proportion of the refreshers employed as nurses had
previously worked at some stage in ACT health care facilities
as registered nurses. A somewhat unexpected finding was that
amongst the group of refreshed nurses working in nursing the
largest contingent had been inactive from nursing for more
years than was the case for those not working as nurses.
The majority of refreshed registered nurses, whether they
were working as nurses post programme or not had a family
status of partner/husband and child(ren) and were unemployed
before undertaking the Refresher programme.
Refreshed registered nurses have provided a source of supply
to the nursing workforce during a period of shortage of
qualified nurses in the health care system. In the latter
part of the 1980's there have been indications that shortage
is largely confined to nurses with specialised skills. The
findings from this study should assist the nursing profession
in deciding the future role of programmes of reentry for
inactive registered nurses who require reskilling for current
clinical competence for general patient care areas.
17
Cowin, Leanne S., University of Western Sydney, College of Social and Health Sciences y of Nursing Family and Community Health School. "The self-concept of nurses and its relationship to job satisfaction". THESIS_CSHS_NFC_Cowin_L.xml, 2002. http://handle.uws.edu.au:8081/1959.7/59.
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This study explores the development and rigorous testing of a new self-concept instrument designed specifically for nurses for use in a longitudinal, multicohort study on self-concept, job satisfaction and retention in nursing.The outcomes of this study are that nurses' self-concept can now be measured by a new theoretically and empirically substantiated multidimensional instrument. This will provide potential new directions for nursing research on which to build specific self-concept enhancement and retention strategies. The transitional period of student to graduate nurse can be the subject of ongoing assessment by utilising the new self-concept instrument in conjunction with a valid measure of nurses' job satisfaction. The findings of this study have raised an awareness of the importance of self-concept in the retention challenge for all nurses and in particular the newly registered graduate nurseDoctor of Philosophy (PhD)
18
Solano, Mary Ann 1957. "Influence of professional nursing practice on nurse satisfaction and retention among active duty United States Air Force nurses". Thesis, The University of Arizona, 1993. http://hdl.handle.net/10150/278318.
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A causal modeling non-experimental design was used to test the influence of professional nursing practice (autonomy, control over nursing practice, group cohesion, and organizational commitment) on job satisfaction and anticipated turnover. A sample of 79 active duty Air Force nurses provided the convenience sample for the study. The concepts of control over nursing practice and organizational commitment had a positive influence on job satisfaction. Job satisfaction and organizational commitment had a negative influence on anticipated turnover. Neither autonomy nor group cohesion influenced either job satisfaction or anticipated turnover. Higher level of control over nursing practice, stronger organizational commitment and decreased anticipated turnover were found with field grade officers in comparison with company grade officers.
19
D'Ambra, Amanda. "Minimizing incivility in the workplace to increase retention of new graduate nurses". Honors in the Major Thesis, University of Central Florida, 2012. http://digital.library.ucf.edu/cdm/ref/collection/ETH/id/536.
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Efforts to maintain a sufficient nurse workforce are hampered by dissatisfaction with the work environment. Incivility in the work environment is a major source of dissatisfaction. A healthy work environment is associated with higher levels of job satisfaction and improved retention. New graduate transition programs have been recommended as a deterrent to high levels of turnover associated within the first two years of employment, some of which is related to incivility. The purpose of this thesis was to examine the influence of incivility in the nursing workplace on new graduate job satisfaction and determine if there is an association between participation in new graduate nurse transition programs and satisfaction with the work environment. A systematic review of the literature was performed using MEDLINE- EBSCOhost, PsycInfo, and the Cumulative Index to Nursing and Allied Health Literature (CINAHL) databases. Sixteen studies, which met search criteria, were reviewed. Themes that emerged included workplace incivility, nurse residency programs, mentoring through preceptors, and empowerment. Findings indicated that incivility in the workplace was a significant predictor of low job satisfaction in new graduate nurses. While graduate nurse transition programs are associated with improved satisfaction and retention rates for these nurses, nothing in the literature indicated that graduate nurse transition programs had a direct impact on empowerment and job satisfaction related to the incivility these nurses experience.B.S.N.
Bachelors
Nursing
Nursing
20
AL-Sheyab, Ola Nader. "THE RELATIONSHIP BETWEEN RETENTION, EMPLOYEE ENGAGEMENT, JOB SATISFACTION, AND INTRINSIC MOTIVATION AMONG NURSES". OpenSIUC, 2018. https://opensiuc.lib.siu.edu/dissertations/1560.
