Stress in New Graduate Nurses: Can They Sweat It? A Correlational Study of Exercise and Stress in New Graduate Nurses

Stress in new graduate nurses has been a known issue in nursing for decades. The number of new graduate nurse turnover rates has reached up to 50% within the first three years of practice, according to some studies. Most new graduate nurses who choose to leave their job, or even the profession, cite stress as a major factor. Methods: Single point correlation survey of new graduate BSN students in Southern California (n=32). Results: Initial results showed a statistically significant difference between those who exercised three to five hours per week, versus though who exercised more than five hours per week. However, this difference was not seen on the final analysis. All but 3 of the respondents reported that their shift schedule impacted their desired exercise routine. Recommendations: Stress, and ways to mitigate it, in new graduate nurses remains a priority to address in new graduate nurses. Education on factors that can mitigate stress, such as exercise, may be beneficial, but expectations for their work-life balance also need to be addressed with new graduate nurses

Transition of Experienced and New Graduate Nurses to a Pediatric Hospital

This study reports on the 3-, 6-, 12-, and 18-month outcomes of 118 newly hired registered nurses (RNs) who completed a 12-month transition-to-practice program at a pediatric hospital. Experienced RNs (n = 42) and new graduate RNs (n = 76) showed improved organization, prioritization, communication, and leadership skills over time. The experienced RNs reported better communication and leadership skills than the new graduate nurses. Results inform transition program development for both new and experienced nurses. The American Association of Colleges of Nursing (2012) predicts that, without a multifaceted approach, a national nursing shortage will occur by 2020. Many nurses leave their first position and sometimes the profession within the first year of employment (Baxter, 2010; Welding, 2011). Retaining nurses is a vital component of any approach to averting a nursing shortage. In an attempt to retain nurses, healthcare institutions often provide a transition-to-practice (TTP) or nurse residency program for new graduate nurses (NGN) entering the profession. The Institute of Medicine (2011) in its Future of Nursing report also recommends a transition program for nurses moving to a new specialty or to advanced practice roles. Completing a NGN transition program is associated with a decrease in nurse attrition by as much as 80% (Halfer, Graf, & Sullivan, 2008; Rush, Adamack, Gordon, Lilly, & Janke, 2013; Spector et al., 2015). This reported decrease has led to organizational interest in transition programs to improve retention. The goals of residency programs for the NGN have ranged from increasing new nurse confidence and competence, to increasing satisfaction and retention (Fink, Krugman, Casey, & Goode, 2008; Goode, Lynn, McElroy, Bednash, & Murray, 2013; Institute of Medicine, 2011; Spector et al., 2015). Although literature supports the effectiveness of transition programs for the NGN (Fink et al., 2008; Goode et al., 2013; Spector et al., 2015), there is little evidence on the experienced nurse’s transition to a new specialty practice. Furthermore, most transition programs do not report outcomes beyond the first 12 months of employment. Thus, the purpose of this study is to evaluate nurse stressors and supports during and after a 12-month transition-to-employment program for both new and experienced nurses transitioning to a pediatric practice

Australian new graduate experiences during their transition program in a rural/regional acute care setting

The transition process from student to Registered Nurse has been recognised as an important yet challenging time for newly graduated nurses. Knowledge about this experience from the nurse’s perspective, particularly in a rural setting, is limited. This paper reports the findings of a qualitative study of the experiences of newly graduated nurses working in a rural acute care facility in New South Wales. The study examined, from the perspective of the new nurse, the orientation and support which can help to facilitate the transition from student to registered nurse. Four themes emerged which were being supported, being challenged, reflections on being a new graduate, and reflections on a rural new graduate program. These findings contribute to what is know about the transition of new graduates in a rural facility and have implications for program improvements, specifically within the rural acute care environment. The findings are also relevant to students considering rural employment on graduation and for the recruitment and retention of New Graduate Registered Nurses in rural areas

