This article describes the evaluation of a system-wide program to enhance new graduate nurse resident (NGNR) experience, enculturation, and commitment to the organization. BACKGROUND: Structured nurse residency programs support NGNR transition to the work environment and increase retention and organizational commitment. METHODS:The study used a descriptive, comparative design measuring NGNR perceptions of affective commitment, job satisfaction, job stress, and other variables over 3 times from baseline to 24 months. RESULTS: Findings demonstrated a reduction in affective commitment and an increase in nursing stress from baseline to 12 and 24 months of employment. The highest mean in intent to leave occurred at 12 months, highlighting the vulnerability of the NGNR at that time. CONCLUSIONS: Nurse leaders must consider resources supporting NGNRs beyond the traditional 12 months to ensure retention and organizational commitment, thereby decreasing intent to leave.

I n early 2020, the World Health Organization designated the COVID-19 outbreak and pandemic an international public health emergency (World Health Organization, 2020). As a result, several countries, including the United States, imposed restrictions and lockdown measures affecting healthcare workers including nurses and students in their final semesters of nursing education. Once hired to healthcare organizations, newly licensed nurses (NLNs) faced remote classes with less in-person support and found themselves taking care of COVID-19 patients who were critically ill (Sherman, 2021). It is therefore critical to study the experiences of NLNs during a pandemic to understand the challenges they faced and to apply the needed interventions for well-being and resilience. This study investigated the impact of the COVID-19 pandemic on stress and intent to leave on NLNs in an accredited nurse residency program (NRP) in 2020 and 2021 as compared to 2019 before the pandemic. All NLNs are surveyed at baseline (3-4 months), 12 months, and 36 months. It is hypothesized that NLNs experienced lower levels of stress with intent to leave the organization in 2019 as compared to 2020 and 2021. BACKGROUND Stress and Intent to LeaveAt the beginning of the pandemic, healthcare workers including nurses were applauded for their courageous and dedicated care of COVID-19 patients despite the stress and uncertainty they were facing. Ongoing stress often leads to burnout, then job dissatisfaction, and eventually to intent to leave the job or even the profession. Therefore, a better understanding of NLN stress could enlighten healthcare organization to institute efforts to mitigate stress. Program DescriptionThe Sharp HealthCare NRP was developed to provide a flexible, supportive environment to build confidence in NLNs. NLNs are hired into a 12-month, systemwide NRP that has earned accreditation with distinction by the American Nurses Credentialing Center Practice Transition Accreditation Program. The American Nurses Credentialing Center Practice Transition Accreditation Program validates hospital NRPs that meet rigorous, evidence-based standards for quality and excellence. Program elements include classroom and simulation-based curricula, individualized clinical orientations, interprofessional experiences, peer group support, reflective learning, and well-being practices/self-care. Postorientation, NLNs participate in a formal mentoring program and ongoing professional development. LITERATURE REVIEWA literature search using the Cumulative Index to Nursing and Allied Health Literature, EBSCO, MedlinePlus, and PubMed databases focused on the variables of interest for this study. Key search words focused on nurses included stress, stressors, workplace conflict, workload, support, nurses' reactions to death and dying, and uncertainty. Although there have been articles related to COVID-19's effect on NLNs, to date there have not been any studies published specifically about the stress level of NLNs and their intent to leave the healthcare organiz...