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This study investigated how engagement, job satisfaction, and intrinsic motivation will affect retention among nurses. A sample of 150 nurses (CNAs, LPNs, and RNs) employed at medical centers in Sioux City (IA-SD-NE) and Carbondale, Illinois was selected using cluster random sampling. Employee engagement (Independent-Variable1) was measured against the Utrecht Work Engagement Survey (UWES), job satisfaction (Independent-Variable2) was measured against the Minnesota Satisfaction Questionnaire (MSQ), and intrinsic motivation (Independent-Variable3) was measured against the Intrinsic Motivation Inventory (IMI). The study followed a sequential transformative design, with all research questions or hypotheses examined through multinomial regression, which indicated the odds ratio of nurses’ decision or intent to leave or stay against leaving their current position. The regression analysis showed that intrinsic motivation and job satisfaction were significantly more likely to predict nurses’ intent to leave than employee engagement. The interviews showed employee engagement, job satisfaction, and intrinsic motivation to be an important part of the nurses’ decision to leave or stay
21
Cowin, Leanne S. "The self-concept of nurses and its relationship to job satisfaction and retention /". View thesis View thesis, 2002. http://library.uws.edu.au/adt-NUWS/public/adt-NUWS20030401.101609/index.html.
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Thesis (Ph.D.) -- University of Western Sydney, [2002]."A thesis submitted to the University of Western Sydney in fulfilment of the requirements for the degree of Doctor of Philosophy " Bibliography: leaves 220-236, and Appendices.
22
Sayers, Stanley Andrew. "Assessment of skills retention strategies in a health sub-district within a metropolitan municipality in the Western Cape". Thesis, Cape Peninsula University of Technology, 2018. http://hdl.handle.net/20.500.11838/2746.
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Thesis (MTech (Public Administration)--Cape Peninsula University of Technology, 2018.Organisations spend large sums of money on staff after they have been recruited in order to make them proficient in their jobs. It is therefore important to ensure that staff remain with the organisation for as long as possible, allowing the organisation to reap the benefit from its investment in the form of good performance by staff. Work performance can however, be affected negatively when labour turnover is high. This research project reflects on staff turnover amongst professional nurses, posing the question, “What can be done to alleviate high staff turnover?” A quantitative approach to research was followed within a Western Cape Metropolitan Municipality. The significance of the research is reflected in the recommendations made to the management of the municipality to address staff turnover in the specified category of employees.
23
Jamieson, Isabel Margaret. "What are the views of Generation Y New Zealand Registered Nurses towards nursing, work and career?" Thesis, University of Canterbury. Health Sciences Centre, 2012. http://hdl.handle.net/10092/6499.
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Background
This descriptive exploratory study was undertaken to ascertain the views of Generation Y New Zealand Registered Nurses (Gen Y nurses) towards nursing, work and career. Little empirical data exists about why young New Zealanders choose to become nurses in the 21st century. Further, little is known about their future career plans or their intentions to remain in the nursing workforce. Currently there is a global nursing workforce shortage with indications that shortages will continue into the future. The nursing shortage is occurring at a time when many populations are ageing and placing unprecedented demands on both health care providers and health care systems. Not only are populations ageing, the burden of chronic disease is escalating. However, there is strong evidence highlighting positive patient outcomes when nursing care is provided by registered nurses. Therefore the long term retention of young nurses is of critical importance for both the health care consumer and the profession.
Method
A nationwide on-line survey was undertaken with 358 Gen Y Nurses from late 2009 to early 2010.
Key findings
Young New Zealanders are driven by traditional values of altruism, the desire to care for others, the ability to work closely with people, as well as being able to make a strong contribution to society when deciding to become a nurse. Further, they are seeking interesting, challenging and exciting work. Job security, the ongoing demand for nurses, the ability to leave and return, as well as the ability to combine work and family, are also important factors that help them to choose to become nurses.
The Gen Y nurses were overwhelmingly satisfied with their decision to become nurses but they are very clear that nursing does not define them. They appear set to remain in the profession for at least five years with many stating that they wish to increase their clinical skills as well as undertake formal postgraduate study. However, while the Gen Y nurses demonstrated a high level of affective commitment towards nursing, they do not show a high level of continuance or normative commitment. It is questionable if they have long term career plans to remain in nursing.
Further, the Gen Y nurses find nursing work to be more stressful and challenging than they anticipated. They expressed concern about nursing salaries, workplace bullying and the impact of shift work on their private lives. They are also concerned about the apparent lack of recognition demonstrated by managers and management of the contribution that nurses make to patient care. A further concern for Gen Y nurses is the lack of understanding by the public about the role of registered nurses.
Conclusion
Most young New Zealanders who decide to become nurses do not regret their decision to do so. They have chosen to become nurses because of their desire to care for others in a team focused environment with a promise of job security. Many Gen Y nurses are planning on advancing their careers by increasing their clinical skills and academic knowledge. While some are planning to seek promotion, the majority want to remain in a clinical role, at the bedside. While the Gen Y nurses view themselves as career motivated they do not demonstrate a high level of career commitment to nursing. It is therefore imperative that the nursing profession, as well as nursing employers and policy makers, collaborate to design a workplace and work conditions that motivate Gen Y nurses to want to remain in the profession for the long term.
