Economic Institutions and Institutional Change

Abstract

Interest in the institutions that structure economic behavior has a long history in sociology, extending back to the work of Marx, Weber, Durkheim, and Polanyi. With the rise of new economic sociology in the 1980s, scholars have direct renewed attention toward the informal and formal rules and conventions that structure economic life. Money, financial markets, complex organizations, and economic policies have received particular attention. One branch of scholarship in this area focuses on uncovering factors that drive the emergence or development of economic institutions. Another branch of scholarship examines the role of institutions in structuring economic behavior. A third line of research takes up the puzzle of institutional change: how stable economic conventions crumble and come to be replaced with new ones. The present article offers a broad survey of scholarship on economic institutions, with a particular focus on institutional variation and institutional change.

Factors influencing new graduate registered nurses' transition to practice

“…The NGRNs working in medical-surgical areas spent six to eight weeks with a preceptor, while those working in critical care precepted for 11 to 12 weeks. [18] Additionally, unit educators and managers periodically met with the NGRN and preceptor to assess progress and provide emotional support, which may have contributed to their feeling supported during the orientation period. If the NGRN was not performing well or additional learning needs were identified, training, an extended orientation, and a preceptor assignment change might be initiated.…”

“…If the NGRN was not performing well or additional learning needs were identified, training, an extended orientation, and a preceptor assignment change might be initiated. [18] Incorporating ongoing pulse surveys designed to gain insight into roles, communication, relationships, and the overall work environment could measure NGRN perceptions of support throughout their transition and beyond. [3] Communicating the survey results and actions to address concerns may help the NGRN feel heard and appreciated.…”

“…Preceptors completed a 19.5-hour, three-part training program. [18] The hospital also implemented evidence-based strategies that supported preceptor needs, including clinical assignment reduction, preceptee and preceptor scheduling for the same shifts and sharing patient assignments, and fewer preceptees for each preceptor. [19] The literature does not specify an ideal number of preceptors best facilitating transition; however, UAB Hospital limited the number of preceptors to three or fewer for most nurses.…”