Factors Influencing Job Satisfaction of New Graduate Nurses Participating in Nurse Residency Programs: A Systematic Review

New nurse turnover costs organizations in the United States an estimated $1.4 billion to $2.9 billion per year (Meyer, Shatto, Delicath, & von der Lancken, 2017; Ulrich et al., 2010). Retention of graduate nurses can decrease costs, combat nursing shortages, and improve patient outcomes. Despite the increase in prevalence of nurse residency programs, new nurses are leaving their first positions at alarming rates. The purpose of this literature review is to examine the factors that affect graduate nurse transition to practice. Findings indicate that a supportive environment free from bullying, a positive preceptor experience, and self-confidence were keys to retaining new graduate nurses.

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Factors influencing turnover intentions of new graduate nurses employed in float pools

10.32920/ryerson.14655096.v1 ◽

2021 ◽

Author(s):

Sarah McDermid-Flabbi

Keyword(s):

Job Satisfaction ◽

Online Survey ◽

Turnover Intentions ◽

Care Delivery ◽

Hierarchical Regression ◽

Clinical Expertise ◽

Organizational Strategies ◽

Graduate Nurses ◽

New Graduate Nurses ◽

New Graduate

Nursing turnover is a growing concern yet little is known about the turnover intentions of new graduate nurses (NGNs) employed in float pools. The purpose of this study was to describe the relationship between job satisfaction, work environment and psychological capital and turnover intentions among NGNs employed in float pools in acute care hospitals. A descriptive crosssectional, correlational non-experimental design was utilized with a sample of 56 NGNs employed in the float pool at two quaternary Canadian hospitals. Data were collected using an online survey and analyzed using multiple hierarchical regression. Job satisfaction was found to be the most significant predictor of turnover intentions and the overall study model accounted for 25-27% of variance of turnover intentions. Further development of organizational strategies is needed to improve job satisfaction, reduce turnover and improve retention to optimize patient care delivery, prevent loss of valuable clinical expertise and reduce costs of turnover.

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Health and Mental Health

Research Anthology on Mental Health Stigma, Education, and Treatment ◽

10.4018/978-1-7998-8544-3.ch068 ◽

2021 ◽

pp. 1235-1256

Author(s):

Cheryl Green

Keyword(s):

Mental Health ◽

Mental Health Problems ◽

Health And Safety ◽

Empowerment Theory ◽

Healthcare Organizations ◽

New Graduate Nurses ◽

Nurse Residency ◽

New Graduate ◽

Chain Of Command ◽

Nurse Residency Programs

As healthcare organizations use approaches such as structural empowerment theory and nurse residency programs to engage new graduate nurses in becoming productive members of the organizational culture, bullying and incivility experienced by these nurses can undermine organizations' efforts. Chapter 3 introduces the Reporting of Uncivil Conduct Chain of Command to provide support and direction to nurses that are experiencing bullying by perpetrators in the workplace. Unresolved and persistent uncivil conduct can result in health and mental health problems for affected nurses. Hence, in order to protect nurses' overall health and safety, it is necessary for organizations to adopt zero tolerance for bullying and incivility. Additionally, nurses may benefit from screening programs that can identify risks for self-harm secondary to stress and depression that could be caused by incivility in the workplace.

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