24
Hayter, Karen y Karen Hayter. "Work Readiness of Newly Graduated Nurses with Implications for Academia and Employers". Diss., The University of Arizona, 2017. http://hdl.handle.net/10150/624565.
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Background: The transition and retention of newly graduated nurses are worldwide problems. With the nursing shortage and 33-61% of newly graduated nurses leaving their job within the first year, newly graduated nurses need to be work ready. Work readiness of new nurses is a new concept developed in Australia.
Significance: New nurses are a vulnerable population that is dependent upon experienced nurses for knowledge, skills, and socialization into the profession. However, new nurses often experience rudeness, humiliation and conflict influencing professional success, patient care, and retention.
Purpose: To apply the Work Readiness Scale – Graduate Nurses (WRS-GN) to a population of Baccalaureate (BSN) and Master’s Entry into the Profession of Nursing (MEPN) graduates from a southwestern university and determine if there is a relationship between the variables of work readiness, individual experiences of graduates, and the two groups. Research questions included:
1) What is the relationship between work readiness (social intelligence, personal work characteristics, work competence, and organizational acumen) and individual experiences?
2) Do newly graduated BSN and MEPN degree nurses differ on the WRS-GN constructs of social intelligence, personal work characteristics, work competence, and organizational acumen?
Method: Descriptive correlational study with a convenience sample of graduates from a southwestern university. Participants received a survey through their school email account and a message was placed on the Alumni Facebook page.
Results: Thirty participants (9.2% response rate), 93.3% were female, and 76.7% work in Arizona. None of the participants were planning to leave the profession of nursing in the next year. A statistically significant relationship was detected between work competency and length of nurse residency (r=.44, p=0.02) and a negative relationship was detected between personal work characteristics and nurse residency (r=-.41, p=0.02). No relationship was detected between the two groups and constructs of work readiness.
Implications/conclusions: Work readiness is complex. Longer nurse residency is associated with greater work competence. Academia and employers should collaborate and provide courses that enhance the work readiness of newly graduated nurses. The WRS-GN has been tested once in a population of Australian graduate nurses therefore further research is needed to validate the WRS-GN.
25
Scoble, Kathleen Brooks. "Career resilient characteristics and commitment among registered nurses: predictors of organizational and professional retention /". Access Digital Full Text version, 1991. http://pocketknowledge.tc.columbia.edu/home.php/bybib/10292111.
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Thesis (Ed.D.)--Teachers College, Columbia University, 1991.Includes tables. Typescript; issued also on microfilm. Sponsor: Elaine L. La Monica. Dissertation Committee: Richard Wolf. Includes bibliographical references (leaves 118-133, 176).
26
Torres, Angie Lim. "Improvement in the Retention of Graduate Nurses in a Long-Term Acute Care Hospital". ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/5140.
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The high turnover rate of graduate nurses is a challenge in the United States' hospitals because of high job dissatisfaction rates. The premature disaffiliation of the graduate nurses is costly for organizations and can significantly affect the quality and safety of patient care due to the inadequate supply of adequately prepared staff nurses, particularly in the long-term acute care hospitals. The purpose of the project was to decrease the turnover rate of graduate nurses in a long-term acute care setting from 40% to 20% through modification of the nurse residency program by applying an intervention based on Bauer and Erdogan's theory of organizational socialization. The intervention included provision of psychosocial and educational support to the graduate nurses in addition to the formal classroom learning and a preceptorship with experienced registered nurses. The project used a prospective descriptive design to examine whether the provision of psychosocial and educational support intervention to all newly hired graduate nurses for four weeks beyond the existing residency program would improve the nurses' perceptions on items of the Casey-Fink Graduate Nurse Experience Survey and decrease the turnover rate from 40% to 20%. Eighteen nurses completed the survey at eight weeks (the end of the existing residency program) and at 12 weeks (when four additional weeks of psychosocial and education support ended). The pretest and posttest survey results were compared using descriptive statistics. The graduate nurses' self-reported confidence level, job satisfaction level, and role transition experiences all improved after the intervention. The social change resulting from the project was positive residency learning experience for the graduate nurses that may result in better patient care, commitment to the organization, and retention of nurses.
27
Chan, Ee Yuee. "Factors influencing the retention and turnover intentions of registered nurses in a Singapore hospital". Thesis, Queensland University of Technology, 1996. https://eprints.qut.edu.au/226996/1/T%28HS%29%20336_Chan_1999.pdf.
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The rapid growth in Singapore's health care industry, coupled with the increasingly
complex technology employed in patient care and an aging population has led to an
acute shortage of nurses. Given the difficulty with recruiting nurses in the country, it
is imperative to retain existing resources to provide quality nursing care. This
descriptive study explored some demographic and work-related variables which
influenced the retention and turnover intentions of RNs in a major restructured
hospital in Singapore. Using stratified convenience sampling, 120 respondents were
selected. An anonymous self-reported questionnaire, modified from the tool
developed by Battersby, Hemmings, Kermode, Sutherland and Cox (1990) was used
for the study. Data was analysed using both descriptive and inferential statistics.
