Retention rates for 1-year new graduate nurses had fallen to 30% at the author's institution. Upon reviewing feedback, a lack of a new graduate orientation program was determined to be a significant factor. The challenge presented to staff development was to develop a program that would increase 1-year retention rates of new graduate nurses without incurring overtime costs or significant additional expenses. The result was a successful 8-week orientation program using multiple teaching methods. New graduates rated their own progress through the use of a self-assessment questionnaire. One-year retention rates for new graduate nurses increased to 77% after the program was implemented.

Journal of Nursing Regulation provides a worldwide forum for sharing research, evidence-based practice, and innovative strategies and solutions related to nursing regulation, with the ultimate goal of safeguarding the public. The journal maintains and promotes National Council of State Boards of Nursing's (NCSBN's) values of integrity, accountability, quality, vision, and collaboration in meeting readers' knowledge needs. Manuscript InformationThe Journal of Nursing Regulation accepts timely articles that may advance the science of nursing regulation, promote the mission and vision of NCSBN, and enhance communication and collaboration among nurse regulators, educators, practitioners, and the scientific community. Manuscripts must be original and must not have been nor will be submitted elsewhere for publication. See www.journalofnursingregulaton.com for author guidelines and manuscript submission information.

Background Nurses’ work environment influences nursing practice. Inappropriate working conditions are the result of underdeveloped workplace infrastructure, poor work organisation, inadequate education, and inappropriate staffing norms. The aim of this study was to describe and examine the predictors that affect nurses’ work environment using the Practice Environment Scale of the Nursing Work Index (PES-NWI). Methods The validation of the PES-NWI was made. Nurse-reported job characteristics were used as independent variables. The sample included 1,010 nurses from adult surgical and medical units at 10 Slovenian hospitals. The Nurse Forecasting (RN4CAST) protocol was used. Permission to conduct the study was obtained from the National Medical Ethics Committee. Results The PES-NWI mean (2.64) was low, as were job and career satisfaction at 2.96 and 2.89, respectively. The PES-NWI can be explained in 48% with ‘Opportunities for advancement’, ‘Educational opportunities’, ‘Satisfaction with current job’, ‘Professional status’, ‘Study leave’, and ‘Level of education’. A three-factor solution of PES-NWI yielded eight distinct variables. Conclusions The obtained average on the Nursing Work Index was one of the lowest among previously conducted surveys. Nurses should be recognized as equals in the healthcare workforce who need to be empowered to develop the profession and have career development opportunities. Inter-professional relations and equal involvement of nurses in hospital affairs are also very important. Trial registration This is a non-intervention study – retrospectively registered.

No abstract

In Mexico, an old branch of the health care system is getting a new face. Home health care services, also known as community health nursing or public health nursing in Mexico, are emerging as a possible answer for addressing the treatment of chronic conditions such as diabetes and hypertension and for improving the management of cancer treatments. Both physicians and nurses will participate in this pilot program to take place in Mexico City. This article reviews the Mexican health care system, the current role of home health care within it, and the potential of home health care to emerge. It also illustrates the possibilities for home health care services in rural areas.