The study site is a holistic patient-centered organization that has developed a 16-week long orientation program for new graduate nurses entering the hospital setting. The purpose of the program is for new graduate nu...The study site is a holistic patient-centered organization that has developed a 16-week long orientation program for new graduate nurses entering the hospital setting. The purpose of the program is for new graduate nurses to gain the confidence, competence, and critical thinking skills for providing safe patient care. The issue occurring within the organization is that there is an increasing rise in the number of turnover rates of new graduates leaving the hospital, thus making evaluating the program a necessity to problem-solving. There has been no evaluation of the program in the past five years to reveal why the increase in the recent turnover rates. The data collected during the interview process was coded and categorized into three main sections: organizational, substantive, and theoretical. The evaluator used an organizational category to investigate for board areas or issues within the problem attempting to be solved. The evaluator concluded from the results and findings that the issue, a poor preceptor-preceptee relationship was seen by all stakeholders involved. The literature presented concludes that continuous evaluation of orientation programs is crucial for the professional and personal growth of new graduate nurses in the hospital.展开更多
Generational diversity provides a unique quandary for nursing leaders and educators to enlist, orient, and retain nurses. Millennials are the largest cohort since the Baby Boomers and the age group from which the nurs...Generational diversity provides a unique quandary for nursing leaders and educators to enlist, orient, and retain nurses. Millennials are the largest cohort since the Baby Boomers and the age group from which the nursing profession will build its future workforce. This study examined the experiences of the new graduate nurse of the millennial generation as they navigate orientation in an acute care setting. Using a Web-based survey to conduct the study allowed nurses from across the country to participate while providing easy access to the study questions. Analysis of the data through qualitative content analysis demonstrated a dominate theme of seeking structure while expecting an individualized orientation. The survey also revealed the importance of the preceptor and manager in the perceived success of this generation’s transition and a need to assimilate into the professional role of RN. Recognizing that there is a need to promote a more individualized orientation with improved mentoring for novice nurses and their preceptors is evident and challenges nursing leaders and educators to rethink current practices to retain new nurses. Established roles within the hospital and individual nursing units are changing and traditional strategies for recruitment and retention no longer apply. A structured orientation can facilitate the transition from new graduate to professional nurse and assist in the retention of qualified nurses and ultimately safe patient care.展开更多
This paper reports on a qualitative research study that examined the experience of expert and novice nurses participating in a new, reflective program of “clinical supervision”, intending to facilitate the transitio...This paper reports on a qualitative research study that examined the experience of expert and novice nurses participating in a new, reflective program of “clinical supervision”, intending to facilitate the transition of new graduate nurses into the workforce. Three patterns emerged during the constructivist inquiry: readiness to reflect, valuing of clinical supervision, and sustainability of the clinical supervision model. The researchers suggest generational sensitivity as a key perspective to consider when developing engaging workplace strategies for millennial nurses. The article offers recommendations for the implementation of clinical supervision and would be of interest to nurse leaders in a clinical setting.展开更多
The current research conducted a longitudinal study of new graduate nurses at 3 times-prior to their employment as nurses and 3 months and 1 year afterward. This study yielded 3 findings. 1) The mental health of new g...The current research conducted a longitudinal study of new graduate nurses at 3 times-prior to their employment as nurses and 3 months and 1 year afterward. This study yielded 3 findings. 1) The mental health of new graduate nurses significantly worsens 3 months after employment as a nurse and mental health 1 year after employment as a nurse was significantly worse than that before employment. 2) A sense of coherence (SOC) is the ability to cope with stressors, and the 3 components of SOC decreased significantly in the year after employment as a nurse. 3) The mental health of new graduate nurses was significantly affected by a low SOC and by previous diminishing of SOC. Findings suggested the importance of support to sustain and improve the mental health of new graduate nurses and the importance of approaches in the workplace to encourage the development of SOC.展开更多
文摘The study site is a holistic patient-centered organization that has developed a 16-week long orientation program for new graduate nurses entering the hospital setting. The purpose of the program is for new graduate nurses to gain the confidence, competence, and critical thinking skills for providing safe patient care. The issue occurring within the organization is that there is an increasing rise in the number of turnover rates of new graduates leaving the hospital, thus making evaluating the program a necessity to problem-solving. There has been no evaluation of the program in the past five years to reveal why the increase in the recent turnover rates. The data collected during the interview process was coded and categorized into three main sections: organizational, substantive, and theoretical. The evaluator used an organizational category to investigate for board areas or issues within the problem attempting to be solved. The evaluator concluded from the results and findings that the issue, a poor preceptor-preceptee relationship was seen by all stakeholders involved. The literature presented concludes that continuous evaluation of orientation programs is crucial for the professional and personal growth of new graduate nurses in the hospital.
文摘Generational diversity provides a unique quandary for nursing leaders and educators to enlist, orient, and retain nurses. Millennials are the largest cohort since the Baby Boomers and the age group from which the nursing profession will build its future workforce. This study examined the experiences of the new graduate nurse of the millennial generation as they navigate orientation in an acute care setting. Using a Web-based survey to conduct the study allowed nurses from across the country to participate while providing easy access to the study questions. Analysis of the data through qualitative content analysis demonstrated a dominate theme of seeking structure while expecting an individualized orientation. The survey also revealed the importance of the preceptor and manager in the perceived success of this generation’s transition and a need to assimilate into the professional role of RN. Recognizing that there is a need to promote a more individualized orientation with improved mentoring for novice nurses and their preceptors is evident and challenges nursing leaders and educators to rethink current practices to retain new nurses. Established roles within the hospital and individual nursing units are changing and traditional strategies for recruitment and retention no longer apply. A structured orientation can facilitate the transition from new graduate to professional nurse and assist in the retention of qualified nurses and ultimately safe patient care.
文摘This paper reports on a qualitative research study that examined the experience of expert and novice nurses participating in a new, reflective program of “clinical supervision”, intending to facilitate the transition of new graduate nurses into the workforce. Three patterns emerged during the constructivist inquiry: readiness to reflect, valuing of clinical supervision, and sustainability of the clinical supervision model. The researchers suggest generational sensitivity as a key perspective to consider when developing engaging workplace strategies for millennial nurses. The article offers recommendations for the implementation of clinical supervision and would be of interest to nurse leaders in a clinical setting.
文摘The current research conducted a longitudinal study of new graduate nurses at 3 times-prior to their employment as nurses and 3 months and 1 year afterward. This study yielded 3 findings. 1) The mental health of new graduate nurses significantly worsens 3 months after employment as a nurse and mental health 1 year after employment as a nurse was significantly worse than that before employment. 2) A sense of coherence (SOC) is the ability to cope with stressors, and the 3 components of SOC decreased significantly in the year after employment as a nurse. 3) The mental health of new graduate nurses was significantly affected by a low SOC and by previous diminishing of SOC. Findings suggested the importance of support to sustain and improve the mental health of new graduate nurses and the importance of approaches in the workplace to encourage the development of SOC.
