Retention Of New Graduate Registered Nurses Essay

Establishing a Nurse Mentor Program to Improve Nurse Satisfaction and Intent to Stay Retention of new graduate registered nurses (RNs) is a problem within the healthcare system negatively impacting patient safety and health care outcomes. Study findings report 18 – 30% of new RNs leave practice within the first year following graduation (Bowles Candela, 2005; Kovner, Brewer, Greene Fairchild, 2009). Attrition rates for the first two years of practice are as high as 57% (Ulrich et al., 2010). Compounding the retention problem is the increased demand for RNs at a time when a national shortage of RNs threatens the delivery of safe patient care across the United States (Needleman et al., 2011). Fewer RNs result in insufficient staffing levels negatively impacting patient outcomes and decreasing nurse job satisfaction. Job satisfaction has been linked to retention and adequate staffing in acute care settings (ANA 2015; Brewer Kovner, 2008). The high turnover rates can decrease the number of RNs available for direct patient care and consequently limit the number of experienced RNs serving as clinical leaders and mentors for new RNs. Lack of experienced RNs has been shown to decrease the quality of care and negatively impact patient outcomes (Jones, 2008; Needleman et al., 2011). Additionally, costs for replacing one RN are estimated at 1-3 times the annual salary further escalating health care costs and economic burden on the health care system (Abualrub, Omari, Al-Zaru,Show MoreRelatedThe Transitional Shock Theory by Judy Duchscher1352 Words   |  5 PagesIntroduction When most experienced registered nurses hear the word shock, they begin to use their critical thinking skills to determine the patient’s immediate need. However, new graduate nurses in the career field are faced with a different type of shock; they are faced with transitional shock. Transitional shock is a theory created by Judy Duchscher. Her theory is based on reality shock which is a term coined by Marlene Kramer. Reality shock is when new nurses recognize clinical practice and theRead MoreThe Role Of Professional Socialization During The Transition Period1686 Words   |  7 Pagesdevelopment. New graduate nurses have high turnover rates due to the gap in theory and practice and reality shock. Professional socialization decreases the tension and encourages adaptation during the transition period. The paper provides a summary of Feng and Tsai (2012) study, identifies the challenges I will face socializing into my new role (registered nurse) and strategies to facilitate soci alization. Summary Feng and Tsai (2012) examined the socialization experience of new graduate nurses transitioningRead MoreApproaches to Moral Reasoning1358 Words   |  6 Pagesmen in nursing continuing to increase c. More male graduates of basic nursing programs entering the workplace d. 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The factors that contribute to forcing workers to leave the public sector include: workload and staff shortages are contributing to burnout, high absenteeism, stress, depression, low morale, and de-motivation (Burns, Bradley and Weiner, 2012, pg.445). It is also shown that poor working conditions also contributes to preventing staff morale and motivation and it also contributes directly to recruitment and retention (Burns, BradleyRead MoreFactors Af fecting The Work Environment On Health Worker Shortages And Improving Access And Quality Of Health Services1196 Words   |  5 Pagespush factors for retention (Burns, Bradley and Weiner, 2012, pg.445). The factors that contribute to forcing workers to leave the public sector include: workload and staff shortages are contributing to burnout, high absenteeism, stress, depression, low morale, and de-motivation (Burns, Bradley and Weiner, 2012, pg.445). It is also shown that poor working conditions also contributes to preventing staff morale and motivation and it also contributes directly to recruitment and retention (Burns, BradleyRead MoreThe Staffing Shortage Of Qualified Registered Nurses752 Words   |  4 Pagesstaffing shortage of qualified registered nurses (RN), therefore, they are focusing much of their attention on recruitment for current positions rather than forecasting for the future. However, the organization has partnered with Northwest Christian University to provide a RN to BSN program. If the organization is to address the current and future nursing shortage, strategies must be employed to encourage nurses to relocate to Oregon. In addition, a new graduate nurse transition to practice programRead MoreAs The Expectancy Of Life Increases And Aging Of Baby Boomers,1109 Words   |  5 Pagesexperience shortage of nurses. Therefore, it is imperative for organizations to identify the causes of nursing high turn-over rates and come up with critical methods to retain nurses within organizations. According to the American Association of Colleges of Nursing (AACN), by the year 2022, 3.24 million jobs will be created. Retaining existing nursing staff has become a challenging piece of healthcare as the demand for client care has progressively grow and prospective replacement nurses covers nearly 1%Read MoreReasons For Nurse Shortage Essay1429 Words   |  6 Pagesreoccurring deficiency. According to Brian Hansen, (2002), there was a nation wide shortage in 2001 of 126,000 fu ll-time registered nurses, but the shortage will surge to 808,000 by 2020 if something isnt done. This pattern is a persisting cycle of high vacancies followed by layoffs and a high over supply of registered nurses. Various factors contribute to the lack of nurses within the health care facilities, but today’s shortages are a little different. Many feel that this scarcity is severe and