Nurses\u27 Alumnae Association Bulletin - Volume 4 Number 7

Welcome Home Jefferson Unit Honored by Army Sincere Thanks Treasurer Report Calendar of Events Graduate Nurses\u27 Chorus Lest You Forget Attention Hi-Light of the Alumnae Association Meetings Ambitions for Alumnae Association Notice! Items to Remember Baccalaureate Service Graduating Class Private Duty News Central Dressing Room and Transfusion Unit Card Party Held The Clara Melville Scholarship Fund Staff News Notes on Urologic Nursing Capping Exercises The Poet\u27s Corner Pylephlebitis Student Nurse\u27s View Point The Transfusion Unit Improvements in the Nurses\u27 Home Jefferson Medical College Hospital School of Nursing Faculty Nurses Taking Advanced Courses Nurses in Anesthesia The Student Nurses\u27 Loan Fund A New and Improved Department for Diseases of the Chest Miscellaneous Items Jefferson\u27s Main Kitchen Activities Medical College News Purchasing Procedures Pinky Patter Flash! Class of 1932 Condolences Positions Thirty-Eighth General Hospital Nurses\u27 Reunion Engagements Marriages New Arrivals Deaths The Bulletin Committee Attention Alumnae New Addresse

Predictors of New Graduate Nurses’ Organizational Commitment During a Nurse Residency Program

Retaining newly graduated nurses is critical for organizations because of the significant cost of turnover. Since commitment to an organization is associated with decreased turnover intent, understanding factors that influence new graduates’ organizational commitment is important. In a sample of nurse residency program participants, predictors of organizational commitment over time were explored. Perceptions of the work environment, particularly job satisfaction and job stress, were found to be most influential. Nurse residency programs provide extended opportunities to model professional role behaviors for new nurses, enhance knowledge development and clinical application, and promote successful integration to the work environment (Bratt, 2009). Despite these benefits, only 21% of new graduates reported having a formal internship or residency program and 6% had no formal orientation (Kovner et al., 2007). In a national survey of registered nurses (RNs) conducted by the Department of Health and Human Services (2010), it was revealed that almost 40% of new graduates plan to leave their current position within 3 years and almost 22% had already changed position or employer. For those new nurses who left their position, most of the reasons (73%) centered on issues related to the characteristics of the workplace, with stressful work environment being cited most frequently, followed by lack of good management and inadequate staffing. Accreditation organizations including the Commission on Collegiate Nursing Education (2008) and the National Council of State Boards of Nursing (2009a) have advocated for the development of transition to practice programs for newly graduated nurses. In addition, the recently released report of the Institute of Medicine (2010) put forth a key recommendation for organizations to provide nurse residency programs for newly licensed nurses. This report also advocates for the need to evaluate the outcomes of these programs, including their influence on patient outcomes and the retention and competency development of new nurses

Fostering Clinical Judgment During Preceptorship

The role transition from student nurse to new graduate nurse commonly includes a preceptor relationship. Preceptorships are often the culminating nursing education experience for senior baccalaureate nurses and are used as well for orienting new graduates as they begin their staff nurse role in the hospital setting. The preceptee is paired with an experienced nurse who is charged with supporting, teaching, and exemplifying safe and competent patient care. In many cases preceptors are ascribed the task of independently validating the preceptee\u27s ability to exercise clinical judgment. Today\u27s health care environment requires nurses to be proficient critical thinkers. Patients need more complex care delivered in a shortened time frame in a technology-laden environment and with a frequently changing knowledge base. In addition, nursing practice continues to become increasingly autonomous. How do nursing students safely transition from task orientation to safe, competent, and independent practice

L’intention de demeurer en poste chez les nouvelles infirmières diplômées du Nouveau-Brunswick