Results showed that RNs' decision to stay or leave the hospital involved many
variables. Both work and non-work variables were influential. Demographically,
stayers and leavers differed in terms of years of experience as RNs, speciality
qualification and practice area. Majority of the stayers gave reasons pertaining to
nursing practice for staying, while leavers mentioned organisational reasons for
leaving the hospital. The study also found that many RNs were dissatisfied with
various aspects of the job. In particular, many perceived that inadequate staffing,
heavy workload, poor pay, lack of recognition and inadequate welfare characterised
their jobs. The study provides better understanding of reasons affecting the decision
to stay or leave among RNs in this community. Recommendations for management
such as interventions to promote group cohesion were made to assist hospital
administrators identify specific retention strategies.
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Barreca, Rebecca J. "Lived Experiences of Nurses: Nurse Characteristics by Clinical Specialty". Kent State University Honors College / OhioLINK, 2011. http://rave.ohiolink.edu/etdc/view?acc_num=ksuhonors1303941706.
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Phillips, Trenton J. "Predicting Length of Service for Nurses: An Analysis of a Healthcare Organization’s Selection Inventory". Xavier University / OhioLINK, 2019. http://rave.ohiolink.edu/etdc/view?acc_num=xavier1565860881878251.
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Chacko, Mary Laly. "Orientation of Nurses Transitioning into Hospital Specialty Units". ScholarWorks, 2016. https://scholarworks.waldenu.edu/dissertations/2399.
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Competency-based nurse orientation programs focus on the new nursing graduate and experienced nurse employees' ability to perform skills necessary in a new work setting. The purpose of this project was to develop a learner-focused and competency-based orientation program for new nursing employees at a large urban hospital to enhance patient safety and nurse retention. The Johns Hopkins nursing evidence-based practice model and guideline were used in the selection of articles with higher levels of evidence and research quality for the critical appraisal of literature in support of the program development. The best practices for nursing orientation content and delivery for positive effects on hospital finances, nurse turnover rates, and patient safety were the focus of the literature review. Benner's model of 5 levels of skill development was the theoretical framework for advancing skills of nurses who enter the orientation program with different expertise and skill sets. Nurse orientation materials and processes, comprising a collaborative team approach to orientation and a guideline for preceptor selection, were developed as the essential components for successful orientation at the project hospital. A nursing orientation based on the evidence may provide an infrastructure and operational process for the organization in developing the competencies of all levels of nurses, including experienced nurses transitioning to new units or duties. The social change resulting from the project will be a supportive and seamless transition of nurses into the new practice role and work environment. When implemented, this project is anticipated to increase nurse satisfaction, improve quality of health care delivery, decrease anxiety related to the new nursing role, and improve collegiality among all levels of nurses.
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Allen, Roma. "An Evidence-Based Mentorship Program for Experienced Nurses". ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/4031.
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Turnover of experienced nurses is a component of the nursing shortage, which has created a lack of expert nurses administering bedside care. The project site is a Chicago suburban hospital with an average first year turnover of experienced nurses at 35%. This rate is above the 27% first year turnover reported by the Metropolitan Chicago Healthcare Council. This project focused on development and evaluation of an evidence-based mentorship program supported by theory that can contribute to an increase in experienced nurse retention. A detailed literature review references causative factors of turnover, such as an increasing workload, a multigenerational and aging workforce, and a lack of belonging as reasons for job dissatisfaction and separation of employment. These factors were also cited in exit interviews of nurses resigning from the project site. Synthesis of the literature suggests that an evidence-based, theory-supported, nurse mentorship program may decrease experienced nurse turnover and increase the longevity of the nurse providing bedside care. The social cognitive career theory and components of Zey's mutual benefits model were used in the design of the mentorship program to include the mentor, mentee, and culture of the organization. Program design and materials were evaluated by 10 experienced nurses. The program was approved by 100% of the formative panel and was recommended for summative review by the 4-member nurse executive council. The summative review resulted in a final approval to implement the program. Implementation of this project will create social change through empowerment of experienced nurses and by providing strong mentors for new nurses resulting in reduced turnover of both new and experienced nurses, increased job satisfaction, reduced replacement costs, and improved patient care.
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Currant, Natasha Emma. "Work Relationships and Organisational Commitment of Nurses: An Analysis of Policy-Practice Differences". Thesis, Griffith University, 2011. http://hdl.handle.net/10072/366309.
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For several decades, one of the major issues facing Australia’s health sector has been a shortage of nurses; a trend also evidenced across many other Organisation for Economic Co-operation and Development (OECD) countries. Without a suitably sized nursing workforce, a society’s ability to care for the population is diminished, and will continue so unless this trend is reversed. One of the factors contributing to this shortage is the poor retention of currently employed nurses, which results from, in part, a high proportion of nurses lacking commitment to their organisations. For public sector hospitals, the largest employer of nurses in Australia, this lack of organisational commitment is a continuing concern that impacts upon the ability of health organisations to provide care to patients.
