The Great Resignation, Newly Licensed Nurse Transition Shock, and Emergency Nursing

Laskowski-Jones, Linda; Castner, Jessica

doi:10.1016/j.jen.2022.03.010

Cited by 14 publications

(8 citation statements)

References 27 publications

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“…Acknowledging caring as the main field of nursing requires the space for nurse preparation and attention to develop and sustain a helpful trusting caring relationship through the true presence (Fawcett & Morgan, 2021; Watson, 2018, 2020). Our results support Laskowski‐Jones and Castner (2022) calling for an increased collective understanding concerning future circumstances for a healthy transition into the nursing profession.…”

Section: Comprehensive Understanding and Discussionsupporting

confidence: 86%

“…Thus, NGRNs were ready to provide care from a holistic perspective even at this early stage in their career, but in a less‐than‐ideal healthcare environment, core caring values conflicted with what they were asked to perform during the COVID‐19 pandemic. There is a risk NGRNs may leave the profession or be psychologically harmed by this conflict pointing to the importance of raising awareness of this in healthcare when conducting interventions to smoothen NGRNs future transition into practice (Fawcett & Morgan, 2021; Laskowski‐Jones & Castner, 2022). One can argue that continuing to focus on holistic care when NGRNs enter the profession during a life‐threatening pandemic might be an unreasonable expectation for NGRNs.…”

Section: Comprehensive Understanding and Discussionmentioning

confidence: 99%

“…However, to solely lean on the expertise of experienced nurses to successfully onboard NGRNs is unreasonable, as they themselves have been found at risk of stress injury and burnout during the COVID-19 pandemic. Instead, managers and leaders need to unite in the critical retention of NGRNs as well as experienced nurses by offering gratifying work environments, that is by mentor roles, responsibility and relationships(Laskowski-Jones & Castner, 2022). Additionally, acknowledging self-compassion to bestow compassionate care for others is found pivotal(Watson, 2018).Acknowledging NGRNs as the largest workforce in emergency care, we stress the perseverance of a holistic perspective when discussing the work environment Galvin and Todres (2013).…”

mentioning

confidence: 99%

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Caring through barriers—Newly graduated registered nurses' lived experiences in emergency departments during the COVID‐19 pandemic

Carnesten

Gustin

Skoglund

et al. 2023

Journal of Advanced Nursing

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Aim: To illuminate the meaning of newly graduated registered nurses' experiences of caring for patients in emergency departments during the COVID-19 pandemic. Design:A phenomenological hermeneutical study guided by Lindseth and Norberg. Methods:In-depth one-on-one interviews with 14 nurses from five hospitals were conducted from March to November 2020 and analysed using thematic analysis. The consolidated criteria for reporting qualitative research (COREQ) were used as the reporting guideline. Results:The findings comprise one main theme Caring through barriers and three themes with sub-themes. In the first theme, having intention to care, participants revealed their dedication to care for patients during the pandemic despite extensive stress, little experience and skills. The second theme, with tied hands in human suffering, illuminates experiences of being disconnected from the patient, overwhelmed by responsibility and unable to relieve suffering. The third theme, feeling inadequate, reveals experiences of lack of support and doubts meaning less space to develop into the nurse one wants to be. Conclusion: Findings reveal a new understanding of new nurses' experiences during times of crisis. The essence of caring in the emergency department during the pandemic can be explained as mediated through spatial, temporal and emotional barriers preventing new nurses from providing holistic care. Impact: The results may be used as anticipatory guidance for new nurses and inform targeted support interventions to support new nurses entering the profession in crisis conditions.

