1,789 research outputs found

    Nurse Residency Program: Best Practices for Optimizing Organizational Success

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    A nurse residency program’s best practice recommendations are presented within this article and are organized around three processes: establishing the program infrastructure, creating a multistaged evidence-based program, and sustaining the program through appropriate evaluation and dissemination of results. These recommendations represent lessons learned and key findings derived from a team of academic and nursing professional development educators after 7 years of residency program implementation at multiple rural and urban hospital sites. Organizations, regardless of size and resources, can use these recommendations to increase the likelihood of building a successful residency program

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

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    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

    Poster Presentation: Transformational Leadership as a Predictor of Organizational Culture?

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    Is it racism? The belief in cultural superiority across Europe

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    Are Europeans racist if they maintain that some cultures are superior? Theorists of cultural racism argue so and suggest that modern racism in Europe is expressed as a belief in cultural superiority. But this claim has been based on theoretical arguments, not on empirical tests. The current research investigated how widespread a belief in cultural superiority was in European countries and tested how such a belief related to biological racism. Analyses of data from the European Social Survey (21 countries, total N > 33,000) showed large differences across countries in tendencies to endorse the belief in cultural superiority. But in nearly all countries, a factor model consistent with the theory of cultural racism had much better support than a factor model building on the assumption that culturalism is distinct from racism. Even when the factor analysis was able to maintain a distinction between racism and culturalism, the two factors had a very strong correlation. The present research suggests that although a belief in cultural superiority may harbour different views, expressed beliefs in cultural superiority and cultural concerns are strongly associated with traditional racism.publishedVersio
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