This thesis examines the factors that impact upon nurses’ commitment to their organisations. A theoretical framework, Social Capital Theory (SCT), was used as a lens through which to view the behaviour of nurses. The reason for this choice of theory is that SCT is used to examine the relationships in the workplace by exploring their quality, structure, and the context in which they operate. This research uses the SCT framework to interpret how relationships impact upon nurse outcomes, including their level of role ambiguity, the extent to which they perceive that they are empowered in their work, and most importantly, their organisational commitment. Of particular interest to this study is the difference between these organisational practices and the organisation’s espoused policies, to identify gaps and areas for improvement.
The research used a sequential mixed methods approach. Four methods of data collection were used comprising surveys, focus groups, interviews, and document analyses, so as to examine the relevant issues from a variety of viewpoints and triangulate data. Respondents comprised nurses working in two public sector hospitals located in Australia. The data includes 167 surveys, 12 focus groups and 17 interviews. Analysis of the quantitative data involved using regression analysis and
path analysis, while the qualitative data were analysed using manifest and latent content analysis.Thesis (PhD Doctorate)
Doctor of Philosophy (PhD)
Griffith Business School
Griffith Business School
Full Text
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Hurt, Kelly M. "Recruitment and Retention of First Year of Service Registered Nurses in Rural Hospitals in Alabama". Franklin University / OhioLINK, 2020. http://rave.ohiolink.edu/etdc/view?acc_num=frank1618856679568177.
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Furby, Leanne Marie. "The Effect of Delayed Feedback on Long-Term Retention and Application for RN Student Nurses". OpenSIUC, 2016. https://opensiuc.lib.siu.edu/dissertations/1307.
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While the benefits of academic testing and feedback have been well documented in the literature for more than a century; the optimal timing for providing feedback has yet to be determined. The number of studies that focus on when to deliver feedback following an assessment is limited. According to Brosvic and colleagues (2005), it is the length of time that the learner should retain the test material that best determines when feedback should be delivered. The purpose of this study was to compare the effect of immediate versus delayed informative feedback on subsequent test performance of registered nursing (RN) students. The participants of this study included 300 RN students from ten different nursing programs in the United States. The study included two test administrations. Following each test administration, informative feedback was provided according to a pre-determined delivery schedule. The immediate feedback was displayed on screen when the examinee clicked to submit the exam for scoring. There were two groups of delayed feedback. One group received an informative feedback report via email 24 hours post the submission of their exams. The second group received the same feedback 72 hours post exam submission. The Statistical Package for Social Science (SPSS, version 24.0) was used to perform a one-way Analyses of Variance (ANOVA), comparing the mean of the test scores with the three independent groups. No statistically significant differences were found for Mean Scores [F(2, 297) = 1.771, p = .172] at the 95% confidence level. Therefore, the null hypothesis was not rejected. A retrospective power analysis showed 618 participants would be needed to achieve a statistically significant difference. Although the two tests were developed from the same test blueprint, the tests did assess differing learning objectives. Test 1 (Comprehensive Nursing Practice Test) assessed nursing concepts with questions that were more theoretical. Test 2 (EPE) assessed application of skills and abilities and the questions were more clinical in nature. Generally speaking, the participants performed higher on the theoretical Test 1 (Comprehensive Nursing Practice Test). Most RN students do not have clinical experience until the end of their academic program which coincided with the timing for this study. It is plausible that differences in curricula and faculty at each of the independent programs contributed to the differences in the test scores. Especially since the students had limited clinical exposure prior to Test 2.
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Ngai, Hau-ngai Nicole. "A qualitative study on resignation of nurses from Hospital Authority hospitals in Hong Kong". Click to view the E-thesis via HKUTO, 2008. http://sunzi.lib.hku.hk/hkuto/record/B41711786.
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Somuah, Lilian. "Educating Primary Care Nurses on Phosphorus Management in Chronic Kidney Disease Patients". ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/5785.
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Fifteen percent of adults in the United States have been diagnosed with chronic kidney disease (CKD). CKD is the slow, progressive, and irreversible loss of kidney function. The most effective means of controlling CKD is by managing dietary phosphorus intake. It is important that staff nurses be educated about effective patient education tools to improve dietary phosphorus management. The purpose of this project was to educate primary care nurses about phosphorus management in CKD patients through the introduction of the phosphorus pyramid as a visual tool. The project sought to understand if an educational intervention regarding phosphorus management in CKD patients could increase the primary care nurse's knowledge. The John Hopkins evidence-based practice model informed the development of this project. Ten primary care nurses participated in a 45-minute education program which focused on the use of the Phosphorus Pyramid. A pre and post-test of knowledge was completed via a Likert scale questionnaire that measured knowledge related to the educational objectives of the program. The posttest scores showed an increase of 15% overall in staff's knowledge regarding dietary phosphorus management, the participants were more likely to correctly answer questions related to the phosphorus content of food and drink. The phosphorus pyramid will serve as a user-friendly tool to assist patients in identifying high phosphorus foods that need to be avoided and low phosphorus foods that are recommended to incorporate in their renal diet. This project supports social change by improving the healthcare team's knowledge regarding dietary recommendations for CKD patients thereby contributing to improved patient outcomes and reduced healthcare costs.
