A Nurse Residency Model for Rural and Community Hospitals' Making a Difference in Graduate Nurse Turnover Rates
Repository Posting Date2016-02-04T22:02:15Z
Author(s)Graetz, Jacquelyn J.
Level of EvidenceOther
Research ApproachPilot/Exploratory Study
CINAHL HeadingsHospitals, Rural; Hospitals, Community; Internship and Residency; Mentorship; Personnel Turnover; Personnel Turnover--Economics; New Graduate Nurses
Vulnerability of new graduate registered nurses (NGRN) requires organizational support when transitioning to a professional role. Varner and Leeds (2012) show 83% of NGRNs are employed in hospitals, and 50% plan on changing employers within 3 years. With the United States (U.S.) in the middle of a nursing shortage caused by an aging workforce, expanding field of practice, aging clientele, decreasing enrollment of nurses due to qualified faculty shortages and limited clinical sites; there is need to offer an enhanced orientation (Booth, 2011). Recommendations easing transition, through implementation of nurse residency programs designed to introduce new nurses to the role of a professional nurse include critical thinking, skill building, confidence building, time management, and socialization; important factors in NGRN satisfaction (Thomas, Bertram, & Allen, 2012; IOM, 2010). Rural healthcare facilities being remote often lack resources, as well have additional concerns due to cultural differences. Being a global concern, nurse turnover has signiﬁcant impact on the ﬁnancial performance of health care systems (Li and Jones, 2013). Cost of turnover, estimated from $36,000 to $48,000 (Nursing Solutions, 2013), significantly impacts profit margins. In rural hospitals a greater impact occurs, due to already diminishing profit margins. In response, a model is developed for a residency program with the purpose to offer residencies in rural communities improving care. Objectives of the model include; (a) improvement of the transitional experience of new nurses to their professional roles, improvement of turnover rates, (b) ability to offer safer high quality care with stabilization of the nurse workforce, and (c) decrease training costs for the organization, offering a 12 month nursing residency programs (NRP). The “Nurse Residency Model for Rural and Community Hospital’s, making a Difference in New Nurse Turnover Rates” (NRM) offers guidelines for didactic content, clinical immersion through a preceptor, and evaluation strategies for validation.
Advisor(s)Forsythe, Lydia L.; Hayhurst, Janet; Markham, Elizabeth
Degree GrantorCapella University
Date of Publication2016-02-04
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