Mentoring New Graduate Nurse Practitioners

2019 ◽  
Vol 38 (3) ◽  
pp. 151-159
Author(s):  
Colleen Moss ◽  
Joanie Jackson
Keyword(s):  
Job Satisfaction ◽  
Nurse Practitioners ◽  
Intent To Stay ◽  
The United States ◽  
Current Evidence ◽  
New Graduate Nurse ◽  
Practice Nurses ◽  
Graduate Nurse ◽  
New Graduate ◽  
Neonatal Nurse Practitioners

There is a critical shortage of neonatal nurse practitioners (NNPs) in the United States. The NNP shortage increases workload and negatively affects job satisfaction, which ultimately impacts patient safety. Therefore, it is imperative to identify strategies to improve job satisfaction and retention. Authors of current evidence supported the connection between mentoring and role transition, job satisfaction, and intent to stay. Mentorship is key to the success of new graduate nurse practitioners as they develop confidence in the nurse practitioner (NP) role. The aim of this integrative review is to examine the existing evidence regarding mentoring of advanced practice nurses and the potential impact on the NNP workforce.

A Competency-Based Curriculum for Critical Care Nurse Practitioners’ Transition to Practice

2018 ◽  
Vol 27 (5) ◽  
pp. 398-406
Author(s):  
R. Scott Kopf ◽  
Penni I. Watts ◽  
Eileen S. Meyer ◽  
Jacqueline A. Moss
Keyword(s):  
Intensive Care Unit ◽  
Intensive Care ◽  
Nurse Practitioners ◽  
Qualitative Data ◽  
The United States ◽  
New Graduate Nurse ◽  
New Graduates ◽  
Graduate Nurse ◽  
New Graduate ◽  
Competency Based

Background Nearly one-third of new-graduate nurse practitioners report undergoing no formal orientation process, and postcertification orientation processes vary. A validated curriculum would address the need for structured training to enhance new graduates’ practice transition. Methods A competency-based practice transition curriculum for intensive care unit nurse practitioners was created using a literature review and expert panels. Competencies were established that were based on clinical categories essential to nurse practitioner practice in the intensive care unit and adapted from existing Accreditation Council for Graduate Medical Education training, aligned with the precertification nursing curriculum. Participants recruited from academic and clinical backgrounds were asked to rank curriculum items using a 4-point Likert scale. Competencies were refined on the basis of participants’ survey feedback. Results A total of 31 participants from academic medical centers and schools of nursing throughout the United States responded to the request for competency validation; 29% of participants provided qualitative data. All 9 competency topics received a mean rating greater than 3.5 and were deemed valid. Using the combined quantitative and qualitative data, a final set of competencies for nurse practitioners in the intensive care unit was developed. Conclusions The curriculum developed and validated in this study can become the basis for practice transition for novice nurse practitioners. The curriculum is adaptable and can be used for surgical and medical intensive care units. As refined, the competencies provide a validated foundation for training of new-graduate nurse practitioners in the intensive care unit.

Meeting the Needs of New Graduate Nurse Practitioners

2016 ◽  
Vol 9 (1) ◽  
pp. 88-90
Author(s):  
Danicka Le
Keyword(s):  
Nurse Practitioners ◽  
Learning Opportunities ◽  
Clinical Learning ◽  
New Graduate Nurse ◽  
Residency Programs ◽  
Graduate Nurse ◽  
Collegial Support ◽  
New Graduate ◽  
Future Of Nursing

Available evidence suggests that new graduate nurse practitioners (NPs) often feel fear, anxiety, and self-doubt when transitioning from student to licensed clinician. Completion of postgraduate NP residency programs may help to mitigate these feelings. NP residency programs provide mentors, collegial support, and additional clinical learning opportunities. However, few NP residency programs currently exist. The Institute of Medicine’s Future of Nursing report recommends increasing the number of NP residency programs. They provide an invaluable resource to new NPs by increasing their confidence in the NP role.

Strategies to promote the professional transition of new graduate nurse practitioners: A systematic review

Nursing Forum ◽  
2019 ◽  
Vol 54 (4) ◽  
pp. 557-564
Author(s):  
Chandra Speight ◽  
Gina Firnhaber ◽  
Elaine S. Scott ◽  
Holly Wei
Keyword(s):  
Systematic Review ◽  
Nurse Practitioners ◽  
New Graduate Nurse ◽  
Graduate Nurse ◽  
New Graduate ◽  
Professional Transition

Professional values, job satisfaction, career development, and intent to stay

2016 ◽  
Vol 24 (6) ◽  
pp. 675-685 ◽  
Author(s):  
Susan Yarbrough ◽  
Pam Martin ◽  
Danita Alfred ◽  
Charleen McNeill
Keyword(s):  
United States ◽  
Job Satisfaction ◽  
Career Development ◽  
Intent To Stay ◽  
The United States ◽  
Early Career ◽  
Professional Values ◽  
Convenience Sample ◽  
Hospital System ◽  
The Future

Background: Hospitals are experiencing an estimated 16.5% turnover rate of registered nurses costing from $44,380 - $63,400 per nurse—an estimated $4.21 to $6.02 million financial loss annually for hospitals in the United States of America. Attrition of all nurses is costly. Most past research has focused on the new graduate nurse with little focus on the mid-career nurse. Attrition of mid-career nurses is a loss for the profession now and into the future. Research objective: The purpose of the study was to explore relationships of professional values orientation, career development, job satisfaction, and intent to stay in recently hired mid-career and early-career nurses in a large hospital system. Research design: A descriptive correlational study of personal and professional factors on job satisfaction and retention was conducted. Participants and research context: A convenience sample of nurses from a mid-sized hospital in a metropolitan area in the Southwestern United States was recruited via in-house email. Sixty-seven nurses met the eligibility criteria and completed survey documents. Ethical considerations: Institutional Review Board approval was obtained from both the university and hospital system. Findings: Findings indicated a strong correlation between professional values and career development and that both job satisfaction and career development correlated positively with retention. Discussion: Newly hired mid-career nurses scored higher on job satisfaction and planned to remain in their jobs. This is important because their expertise and leadership are necessary to sustain the profession into the future. Conclusion: Nurse managers should be aware that when nurses perceive value conflicts, retention might be adversely affected. The practice environment stimulates nurses to consider whether to remain on the job or look for other opportunities.

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