2.50
Hdl Handle:
http://hdl.handle.net/10755/620380
Category:
Full-text
Type:
Poster
Title:
Retention Rate of New Graduate Nurses
Author(s):
Callender, Lynelle F.
Lead Author STTI Affiliation:
Non-member
Author Details:
Lynelle F. Callender, RN, PHN, INS, dkidnurse@gmail.com
Abstract:
Session presented on Monday, September 19, 2016: Retention Rate of New Graduate Nurses:� The Creation and Implementation of an Electronic Survey Questionnaire Lynelle F. Callender, DNP, RN, PHN, INS Abstract The continued turnover of newly hired graduated nurses (GNs) impacts the culture of retention on a national, regional, and departmental level.� In the case of a hospital located in Central Florida, factors determining why new GN retention rates are decreasing have not been identified.� The Human Resource (HR) Department, gathered statistical data on hires and separations of new GNs from June 2014 to May 2015, but the factors contributing to the voluntary and involuntary separations were not captured. The significance of this quality improvement project is to identify key factors that contribute to the decreased retention rate of a Central Florida hospital?s newly hired GNs the first year of hire.� A qualitative evidence-based purposeful sampling electronic questionnaire that can be used prior to or at the 6-month post-hire date for GNs was created and disseminated.� The purpose of this quality improvement project was to develop an electronic survey tool that could identify specific data that contribute to a new GN?s decision to separate from the hospital. The questionnaire was specific to new GNs hired during a two month period to work on five units within the 8 campus Central Florida Hospital system, these new hires were not required to sign a 2 year contract.� The five units included the Medical-Surgical, Medical-Tele, Pediatric Medical-Surgical, Maternal Infant, and Psychiatric Medical Units.� The questionnaire was disseminated from January 7, 2016 through February 29, 2016 via Survey Monkey.� There were 87 out of 311 voluntary participants in the purposeful sample.� The findings contributing to the decreased retention rate of new GNs the first year of hire included relocation, entering graduate school, work visa expiring, wanting a higher acuity of care, and a desire to become a travel nurse.� Only 1.15% indicated plans for separation from the Central Florida hospital system within the next 6 months.� The second largest group 35.63% of the participants indicated they planned to stay for the next 2 years.� The largest group indicated they planned to stay for the next 5 years.� Participants indicating plans to stay for the next 3-4 years were 17.24%. In conclusion, the evidence indicated that only 1.15% of the participants planned to separate within the next 6 months and out of that 1.15% only 13 out of 87 participants answered why they were contemplating leaving.� Further research is necessary to capture why new GNs are leaving their workplaces within the first year of hire. Key Terms: Electronic survey tool, job control, purposeful sampling, quality improvement projects, network centrality, new graduate nurse, novice, retention rate, separation.
Keywords:
New graduate nurse; Retention rate; Separation
Repository Posting Date:
16-Sep-2016
Date of Publication:
16-Sep-2016
Other Identifiers:
LEAD16PST113
Conference Date:
2016
Conference Name:
Leadership Connection 2016
Conference Host:
Sigma Theta Tau International
Conference Location:
Indianapolis, Indiana, USA
Description:
Leadership Connection 2016 Theme: Personal. Professional. Global. Held at the Marriott Downtown, Indianapolis.

Full metadata record

DC FieldValue Language
dc.language.isoen_USen
dc.type.categoryFull-texten
dc.typePosteren
dc.titleRetention Rate of New Graduate Nursesen
dc.contributor.authorCallender, Lynelle F.en
dc.contributor.departmentNon-memberen
dc.author.detailsLynelle F. Callender, RN, PHN, INS, dkidnurse@gmail.comen
dc.identifier.urihttp://hdl.handle.net/10755/620380-
dc.description.abstractSession presented on Monday, September 19, 2016: Retention Rate of New Graduate Nurses:� The Creation and Implementation of an Electronic Survey Questionnaire Lynelle F. Callender, DNP, RN, PHN, INS Abstract The continued turnover of newly hired graduated nurses (GNs) impacts the culture of retention on a national, regional, and departmental level.� In the case of a hospital located in Central Florida, factors determining why new GN retention rates are decreasing have not been identified.� The Human Resource (HR) Department, gathered statistical data on hires and separations of new GNs from June 2014 to May 2015, but the factors contributing to the voluntary and involuntary separations were not captured. The significance of this quality improvement project is to identify key factors that contribute to the decreased retention rate of a Central Florida hospital?s newly hired GNs the first year of hire.� A qualitative evidence-based purposeful sampling electronic questionnaire that can be used prior to or at the 6-month post-hire date for GNs was created and disseminated.� The purpose of this quality improvement project was to develop an electronic survey tool that could identify specific data that contribute to a new GN?s decision to separate from the hospital. The questionnaire was specific to new GNs hired during a two month period to work on five units within the 8 campus Central Florida Hospital system, these new hires were not required to sign a 2 year contract.� The five units included the Medical-Surgical, Medical-Tele, Pediatric Medical-Surgical, Maternal Infant, and Psychiatric Medical Units.� The questionnaire was disseminated from January 7, 2016 through February 29, 2016 via Survey Monkey.� There were 87 out of 311 voluntary participants in the purposeful sample.� The findings contributing to the decreased retention rate of new GNs the first year of hire included relocation, entering graduate school, work visa expiring, wanting a higher acuity of care, and a desire to become a travel nurse.� Only 1.15% indicated plans for separation from the Central Florida hospital system within the next 6 months.� The second largest group 35.63% of the participants indicated they planned to stay for the next 2 years.� The largest group indicated they planned to stay for the next 5 years.� Participants indicating plans to stay for the next 3-4 years were 17.24%. In conclusion, the evidence indicated that only 1.15% of the participants planned to separate within the next 6 months and out of that 1.15% only 13 out of 87 participants answered why they were contemplating leaving.� Further research is necessary to capture why new GNs are leaving their workplaces within the first year of hire. Key Terms: Electronic survey tool, job control, purposeful sampling, quality improvement projects, network centrality, new graduate nurse, novice, retention rate, separation.en
dc.subjectNew graduate nurseen
dc.subjectRetention rateen
dc.subjectSeparationen
dc.date.available2016-09-16T14:25:16Z-
dc.date.issued2016-09-16-
dc.date.accessioned2016-09-16T14:25:16Z-
dc.conference.date2016en
dc.conference.nameLeadership Connection 2016en
dc.conference.hostSigma Theta Tau Internationalen
dc.conference.locationIndianapolis, Indiana, USAen
dc.descriptionLeadership Connection 2016 Theme: Personal. Professional. Global. Held at the Marriott Downtown, Indianapolis.en
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