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倪巧藝 y Hau-ngai Nicole Ngai. "A qualitative study on resignation of nurses from Hospital Authority hospitals in Hong Kong". Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2008. http://hub.hku.hk/bib/B41711786.
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Benjamin, Lawrence. "Strategies for Reducing Nurses' Turnover in Specialty Care Clinics". ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/7273.
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The nursing shortage and high turnover rates are a problem in Canada and the world over. The purpose of this single case study was to explore leadership strategies that nurse leaders in specialty care clinics in Canada use to reduce nurse turnover. The participants were 7 nurse leaders from a single organization with specialty care clinics across Canada who all had above average nurse retention rates when compared to the case organization's average nurse retention rate. The authentic leadership theory was the conceptual framework. Data sources for this study were company documents, participants' semistructured interview responses, member checking of the interviews, and reflexive journal notes. Methodological triangulation was used to enhance validity. Data were analyzed using Yin's 5-step approach to qualitative data analysis. Data analysis yielded 4 categories of strategy themes for reducing nurse turnover: moral perspective, self-awareness, relational transparency, and balanced processing. The results of this study have the potential for positive social change in specialty care by providing senior leadership and nurse leaders of specialty care clinics with strategies that can contribute to nurse-retention initiatives. The availability of more nurses might improve the outcomes of patients who depend on these clinics for their regular infusion of specialty medicines to treat their critical illnesses, such as cancer or rare genetic diseases, where delay in treatment due to the unavailability of nurses can result in adverse consequences for patient care.
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Jones, Sherrie Marie. "Development of a Mentorship Program to Help Support and Retain New Nurses". ScholarWorks, 2016. https://scholarworks.waldenu.edu/dissertations/2837.
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Many newly graduated registered nurses (NGRNs) leave the nursing profession within the first 2 years of employment in a rural hospital located in the Southwestern region of Oklahoma. A strategy to address this problem was to introduce a mentorship process that would help support the NGRNs as they transition into independent practice in the clinical setting. The goal of this project was to develop a mentorship program for future implementation. The Partners In Nursing (PIN) program sponsored by the Robert Wood Johnson Foundation, and developed by the American Association of Colleges of Nursing and the American Nurses Association, was selected to support the NGRN transition from student nurse to practicing clinician with a goal to improve retention rates by 10 percent. Benner's novice to expert framework and the Psychological Empowerment model were used in the development of activities contained within the mentorship program modules. Barrett's theory of power helped to guide the development of resilience activities for the future participants. An evaluation plan was developed to monitor new nurse progress before and during the program using the Casey and Fink questionnaire to evaluate the needs and job performance of the participants. The target hospital National Database of Nursing Quality Indicators (NDNQI) was analyzed to help justify the project abe used in future evaluations. Facilitating mentorship will result in social change through increased autonomy of the new professionals, along with improved retention which positively impacts patient outcomes. Social change will bridge the gap in retention and the cost of replacing a NGRN. Dissemination of this project is planned to occur both within the facility and at the relevant national organizations supporting nurse educators.
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Clements, Andrew James. "Commitment in students training for caring professions : a focus on student nurses' experience of support". Thesis, University of Bedfordshire, 2012. http://hdl.handle.net/10547/233630.
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This thesis reports a mixed-method investigation into the relationship between training experiences and commitment in students training for a caring profession such as nursing. There are recruitment and retention difficulties in healthcare care professions (Storey, Cheater, Ford and Leese, 2009) and on nursing courses (Waters, 2006). While extensive research has examined the retention of student nurses, little is known about the antecedents, experience and impact of work commitment in student nurses. The findings of such research have the potential to inform interventions and enhance support structures to improve retention in students training for the caring professions. This programme of research initially aimed to explore the experiences of students training for caring professions, with particular focus placed on nursing students, together with how these experiences relate to commitment. Lecturers and students participated in semi-structured interviews in study 1 and 2 respectively. Issues were identified relating to support, such as peer support and staff-student relationships during placement, as being important to understanding the development and maintenance of commitment in students. Quantitative work in study 3 demonstrated that affective commitment was positively related with wellbeing and help-seeking behaviours, and negatively with turnover intentions. Perceived support was positively related to satisfaction with experiences of training, affective commitment, and help-seeking behaviours. In a longitudinal study (study 4) affective commitment and work-related anxiety-contentment were found to decrease, and turnover intentions increase, between time 1 and time 2, before and after a work placement. Further, satisfaction with placement experiences appeared to causally influence affective commitment. However, study 4 provided only limited support to the findings of study 3, partly due to its limited sample. The findings of this programme of research suggest that placement experiences have important implications for the development and maintenance of student commitment to nursing. An intervention following placement could assist in re-establishing student commitment to nursing if required. It is argued more broadly that it would be of benefit for nursing educators to manage student commitment in order to enhance retention, wellbeing and satisfaction amongst students. These findings also have the potential to enhance insight into the nature and impact of commitment in students training for other caring professions.