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Section: Comprehensive Understanding and Discussionsupporting

confidence: 86%

Section: Comprehensive Understanding and Discussionmentioning

confidence: 99%

mentioning

confidence: 99%

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Caring through barriers—Newly graduated registered nurses' lived experiences in emergency departments during the COVID‐19 pandemic

Carnesten

Gustin

Skoglund

et al. 2023

Journal of Advanced Nursing

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“…Instead, hospitals struggled to maintain sufficient nursing staff during these periods, and relied on higher paid travel or agency nurses, 45 which in turn created backlash from employees and contributed to additional turnover. 46 Before healthcare organizations can play a meaningful role in enabling nurses to be role models for pandemic precautions, they must first gain the trust of their workforce. One way to reduce nurses’ fatigue would be to support legislation to mandate staffing ratios.…”

Section: Discussionmentioning

confidence: 99%

Nurses’ role model duties for health and COVID-19 pandemic precautions

Neiman

2022

Nurs Ethics

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Role modelling communicates a standard of behavior to another person. Silent role modelling occurs when this standard can be communicated without articulating reasons for the action; articulate role modelling occurs when it is necessary to articulate reasons in order to effectively role model the standard of behavior, and to avoid misinterpretation. Nurses are role models in virtue of the respect and admiration given to the nursing profession. As such, nurses have role model obligations. This paper examines nurses' role model obligations for healthy behaviors and pandemic precautions. Research often identifies nurses as role models for healthy behavior, despite the fact that nurses are typically no healthier than the general population. This paper argues that nurses do not have a duty to role model healthy behaviors. The ability to adopt healthy behaviors is affected by numerous personal and individual factors. For a nurse to share their struggles to adopt healthy behaviors as articulate ‘imperfect’ role models violates their right to privacy. By contrast, nurses do have a moral duty to role model pandemic precautions during the COVID-19 pandemic, such as correctly wearing appropriate masks, maintaining social distancing, avoiding gatherings of multiple households when pandemic precautions are not being taken, and staying up to date on vaccination. Nurses’ duty to role model pandemic precautions does not involve sharing any personal information. Nurses have a duty to be silent role models when the risk of misinterpretation is low, and a duty to be articulate role models, who explicitly communicate reasons for the role modelled behavior, when necessary to ensure they are not misinterpreted. When articulate role modelling goes beyond the minimal role modelling duty, and imposes a comparative cost to the nurse, articulate role modelling is not obligatory, but supererogatory.

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“…The COVID-19 pandemic has increased the demand for nurses and increased their workload. Additionally, there has been a substantial increase in the intention to resign among nurses dealing with patients on the COVID-19 frontline [ 18 , 19 , 20 , 21 ]. Nurses were nearly four times more likely than other healthcare providers to consider leaving their jobs because of COVID-19 [ 22 ], and nurses in hospitals receiving COVID-19 patients had higher occupational stress and greater intention to leave the nursing field than nurses in general hospitals [ 23 ].…”

Section: Introductionmentioning

confidence: 99%

Factors Associated with Turnover Intentions of Nurses Working in Japanese Hospitals Admitting COVID-19 Patients

Kitamura

Nakai

2023

Nursing Reports

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Three years after the outbreak of the coronavirus disease (COVID-19) pandemic, turnover among frontline nurses has increased. The participants of this study were nurses at two general hospitals in Ishikawa, Japan, receiving COVID-19 patients. An original self-report questionnaire was created based on previous research. The questionnaire was distributed to 400 nurses, and responses were received from 227 nurses (response rate: 56.8%). The factors influencing turnover intention at the facilities were having less time to relax (odds ratio [OR]: 2.88, 95% confidence interval [CI]: 1.12–7.41) and wanting to receive counseling (OR: 5.21, 95% CI: 1.30–20.91). As a strategy to prevent turnover, nurse managers should provide opportunities for nurses to receive counseling during normal working hours and pay particular attention to changes in nurses’ daily lives, such as changes in the time available for relaxation.

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The Great Resignation, Newly Licensed Nurse Transition Shock, and Emergency Nursing

Cited by 14 publications

References 27 publications

Caring through barriers—Newly graduated registered nurses' lived experiences in emergency departments during the COVID‐19 pandemic

Caring through barriers—Newly graduated registered nurses' lived experiences in emergency departments during the COVID‐19 pandemic

Nurses’ role model duties for health and COVID-19 pandemic precautions

Factors Associated with Turnover Intentions of Nurses Working in Japanese Hospitals Admitting COVID-19 Patients

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