Les nouvelles infirmières diplômées intègrent un marché de travail difficile et complexe suite aux réformes du système de santé canadien des années 1990. Les ressources limitées et une charge de travail élevée ont eu un effet assez négatif sur la rétention de ces infirmières. Dans cet environnement très exigeant la nouvelle infirmière diplômée est plus apte à quitter son emploi. Le but de cette étude descriptive corrélationnelle est d’examiner les facteurs qui influencent l’intention de demeurer en poste des nouvelles infirmières diplômées du Nouveau-Brunswick. Pour ce faire, un questionnaire a été administré à un échantillon de 87 nouvelles infirmières diplômées du Nouveau-Brunswick. Les résultats montrent que l’intention de demeurer en poste est prédite de façon significative par trois facteurs : la vision des soins infirmiers du personnel infirmier en place, l’engagement envers l’employeur et la perception qu’ont les nouvelles diplômées de pouvoir influencer les décisions prises dans leur milieu de travail.New graduate nurses begin working in a health care system that has undergone massive restructuring since the 1990s. Limited resources and increased workloads have had a negative effect on retention of these nurses. In this highly demanding work environment new graduate nurses may be more inclined to leave. The goal of this descriptive correlational study was to examine the factors which influence the intentions of new graduate nurses in New Brunswick to stay in their positions. To this end, a survey was administered to a sample of 87 new graduate nurses in New Brunswick to examine the factors associated with the intention to leave their position. Results show that nurses’ intention to leave their position can be predicted by three factors : the vision of nursing science held by other nursing personnel, the new graduate nurses’ commitment to their employer, and new graduate nurses’ perception of their ability to influence decisions in the workplace

A time-lagged analysis of the effect of authentic leadership on workplace bullying, burnout, and occupational turnover intentions

Destructive interpersonal experiences at work result in negative feelings among employees and negative work outcomes. Understanding the mechanisms through which bullying can lead to burnout and subsequent turnover is important for preventing and managing this problem. Leaders play a key role in shaping positive work environments by discouraging negative interpersonal experiences and behaviours. The aim of this study is twofold. Specifically we aim to examine the relationship between authentic leadership and new graduate nurses experiences of workplace bullying and burnout over a 1-year timeframe in Canadian healthcare settings. Furthermore we aim to examine the process from workplace bullying to subsequent burnout dimensions, and to job and career turnover intentions. Results of structural equation models on new graduate nurses working in acute care settings in Ontario (N = 205) provide support for the hypothesized model linking supervisor's authentic leadership, subsequent work-related bullying, and burnout, and these in turn to job and career turnover intentions. Thus, the more leaders were perceived to be authentic the less likely nurses’ were to experience subsequent work-related bullying and burnout and to want to leave their job and profession. The results highlight the important role of leadership in preventing negative employee and organizational outcomes

The Lived Experiences of Mentoring Nurses in Malaysia

Background: Being a nursing mentor is not an entirely new concept in nursing. However, it is a new phenomenon in the nursing profession in Malaysia. The nursing administration and the senior nurses in Malaysia have claimed that they have started a mentorship program by having senior nurses shadow new graduate nurses for the past two to three years ago. With no study found in Malaysia investigating the lived experiences of mentors mentoring new registered nurses, it led the researcher to develop this research that explores the real life experiences of these senior Malaysian nurses who mentor neophyte nurses.Objectives: This research explores and describes the lived experiences of nurses mentoring neophyte or new registered nurses at one of the major hospital in the Malaysia Borneo and how such experiences influence their daily routine as a nurse and also as a mentor. The research will also attaches meaning to these experiences and identifies both positive and negative experiences as a mentor to neophyte.Methods: The experiences of nurses mentoring the neophyte in the clinical area were captured using a qualitative approach to research and further viewed through methods informed by phenomenology, which used interpretive and descriptive semi-structured interviews. Hermeneutic interpretive phenomenology was used in the focus to analyze interview transcript into textual expression of the mentors. Three main themes emerge from this study are being unprepared and challenged, perceptions of mentees, mentor hope and desire

Nurses\u27 Alumnae Association Bulletin - Volume 3 Number 5

Jefferson Marches On Christmas Packages The United States Cadet Nurse Corps and Jefferson Medical College Hospital Attention Promotions Welcome, Miss Hopkins Student Nurse Activities Scholarship Girls Taking Anaesthesia Our Office and Teaching Staff Message from the President News Bulletins Information Please! Coming Events Graduate Nurses\u27 Chorus Condolences Emergency Nursing Penicillin Organized Staff - 1943-1944 New Positions New Alumnae News of Our Doctors Doctors in Army Army Nurse Corps Navy Nurse Corps Engagements Marriages New Arrival