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Cowin, Leanne S. "The self-concept of nurses and its relationship to job satisfaction". Thesis, View thesis View thesis, 2002. http://handle.uws.edu.au:8081/1959.7/59.
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This study explores the development and rigorous testing of a new self-concept instrument designed specifically for nurses for use in a longitudinal, multicohort study on self-concept, job satisfaction and retention in nursing.The outcomes of this study are that nurses' self-concept can now be measured by a new theoretically and empirically substantiated multidimensional instrument. This will provide potential new directions for nursing research on which to build specific self-concept enhancement and retention strategies. The transitional period of student to graduate nurse can be the subject of ongoing assessment by utilising the new self-concept instrument in conjunction with a valid measure of nurses' job satisfaction. The findings of this study have raised an awareness of the importance of self-concept in the retention challenge for all nurses and in particular the newly registered graduate nurse
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Björn, Catrine. "Attractive Work : Nurses´ work in operating departments, and factors that make it attractive". Doctoral thesis, Uppsala universitet, Vårdvetenskap, 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-266338.
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Background: Previous studies show that nurse retention is one of the most effective strategies to counteract nursing shortages. Few studies have focused on the crucial resource of registered specialist nurses in operating departments. Aim: The overall aim of this thesis was to gain knowledge on registered specialist nurses’ and assistant nurses’ work in operating departments and on what factors they consider to be important for attractive work. Methods: In Study I, operating room nurses were interviewed regarding their perspective on their work. In Studies II and III, specialist registered nurses and assistant nurses at operating departments in a Swedish county council responded to the Attractive Work Questionnaire. Study IV is a case study with interviews, a review of organisational goal documents and data concerning the number of planned, acute and cancelled operations. Findings: The adaption of the Attractive Work Questionnaire for nurses in operating departments was satisfying. The most important factors for attractive work were: Relationship, Leadership and Status. The factors with the largest discrepancies between their important to work attractiveness and their rating at the nurses’ current work were: Salary, Organisation and Physical Work Environment. It was important for nurses to be able to prepare for and be in control of the different work tasks. However, the daily operating schedule guided the nurses’ work, and changes in the schedule, nurse shortages and the design of the premises constituted obstacles to their work. Conclusion: The Attractive Work Questionnaire provided specific information to management on what to focus on to make work attractive. The majority of the identified attractive factors are already known to be of importance in nurse retention; however, factors requiring more investigation are Equipment, Physical Work Environment and Location (of the workplace). Their work prerequisites did not enable the specialist and assistant nurses to reach what they saw as their daily goals. Regularly occurring activities, such as acute and cancelled operations, were interpreted as obstacles to reaching daily goals.
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Terera, Sharon Ruvimbo. "The impact of human resource practices on employee commitment and retention among nurses in Amathole district, South Africa". Thesis, University of Fort Hare, 2014. http://hdl.handle.net/10353/d1017905.
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This study explored the impact of human resource practices on employee commitment and retention among nurses in Amathole District, South Africa. The objectives of this study were to determine the influence of human resources practices (HR) on nurse retention in public hospitals; investigate the influence of HR practices on organizational commitment of nurses, and retention and to make recommendations to the hospitals on possible ways to improve the organisational commitment and employee retention of nurses based on the research findings. The study utilized a quantitative research design and questionnaires were used to collect data. The sample comprised of 150 nurses and the data was analysed through descriptive and inferential statistics. Research findings revealed that the effective use of sound human resources practices reduces nurse turnover whilst nurse organisational commitment and retention improves.
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Dowell, Mary L. "Why they succeed : completion, retention, and early departure of registered nurses returning for the baccalaureate degree in nursing /". Full text (PDF) from UMI/Dissertation Abstracts International, 2000. http://wwwlib.umi.com/cr/utexas/fullcit?p3004255.
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Dorsey, Maggie Thurmond. "Nursing education administrators' perceptions of the recruitment and retention of African American male nursing students". Click here to access dissertation, 2005. http://www.georgiasouthern.edu/etd/archive/fall2005/maggie_t_dorsey/dorsey_maggie_t_200508_edd.pdf.
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Thesis (Ed.D.)--Georgia Southern University, 2005."A dissertation submitted to the Graduate Faculty of Georgia Southern University in partial fulfillment of the requirements for the degree Doctor of Education." In Education Administration, under the direction of Michael D. Richardson. ETD. Electronic version approved: December 2005. Includes bibliographical references (p. 124-144) and appendices.
