New Nurse Residency Programs

Knighten, Mary Lynne

doi:10.1097/naq.0000000000000522

Cited by 7 publications

(9 citation statements)

References 2 publications

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“…However, the fact that this study tracked turnover of newly licensed nurses over the course of three years based on whether they had turnover intention from the beginning of their first job provides stronger evidence that turnover intention is a powerful predictor of actual turnover of the nurses. At four to seven months after starting employment by a hospital, nurses are still in the transition period from being students to a new social status and environment (Knighten, 2022). In addition to the causes of turnover intention that have already been revealed through previous studies, including heavy workload, burnout, stress, and job dissatisfaction (De Simone et al., 2018; Kim & Moon, 2021), it is expected that this transition may contribute to turnover intention among newly licensed nurses.…”

Section: Discussionmentioning

confidence: 99%

“…Before working independently in a hospital, newly trained nurses must go through courses, including orientation and preceptor training, that require significant cost and time (Dewanto & Wardhani, 2018; Knighten, 2022; Roche et al., 2015). Therefore, nurse turnover within three years causes a considerable financial loss to the hospital (Roche et al., 2015).…”

Section: Introductionmentioning

confidence: 99%

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Turnover intention and retention of newly licensed nurses in their first job: A longitudinal study

Chang

Cho

2022

International Nursing Review

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AimTo examine newly licensed nurses’ retention in their first job and factors related to their turnover.BackgroundNewly licensed nurses have a high turnover rate within three years of entering their first job.IntroductionThe factors affecting newly licensed nurses' turnover should be identified and prevented.MethodsThis longitudinal study tracked newly licensed nurses for three years. Data were collected online, and nurses could participate four times in the survey. The Kaplan–Meier method was used to estimate survival curves and to present nurses’ retention. Cox proportional hazards regression model was used to analyze factors related to turnover.ResultsThe estimated survival probabilities in nurses’ first job at one, two, and three years were 0.927, 0.778, and 0.686, respectively. Nurses who reported turnover intention within one year in the first survey had significantly lower survival probabilities than those who did not have turnover intention. Turnover was more likely among male nurses. Turnover intention was associated with a significant increased likelihood of nurses leaving their first job.DiscussionMore than one third of newly licensed nurses left their first job within three years of employment. To reduce nurses’ turnover, it is necessary to understand and manage turnover intention in advance. Specific steps should be taken to address male nurses’ turnover.ConclusionsTurnover intention was the most powerful predictor of turnover. Further research should investigate reasons for turnover intention at the beginning of employment, and strategies to prevent turnover should be developed before nurses enter the workforce.Implications for nursing and health policyNewly licensed nurses with turnover intention at the beginning of their career should receive particular attention, and wellness programs should be prepared to promote retention.

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Section: Discussionmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

Turnover intention and retention of newly licensed nurses in their first job: A longitudinal study

Chang

Cho

2022

International Nursing Review

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“…7 The cost of implementing a yearlong nurse residency program at one hospital was offset by more than 300% by reduced turnover. 7 However, examples of residency programs for NMs or ANMs are lacking. NMs are often selected without the relevant knowledge and skills for their positions and expected to learn through experience.…”

Section: Literature Reviewmentioning

confidence: 99%

“…The NPS is a customer loyalty metric that predicts the likelihood of a participant referring the course to a colleague. 10 Based on response to the question, participants are categorized as detractors (0-6), passives (7)(8), or promoters (9-10). The NPS is generated based on the proportions of detractors, passives, and promoters.…”

Section: Satisfactionmentioning

confidence: 99%

An Innovative Assistant Nurse Manager Residency Program Focused on Participation, Satisfaction, Promotion, and Retention

Krivanek,

Colbert,

Mau

et al. 2023

JONA: The Journal of Nursing Administration

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Assistant nurse managers (ANMs) were asked what they needed to be successful, fully engaged, and equipped to perform in their roles. The ANM Residency Program was created to support development of new ANMs through resources, education, and mentoring. Evaluations were used to guide curriculum enhancements and improve course facilitation. Participation, satisfaction, promotion, and retention were measured. Similar programs may be used to support development for all levels of nurse leaders.

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“…Think about your nurse residency program for new graduates. Evidence indicates that these programs significantly decrease first-year turnover and yield as much as a 300% return on investment (ROI; Knighten, 2022). If your nurse residency program is decreasing turnover, you’re saving your organization money that far exceeds the cost of providing the program.…”

mentioning

confidence: 99%