Should I Stay or Should I Go: Predicting the Departure of Baccalaureate Prepared GNs Participating in a 12-Month Nurse Residency Program

2.50
Hdl Handle:
http://hdl.handle.net/10755/154872
Type:
Presentation
Title:
Should I Stay or Should I Go: Predicting the Departure of Baccalaureate Prepared GNs Participating in a 12-Month Nurse Residency Program
Abstract:
Should I Stay or Should I Go: Predicting the Departure of Baccalaureate Prepared GNs Participating in a 12-Month Nurse Residency Program
Conference Sponsor:Sigma Theta Tau International
Conference Year:2011
Author:Pine, Rosemary, PhD, RN, BC, CDE
P.I. Institution Name:The Methodist Hospital
Title:Clinical Specialist
Co-Authors:Rae W. Langford EdD, Associate Professor
Ann Malecha PhD, RN, Associate Professor and Research Director
Constance J. Ayers PhD, Associate Professor of Nursing
[22nd International Nursing Research Congress - Research Presentation] Purpose: The pervasive nursing shortage and the rate of job turnover among graduate nurses (GNs) served to guide the research question which examined whether the variables job satisfaction, autonomy, critical thinking, age, ethnicity and unit of employment were predictors of  the departure or retention of baccalaureate prepared graduate nurse residency participants. Distinguishing between those GNs who remain from those that depart aids in the understanding of the factors that affect a new nurse graduate?s transition into and continued employment within hospitals.  Methods:  The study used a quantitative non-experimental research design employing secondary data analysis. Retrospective demographic data were collected from graduate nurses who had participated in the study hospital?s nurse residency program from 2005-2009. Of 427 eligible participants 379 (88.75%) participated in completion of all four data completion elements, McCloskey Mueller Job Satisfaction Survey (MMSS), Gerber?s Control Over Nursing Practice (CONP), University HealthSystem Consortium?s Critical Thinking Exam (UHC NRP) and a demographic data sheet. An adaptation of the Price Mueller Causal Model (PMCM) served as the theoretical underpinning for this study. Results: The study is one of the first such studies that distinguish among those GNs who remain in nurse residency programs at academic medical centers.  The results of the study indicate that  satisfaction, age and autonomy predict those who leave and those who stay with  86.8% accuracy of with a 9% margin of difference between staying and leaving. The strongest influence appears to be job satisfaction.  Ethnicity, unit of service, and critical thinking did not contribute to the prediction. Conclusion:  This study suggests that nurse administrators should implement multiple tactics to retain GNs that focus on job satisfaction and autonomy, and nurse educators should strengthen experiences that reflect realistic situations that may help soften the shock of the first year of employment.
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.titleShould I Stay or Should I Go: Predicting the Departure of Baccalaureate Prepared GNs Participating in a 12-Month Nurse Residency Programen_GB
dc.identifier.urihttp://hdl.handle.net/10755/154872-
dc.description.abstract<table><tr><td colspan="2" class="item-title">Should I Stay or Should I Go: Predicting the Departure of Baccalaureate Prepared GNs Participating in a 12-Month Nurse Residency Program</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">2011</td></tr><tr class="item-author"><td class="label">Author:</td><td class="value">Pine, Rosemary, PhD, RN, BC, CDE</td></tr><tr class="item-institute"><td class="label">P.I. Institution Name:</td><td class="value">The Methodist Hospital</td></tr><tr class="item-author-title"><td class="label">Title:</td><td class="value">Clinical Specialist</td></tr><tr class="item-email"><td class="label">Email:</td><td class="value">rpine@tmhs.org</td></tr><tr class="item-co-authors"><td class="label">Co-Authors:</td><td class="value">Rae W. Langford EdD, Associate Professor<br/>Ann Malecha PhD, RN, Associate Professor and Research Director<br/>Constance J. Ayers PhD, Associate Professor of Nursing</td></tr><tr><td colspan="2" class="item-abstract">[22nd International Nursing Research Congress - Research Presentation] Purpose: The pervasive nursing shortage and the rate of job turnover among graduate nurses (GNs) served to guide the research question which examined whether the variables job satisfaction, autonomy, critical thinking, age, ethnicity and unit of employment were predictors of &nbsp;the departure or retention of baccalaureate prepared graduate nurse residency participants. Distinguishing between those GNs who remain from those that depart aids in the understanding of the factors that affect a new nurse graduate?s transition into and continued employment within hospitals.&nbsp;&nbsp;Methods:&nbsp;&nbsp;The study used a quantitative non-experimental research design employing secondary data analysis. Retrospective demographic data were collected from graduate nurses who had participated in the study hospital?s nurse residency program from 2005-2009. Of 427 eligible participants 379 (88.75%) participated in completion of all four data completion elements, McCloskey Mueller Job Satisfaction Survey (MMSS), Gerber?s Control Over Nursing Practice (CONP), University HealthSystem Consortium?s Critical Thinking Exam (UHC NRP) and&nbsp;a demographic data sheet. An adaptation of the Price Mueller Causal Model (PMCM) served as the theoretical underpinning for this study. Results:&nbsp;The study is one of the first such studies that distinguish among those GNs who remain in nurse residency programs at academic medical centers.&nbsp; The results of the study indicate that&nbsp;&nbsp;satisfaction, age and autonomy predict those who leave and those who stay with &nbsp;86.8% accuracy of with a 9% margin of difference between staying and leaving. The strongest influence appears to be job satisfaction.&nbsp; Ethnicity, unit of service, and critical thinking did not contribute to the prediction. Conclusion:&nbsp; This study suggests that nurse administrators should implement multiple tactics to retain GNs that focus on job satisfaction and autonomy, and nurse educators should strengthen experiences that reflect realistic situations that may help soften the shock of the first year of employment.</td></tr></table>en_GB
dc.date.available2011-10-26T13:20:51Z-
dc.date.issued2011-10-17en_GB
dc.date.accessioned2011-10-26T13:20:51Z-
dc.description.sponsorshipSigma Theta Tau Internationalen_GB
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