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Miller, Beverly Elaine. "Losing New Graduate Bedside Nurses, a Practice Improvement Initiative". ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/3904.
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New graduate nurses (NGNs) at bedside are faced with numerous challenges, which prompt them to leave jobs in their first year. The transition from being a student to competent nurse requires a NGN to have the necessary skills and experience. Subsequently, hospitals continue to face shortages of staff because of high turnover and low retention levels. Nonetheless, evidence from reviewed literature has indicated that the use of residency programs can increase NGNs' stay at bedside, improve retention, reduce costs of operations, and return employees' turnover. The purpose of this quality improvement project was to identify the likelihood of NGNs remaining at bedside after participating in a 52 week NGN residency program in the critical care units at Palmetto Health hospital. When a hospital recruits and retains NGNs at the bedside, the quality of life among patients is improved. Benner's theory of novice to expert was utilized to understand professional growth of nurses. Data were collected from the human resource department of the 18 nurses who initially participated in the residency program to compare retention rates before and after its implementation. The project initiative was based on a quantitative non-experimental comparison design. Based on the evidence from the human resource department, there was a 14% improvement in nurse retention 3 months after the implementation of the NGN residency program. A statewide adoption of NGN residency programs was recommended to help improve retention and enhance NGNs' professional improvement and quality of care. The implementation of NGN residency program also demonstrated implications for social change through increasing retention, building nurse competency, and enhancing quality of care delivered.
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Lopez, Jamie B. "Compassion Fatigue and Burnout: Awareness and Prevention for the Novice Nurse Population". ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/5094.
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Compassion fatigue (CF) and burnout (BO) in the novice nurse population can negatively affect the organization, patient safety, patient satisfaction, and the individual. Novice nurses are susceptible to the development of CF and BO due to a lack of knowledge about the causes and the stress experienced as the novice nurse transitions to practice. The purpose of this staff education project was to fill the gap in practice by creating awareness about CF and BO during the nurse orientation process and by providing prevention strategies. The relationship-based care model and the theory of planned behavior were used to guide the project development and to discover motivational factors to encourage self-care and improve the well-being and resiliency of the novice nurse. The post-education evaluation was an anonymous, 10-question, Likert-type survey. All participants scored each question based on the course learning objectives, feasibility, and efficacy of the program, with a (5) strongly agree or (4) agree. A descriptive analysis of the data collected from the survey scores provided information that positively supported the practice-focused question that staff education on CF, BO, and prevention strategies would add value to the novice nurses' orientation program by validating the stressors of working with patients and providing tools to promote self-care as they transition from student to practicing registered nurses. Future recommendations would be to offer this education to staff nurses in all units during the annual skills day, huddles, and staff meetings. This project has the ability to create positive social change by educating novice nurses early in their career about the symptoms and self-care measures designed to promote resiliency, thus preventing CF and BO.
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Muncey, Tessa Kathleen. "The good nurse : born or made?; the implications for selection and retention from an investigation of the relative importance of previous socialisation and current education of nurses". Thesis, Cranfield University, 2000. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.340960.
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Ramdas, Leonard Harichand. "Strategies to Prevent the Unintentional Retention of Foreign Objects in Surgical Patients". ScholarWorks, 2015. https://scholarworks.waldenu.edu/dissertations/1656.
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The Institute of Medicine's report in 2000, To Err Is Human: Building a Safer Health
System, highlighted the seriousness of medical errors in the U.S. health care system. The unintentional retention of foreign objects in surgical patients is one of those errors. At the time of this study, there was no standardized counting policy and process across operating rooms in the United States. The purpose of this project was to develop a best practice educational counting program to help prevent the unintentional retention of foreign objects in surgical patients. The Logic Model was used to guide the design of the educational program and expected learning outcomes. A draft of the educational program was distributed to 10 perioperative stakeholders for an initial formative review. Changes were incorporated into the program and it was distributed to 6 perioperative experts for an additional summative assessment and content validation utilizing the AGREE II Instrument. The overall quality evaluation of the educational program was 85%, indicating that it was of high quality. Four of the respondents recommended the educational program for implementation without any changes and 2 recommended it for implementation with some minor modifications related to rewording of one question in the pretest-posttest. There were no recommended modifications in the content of the educational program. As a result, the project was recommended for adoption as a best practices-based educational program to prevent the unintentional retention of foreign objects in surgical patients. The study promotes positive social change by providing suggestions to improve the provision of safe care to surgical patients and decrease health care costs.
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McClelland, Beverley. "Critical factors that influence staff retention in an acute perioperative environment a thesis in partial fulfilment of the degree in Master of Health Science at Auckland University of Technology, April 2004". Full thesis. Abstract, 2004. http://puka2.aut.ac.nz/ait/theses/McClellandB.pdf.
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