Newly Licensed RN Retention

Blegen, Mary A.; Spector, Nancy; Lynn, Mary R.; Barnsteiner, Jane; Ulrich, Beth

doi:10.1097/nna.0000000000000523

Cited by 65 publications

(39 citation statements)

References 23 publications

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“…Due to high burnout in the early career stage of nursing, it would be advantageous to target nurses prior to this stage-either as students or new graduate nurses-with spiritually based interventions to bolster mental well-being as a burnout prevention strategy. This targeting could be integrated into a broader self-care strategy intended to increase retention in nurses with 2-5 years at the bedside, as up to one third of nurses leave direct care by the second year of nursing (Blegen et al 2017;Kovner et al 2014). Possible interventions include group orientation sessions co-facilitated by chaplains and licensed mental health professionals that discuss reconnecting to purpose and meaning in work, resilience, self-compassion, and stress recovery.…”

Section: Implications For Nursing Practice Education and Researchmentioning

confidence: 99%

The Impact of US Nurses’ Personal Religious and Spiritual Beliefs on Their Mental Well-Being and Burnout: A Path Analysis

Harris

Tao

2021

J Relig Health

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This study addresses the gap in the literature regarding the impact of nurses' personal religious and spiritual beliefs on their mental well-being and burnout. A model of the association between these factors was tested based on surveys of 207 nurses located in southeastern USA and analyzed to determine the association between religion/spirituality, mental well-being, and burnout. A path analysis supported a model in which, through its positive impact on mental well-being, religion/ spirituality was negatively associated with emotional exhaustion and depersonalization and positively associated with personal accomplishment.

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Section: Implications For Nursing Practice Education and Researchmentioning

confidence: 99%

The Impact of US Nurses’ Personal Religious and Spiritual Beliefs on Their Mental Well-Being and Burnout: A Path Analysis

Harris

Tao

2021

J Relig Health

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“…Personal characteristics cannot be ignored when exploring measures of intent to stay. Many studies [31][32][33][34] have shown that nurses' age, gender, work experience, and other demographic factors are closely related to nurses' intent to stay. Wang et al 32 confirmed that a strong positive correlation exists between nurses' age, job position, and intent to stay.…”

Section: Demographic Factormentioning

confidence: 99%

Factors associated with the nurses’ intent to stay in China, Japan, and Korea: an integrative review

Xue

Jiang

et al. 2020

Frontiers of Nursing

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ObjectiveNurse's dimission and attrition are globally considered as a public health issue. However, few studies have focused on the nurse shortage from the perspective of intent to stay, as previous studies have focused only on why they left. The purpose of this study was to conduct an integrative review of the factors connected with why nurses in China, Japan, and Korea stay in their current workplace.MethodsThe review was done using three databases namely CNKI, Wanfang, and Web of science. The relevant studies published by Chinese, Japanese, and Koreans from 2010 were also included in this review. Literature screening and data extraction were performed by the two researchers, and the qualitative research methods were used for analysis.ResultsA total of 17 studies were analyzed in this review and of these two were qualitative and 15 were quantitative. Three themes and six sub-themes emerged from the synthesization of the data of 17 studies, which will help us to find the factors for nurses’ intent to stay. The three aspects such as professional characteristics, nurses’ individual characteristics, and organizational factors are the main contributing factors of nurses’ intent to stay.ConclusionsThis integrated review has thrown some important factors about nurses’ intent to stay. It is increasingly clear that when (1) nurses have a good professional status, (2) nurses could enjoy a good working relationship, (3) the workplace could meet the needs of personal development, and (4) nurses have good organizational support and excellent leaders, they are inclined to stay in their current jobs. Managers need to adopt targeted measures to improve nurses’ intent to stay and to provide a practical reference for health care institutions and managers in different countries and areas to increase the retention rate of nurses and to alleviate the current situation of nurse shortage.

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“…Migration is a contributing factor to nursing/midwifery shortages (Gea-Caballero et al, 2019;Humphries, McAleese, Matthews, & Brugha, 2015); thus, effective workforce planning is a priority, given evidence that low staffing levels contribute to poor care delivery (Francis, 2013) and missed care (Bagnasco et al, 2018;Blackman et al, 2018). Workforce planning and effective retention strategies are paramount in negating the loss of future nurses/midwives (Blegen, Spector, Lynn, Barnsteiner, & Ulrich, 2017;Squires, Jylha, Jun, Ensio, & Kinnunen, 2017). However, energies to date have focused on international recruitment, with less effort on retention strategies (Both-Nwabuwe et al, 2018).…”

Section: Introductionmentioning

confidence: 99%

Effective workforce planning: Understanding final‐year nursing and midwifery students’ intentions to migrate after graduation

et al. 2020

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Aims To examine the factors influencing final‐year nursing/midwifery students’ intentions to migrate following graduation. Background With expanding global staff shortages, effective recruitment and retention strategies targeted at new nursing/midwifery graduates are necessary. Understanding factors that influence graduates’ decisions to migrate or remain in the health care organisation that supported their education is essential but under‐researched. Methods A cross‐sectional electronic survey was distributed to graduating nursing/midwifery students across nine higher education institutions in Ireland with a 36% (N = 407) response rate. Results 85% of Irish (n = 376) nursing/midwifery graduating students reported an intention to migrate overseas and 70% intend to return within 5 years. Pay, working conditions and career were ranked as influencing intentions to migrate. Multivariable analysis illustrated that educational opportunities and friends predict migration, while family and obligation were protective factors. Conclusion Nursing and midwifery leaders and policymakers must reconsider recruitment and retention strategies and embrace innovative and responsive approaches to address migration intentions and trends. Implications for nursing/midwifery management Strategic leadership is required to develop effective structures that support personal, professional and career opportunities for new graduates. Targeted recruitment innovations to entice graduates back into the health service are recommended.

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Newly Licensed RN Retention

Abstract: Hospital characteristics had a larger effect on NLRN retention than personal characteristics. Hospitals in rural areas have a particular challenge in retaining NLRNs.

Cited by 65 publications

References 23 publications

The Impact of US Nurses’ Personal Religious and Spiritual Beliefs on Their Mental Well-Being and Burnout: A Path Analysis

The Impact of US Nurses’ Personal Religious and Spiritual Beliefs on Their Mental Well-Being and Burnout: A Path Analysis

Factors associated with the nurses’ intent to stay in China, Japan, and Korea: an integrative review

Effective workforce planning: Understanding final‐year nursing and midwifery students’ intentions to migrate after graduation

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