Improving Turnover, Confidence, Competence, and Professional Engagement of New Graduate Nurses: Results of a 10-Year Longitudinal Study

2.50
Hdl Handle:
http://hdl.handle.net/10755/151899
Type:
Presentation
Title:
Improving Turnover, Confidence, Competence, and Professional Engagement of New Graduate Nurses: Results of a 10-Year Longitudinal Study
Abstract:
Improving Turnover, Confidence, Competence, and Professional Engagement of New Graduate Nurses: Results of a 10-Year Longitudinal Study
Conference Sponsor:Sigma Theta Tau International
Conference Year:2010
Author:Ulrich, Beth T., EdD, RN, FACHE, FAAN
P.I. Institution Name:Versant
Title:Senior Vice President, Research
21st INRC [Evidence-Based Practice Presentation] Developing excellent new graduate nurses who will remain with their hospitals is a major challenge. This presentation summarizes the outcomes of using a structured, Evidence-Based RN Residency to achieve those results with data collected from over 6000 new graduate nurses over a ten-year period. Outcomes of the RN Residency were measured using a wide variety of metrics including turnover at 12, 24, 36, and 60 months; organizational impact and return on investment; 13 instruments that measure such metrics as satisfaction, organizational commitment, empowerment, turnover intent, group cohesion, and self-confidence; competency assessment; residency evaluations; residency status reports; and focus groups. Data was collected at various points throughout and following the RN Residency as well as from organizational comparison groups. The results indicated an increase in competence and self confidence across the immersion portion of the RN Residency which generally exceeded the mean results of the organization comparison groups; a significant decrease in turnover intent and actual turnover; and correlations between various metrics (i.e., work satisfaction, job satisfaction, group cohesion, conditions for work effectiveness), turnover intent, and turnover. A qualitative study completed in 2009 found a number of areas of positive organizational impact as a result of engagement of numerous stakeholders in the development and implementation of the RN Residency. In conclusion, this longitudinal ten-year study presents persuasive evidence that both new graduate nurses and their organizations benefit from the implementation of a structured, immersion RN Residency that includes classroom instruction, guided opportunities to develop hands-on mastery of nursing skills, support, professional guidance, and engagement of stakeholders.
Repository Posting Date:
26-Oct-2011
Date of Publication:
17-Oct-2011
Sponsors:
Sigma Theta Tau International

Full metadata record

DC FieldValue Language
dc.typePresentationen_GB
dc.titleImproving Turnover, Confidence, Competence, and Professional Engagement of New Graduate Nurses: Results of a 10-Year Longitudinal Studyen_GB
dc.identifier.urihttp://hdl.handle.net/10755/151899-
dc.description.abstract<table><tr><td colspan="2" class="item-title">Improving Turnover, Confidence, Competence, and Professional Engagement of New Graduate Nurses: Results of a 10-Year Longitudinal Study</td></tr><tr class="item-sponsor"><td class="label">Conference Sponsor:</td><td class="value">Sigma Theta Tau International</td></tr><tr class="item-year"><td class="label">Conference Year:</td><td class="value">2010</td></tr><tr class="item-author"><td class="label">Author:</td><td class="value">Ulrich, Beth T., EdD, RN, FACHE, FAAN</td></tr><tr class="item-institute"><td class="label">P.I. Institution Name:</td><td class="value">Versant</td></tr><tr class="item-author-title"><td class="label">Title:</td><td class="value">Senior Vice President, Research</td></tr><tr class="item-email"><td class="label">Email:</td><td class="value">BethUlrich@aol.com</td></tr><tr><td colspan="2" class="item-abstract">21st INRC [Evidence-Based Practice Presentation] Developing excellent new graduate nurses who will remain with their hospitals is a major challenge. This presentation summarizes the outcomes of using a structured, Evidence-Based RN Residency to achieve those results with data collected from over 6000 new graduate nurses over a ten-year period. Outcomes of the RN Residency were measured using a wide variety of metrics including turnover at 12, 24, 36, and 60 months; organizational impact and return on investment; 13 instruments that measure such metrics as satisfaction, organizational commitment, empowerment, turnover intent, group cohesion, and self-confidence; competency assessment; residency evaluations; residency status reports; and focus groups. Data was collected at various points throughout and following the RN Residency as well as from organizational comparison groups. The results indicated an increase in competence and self confidence across the immersion portion of the RN Residency which generally exceeded the mean results of the organization comparison groups; a significant decrease in turnover intent and actual turnover; and correlations between various metrics (i.e., work satisfaction, job satisfaction, group cohesion, conditions for work effectiveness), turnover intent, and turnover. A qualitative study completed in 2009 found a number of areas of positive organizational impact as a result of engagement of numerous stakeholders in the development and implementation of the RN Residency. In conclusion, this longitudinal ten-year study presents persuasive evidence that both new graduate nurses and their organizations benefit from the implementation of a structured, immersion RN Residency that includes classroom instruction, guided opportunities to develop hands-on mastery of nursing skills, support, professional guidance, and engagement of stakeholders.</td></tr></table>en_GB
dc.date.available2011-10-26T11:17:24Z-
dc.date.issued2011-10-17en_GB
dc.date.accessioned2011-10-26T11:17:24Z-
dc.description.sponsorshipSigma Theta Tau Internationalen_GB
All Items in this repository are protected by copyright, with all rights reserved, unless otherwise indicated.