Research Nurse Residency: New Registered Nurses Transition to the Role of A Clinical Trials Nurse

Cline, Debbie; Showalter, Brandi L.

doi:10.4103/apjon.apjon_9_20

Cited by 5 publications

(4 citation statements)

References 2 publications

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“…However, novice nurses still find developing their competencies in psychology and sociocultural areas to be challenging. This difficulty is due to the fact that the majority of these programmes focus on developing knowledge and skills and pay little attention to the internal psychological condition of novice nurses (Cline & Showalter, 2020).…”

Section: Discussionmentioning

confidence: 99%

Novice nurses' transition shock and professional identity: The chain mediating roles of self‐efficacy and resilience

Li,

Liu,

Fang

et al. 2024

Journal of Clinical Nursing

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Aims and ObjectivesThe aim of this study was to explore the association between transition shocks and professional identity and the mediating roles of self‐efficacy and resilience among Chinese novice nurses.BackgroundNovice nurses experience transition shock when they start their careers, which might lead to decreased professional identity and ultimately turnover. By contrast, self‐efficacy and resilience are excellent psychological resources that may be associated with higher professional identity. It is unclear how transition shock affects professional identity by influencing these two internal resources.DesignA cross‐sectional survey.MethodsThe STROBE guidelines were followed to report this study. Convenience sampling was used to recruit participants, and 252 novice nurses completed the Transition Shock of Novice Nurses Scale, the Professional Identity Assessment Scale, the General Self‐Efficacy Scale and the Connor‐Davidson Resilience Scale between April 2022 and May 2022. Influencing factors were primarily identified using independent‐sample t‐tests and a one‐way ANOVA. Structural equation modelling was used to detect the mediating effects of self‐efficacy and resilience.ResultsDifferences in novice nurses' levels of professional identity were found across age groups, hospitals and departments. Transition shock was negatively related to professional identity. Self‐efficacy and resilience mediated the complete chain relationship between transition shock and professional identity.ConclusionTo our knowledge, this study is the first to explore the mediating effect of self‐efficacy and resilience on transition shock and professional identity. Higher transition shock may lead to lower professional identity by reducing self‐efficacy and resilience.Relevance to Clinical PracticeNursing managers ought to emphasise the significant role of psychological resources in the work adaptation process of novice nurses. It may be more effective to improve professional identity and maintain the stability of the health care system.Patient or Public ContributionNursing administrators working at seven preselected hospitals actively assisted us in the process of collecting self‐report questionnaires from novice nurses, such as by booking appointments and providing access for questionnaire administration. In addition, the participants were actively involved in the data collection process.

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Section: Discussionmentioning

confidence: 99%

Novice nurses' transition shock and professional identity: The chain mediating roles of self‐efficacy and resilience

Li,

Liu,

Fang

et al. 2024

Journal of Clinical Nursing

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“…There are few reports of NRPs established to train NLNs as clinical research nurses (CRNs) despite the documented national shortage of competent CRNs. [25][26][27][28] Sparse data are available regarding whether NRPs result in increases in nurse retention rates or cost savings beyond 1-year postresidency evaluations, and no data are available regarding whether NRPs are associated with measurably improved patient outcomes.…”

Section: Nursing Residency Programsmentioning

confidence: 99%

Development and Implementation of an Oncology Clinical Research Nursing Residency Program for Newly Licensed Nurses

Legor¹,

Caparrotta²,

Sze³

et al. 2022

JONA: The Journal of Nursing Administration

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A paucity of nurses trained in clinical research prompted the development and implementation of a newly licensed nurse residency program in oncology research. The components of the program, funding, curriculum development, preceptor model, and partnerships, are described. Formal evaluation to quantify success in creating a pipeline for the future, increasing retention, and reducing costs is underway and will be reported in a future publication.

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“…Clinical research nurses (CRNs) are pivotal members of the clinical trial team [ 1 ]. They are usually associated with trial recruitment, data collection, assisting in the day-to-day management of the trial and caring for the research participants [ 2 , 3 ]. The role of the CRN varies from country to country and so too does their title — clinical research nurse, clinical trial nurse, research coordinator or clinical trial coordinator.…”

Section: Introductionmentioning

confidence: 99%

Clinical research nurse predictions of trial failure, recruitment and retention: a case for their early inclusion in trial design

Shiely

Murphy

Millar

2023

Trials

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Background Clinical research nurses are a key part of the clinical trial team but typically get involved later in the trial, usually during recruitment. The purpose of our study was to establish if CRNs who read the trial protocol can predict the performance of the trial. Methods We randomly selected 18 trial protocols with three statuses, terminated, withdrawn, and completed, from ClinicalTrials.gov, between 2014 and 2018 inclusive. We gave the protocols to five CRNs, asked them to make a judgement and provide a reason for that judgement (via a 12-item questionnaire) on the status of the trial (terminated, withdrawn or completed), if the trial met its recruitment target, if it recruited on time, and if it retained its participants. We also asked if it was likely a CRN was involved in the design of the trial. The CRNs were blinded to the study outcomes, did not receive any training on how to read a protocol and were prohibited from using/abstained from using the internet while completing the task. Results Twenty-three questionnaires on 23 trial protocols (18 different trials) were completed by 5 CRNs. The CRNs correctly predicted the trial status 48%, 95% CI: 29–67% (11/23) of the time; successful/unsuccessful recruitment 74%, 95% CI: 54–87% (17/23) of the time; on-time recruitment 70%, 95% CI: 49–84% (16/23) of the time; and participant retention 52%, 95% CI: 33–71% (12/23). CRNs identified 100% (sensitivity) of sites that hit their target and 63%, 95% CI: 36–84% (specificity) of sites that missed their target. Conclusions CRNs are very good judges of trial recruitment and site performance issues and are a vital part of the clinical trial team. Taken with the ESP (Estimating Site Performance) study, we have made a strong case for broadening the trial team at the trial design stage. Early engagement of a broad skillset can potentially offset problems of recruitment, retention and trial failure.

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Research Nurse Residency: New Registered Nurses Transition to the Role of A Clinical Trials Nurse

Cited by 5 publications

References 2 publications

Novice nurses' transition shock and professional identity: The chain mediating roles of self‐efficacy and resilience

Novice nurses' transition shock and professional identity: The chain mediating roles of self‐efficacy and resilience

Development and Implementation of an Oncology Clinical Research Nursing Residency Program for Newly Licensed Nurses

Clinical research nurse predictions of trial failure, recruitment and retention: a case for their early inclusion in trial design

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