Workplace Experiences of New Graduate Nurses

Rhéaume, Ann; Clément, Liette; LeBel, Noëlline; Robichaud, Karelle

doi:10.12927/cjnl.2011.22467

Cited by 11 publications

(19 citation statements)

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“…Most studies have adopted a quantitative approach which, while helping to identify the important elements to consider in studying turnover, do not take into account the actors' rationality or logics of action. Only a few qualitative studies have explored how the work environment affects nurses' subjective work experience and conditions some professional decisions (Cheung, 2004;Choi et al, 2011;Flinkman et al, 2013;McGillis Hall and Kiesners, 2005;Rhéaume et al, 2011b). These studies have shown that the nurses' decision to leave their jobs has involved a complex process entailing multiple organizational, generational and individual factors (Flinkman et al, 2013;Rhéaume et al, 2011b).…”

Section: Literature Reviewmentioning

confidence: 99%

“…Only a few qualitative studies have explored how the work environment affects nurses' subjective work experience and conditions some professional decisions (Cheung, 2004;Choi et al, 2011;Flinkman et al, 2013;McGillis Hall and Kiesners, 2005;Rhéaume et al, 2011b). These studies have shown that the nurses' decision to leave their jobs has involved a complex process entailing multiple organizational, generational and individual factors (Flinkman et al, 2013;Rhéaume et al, 2011b). They highlight the importance of considering the interrelation between work and family life when exploring how nurses experience their work (Cheung, 2004;Flinkman et al, 2013;Lavoie-Tremblay et al, 2010;McGillis Hall and Kiesners, 2005;Rhéaume et al, 2011b).…”

Section: Literature Reviewmentioning

confidence: 99%

“…These studies have shown that the nurses' decision to leave their jobs has involved a complex process entailing multiple organizational, generational and individual factors (Flinkman et al, 2013;Rhéaume et al, 2011b). They highlight the importance of considering the interrelation between work and family life when exploring how nurses experience their work (Cheung, 2004;Flinkman et al, 2013;Lavoie-Tremblay et al, 2010;McGillis Hall and Kiesners, 2005;Rhéaume et al, 2011b). These studies also suggest that the links between the nurses' decision to leave their jobs and the stage at which they find themselves in their work, personal and family lives, as well as their values and expectations regarding work, merit a closer examination in studies on turnover.…”

Section: Literature Reviewmentioning

confidence: 99%

“…Work remained important but other dimensions of their lives were also gaining in importance, a finding confirmed by other studies involving young workers (Méda and Vendramin, 2013;Mercure and Vultur, 2010). Work clearly constituted only one part of a much broader life plan for these young nurses, who valued work-life balance (Lavoie-Tremblay et al, 2010;Takase et al, 2009) and may have decided to leave their jobs when work began to spill over into their personal lives (Rhéaume et al, 2011b). However, this was sometimes an agonizing decision to make, as expressed by some participants who reported experiencing real identity-based tension between a job they loved and a family life in which they also wished to invest.…”

Section: Coping With the Challenges Of Nursingmentioning

confidence: 99%

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Understanding Turnover as a Lifecycle Process: The Case of Young Nurses

Côté

2016

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Summary Based on the life course perspective and the sociology of individuation, this article aims to examine the temporal processes at work in the decision of nurses to leave their jobs and the role played by different life contexts in guiding this decision. A qualitative study was conducted with nurses in order to gain an in-depth understanding of the reasons why so many young nurses decide to leave their jobs. The theoretical perspective used focuses on the importance of considering the interaction between the different spheres of a person’s life, the social environment in which they live and the work-related decisions they make. We conducted life-narrative interviews during which the nurses were asked about their overall work trajectory and the events in their work, personal, family, and social lives which, in their opinion, contributed to their decision to leave their jobs. A total of 26 nurses under the age of 35 were interviewed. The data analysis helped to identify several job-leaving pathways structured around three main dimensions: 1- the temporal aspects of the job-leaving pathways (short or long term); 2- the nurses’ subjective work experience; and 3- the stage in the nurses’ work lives or personal lives in which they found themselves when they made the decision. The findings reveal that the nurses’ decision to leave their jobs represents a complex process that developed over a short or longer period of time and involved various dimensions of their lives. Our analysis brought out two sources of tension underlying the nurses’ decision to leave their jobs: 1- a gap between their expectations regarding the possibilities for self-realization in their jobs and the concrete realities of work; and 2- a job situation that limited the possibilities to self-realize in other spheres of their lives.

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Section: Literature Reviewmentioning

confidence: 99%

Section: Literature Reviewmentioning

confidence: 99%

Section: Literature Reviewmentioning

confidence: 99%

Section: Coping With the Challenges Of Nursingmentioning

confidence: 99%

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Understanding Turnover as a Lifecycle Process: The Case of Young Nurses

Côté

2016

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“…New graduates (NGs) make up the largest source of nurses for recruitment and the quality of the NG transitional experience can significantly improve their retention (Duchscher, 2008;Fox, 2010;Rhéaume, Clément, LeBel, & Robichaud, 2011;Romyn et al, 2009). The complexities of nursing practice within a highly acute and complex health system challenge nurses at all levels of practice (Adamack & Rush, 2014;Andrews et al, 2005) and NGs are often not prepared to meet these demands especially in the first two years (Duchscher & Myrick, 2008;Romyn et al, 2009).…”

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confidence: 99%

Indigenous Methodology in Understanding Indigenous Nurse Graduate Transition to Practice

Kurtz

Mahara

Cash

et al. 2017

iipj

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Increasing Indigenous health care professional presence in health care aims to reduce health inequities of Indigenous Peoples in Canada. Nurses are the largest health professional group and nurse graduates the main source of recruitment. The quality of graduate transition to practice is evident in the literature; however, little is reported about Indigenous new graduates. We describe using Indigenous methodology and two-eyed seeing (Indigenous and Western perspectives) in exploring Indigenous transition experiences. Talking circles provided a safe environment for nurses, nurse educators and students, health managers, and policy makers to discuss Indigenous new graduate case scenarios. The methodology was critical in identifying challenges faced, recommendations for change, and a new collective commitment for cultural safety education, and ethical and respectful relationships within education, practice, and policy.

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Proceed With Caution

Duchscher

Painter

2021

Advanced Emergency Nursing Journal

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Virtually, no published research is available on the relationship between employing newly graduated nurses (NGNs) in the emergency department (ED) and the advancing of nursing practice and the optimization of patient care outcomes. Traditionally, nurses hired into these practice areas have required advanced skills in clinical assessment and experience with a variety of situations that were assumed to offer them a framework by which they could recognize and respond to potentially life-threatening changes in a patient's status. This qualitative study explored the issues of integrating NGNs into the ED. Findings clearly established the challenges to integrating NGNs into this practice context. The intersection of variables included a low level of clinical predictability accompanied by high acuity; an increased level of practitioner autonomy combined with high levels of risk when applying decision making to patient outcomes; and the potential for devolution of professional identity in the face of highly intense, morally conflicted, and socially nuanced care situations.

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Workplace Experiences of New Graduate Nurses

Cited by 11 publications

References 0 publications

Understanding Turnover as a Lifecycle Process: The Case of Young Nurses

Understanding Turnover as a Lifecycle Process: The Case of Young Nurses

Indigenous Methodology in Understanding Indigenous Nurse Graduate Transition to Practice

Proceed With Caution

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