The Academic Partnership Unit

Aull, Michael; Nobles, Patrick

doi:10.1097/nna.0000000000001113

Cited by 1 publication

(4 citation statements)

References 4 publications

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“…The positive impact of the onboarding program [ 34 , 37 , 42 , 57 , 62 , 63 , 67 , 77 ] and mentorship [ 51 , 73 , 80 , 90 ] is in line with earlier published systematic reviews [ 91 , 92 ]. Kakyo et al [ 93 ] explored the benefits of the informal mentoring program for nurses and confirmed that built on the reciprocal relationship between mentee and mentor; there is a substantial benefit of the mentoring program.…”

Section: Discussionsupporting

confidence: 79%

“…Four of the included studies mainly focused on the onboarding program on the transition from nursing school towards the first job as a nurse and started at the last stage of nursing school [ 34 , 57 , 62 , 77 ]. First, Tseng et al [ 77 ] studied an extensive externship program (EP), the Corporate-Academic Cooperation Program (CACP), to bridge the gap from nursing school to a clinical setting.…”

Section: Resultsmentioning

confidence: 99%

“…Finally, The Academic Partnership Program (APU) of Aull et al [ 34 ] included an evidence-based clinical education program designed to train, recruit, and retain Bachelor of Science students towards Bachelor of Science in Nursing (BSN) prepared nurses without the need for an academic faculty. The APU is a practice of students in a home-based department with a nursing preceptor serving as a clinical instructor.…”

Section: Resultsmentioning

confidence: 99%

“…Aull, M. (2022) [34] Unknown Reduction of turnover (7% instead 23.9% national) Unknown Unknown Baik, D. (2019) [35] Higher scores of satisfaction with their job after intervention (Mean (SD) = 4.46 (0.74), p = 0.001) than before (Mean (SD) = 3.95 (0.51).…”

Section: Unknown Unknownmentioning

confidence: 99%

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Retaining Healthcare Workers: A Systematic Review of Strategies for Sustaining Power in the Workplace

et al. 2023

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The shortage of healthcare workers is a growing concern. The COVID-19 pandemic and retirement wave have accelerated turnover rates. This systematic review aimed to identify and analyse the existing interventions for job retention of healthcare workers, in terms of nurses and physicians, in a hospital setting. A comprehensive search was conducted within three electronic databases, guided by the preferred reporting items for systematic review and meta-analyses (PRISMA) and synthesis without meta-analysis (SWiM) guidelines, this resulted in 55 records that met the inclusion criteria. The intervention outcomes are categorized into substantial themes: onboarding, transition program to a different unit, stress coping, social support, extra staffing, coping with the demands of patient care, work relationships, development opportunities and department resources, job environment, work organization, recruitment approach, and technological innovations. Considering the literature, onboarding programs and mentoring for nurses and physicians are recommended. Additionally, other interventions described in this review could positively affect the retention of nurses and physicians. When selecting an intervention for implementation, managers and human resources should consider the intervention that matches the determinant of intention to leave of their healthcare workers and the hospital’s mission, vision, and values. Sharing the success stories of implemented interventions may benefit healthcare organizations.

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