Medicine and Health Sciences Commons^™

A Peer Feedback Process To Improve Assistant Nurse Manager Job Satisfaction, Juanita A. Jularbal-Walton

Doctor of Nursing Practice (DNP) Projects

Problem

Healthcare organizations offer different methods of training for emerging and newly hired Assistant Nurse Managers (ANM). Without sufficient orientation to what the role requires, new ANMs receive many requests without adequate guidance on how to respond to patient, staff, and leadership requests. This experience creates unhealthy work environments with low job satisfaction and high turnover rates.

Context

Peer feedback provides an opportunity to reflect on the purpose of the Assistant Nurse Manager role. With sufficient orientation and peer feedback, front-line assistant nurse managers develop competency and role satisfaction, as evidenced by reduced turnover and improved retention.

Intervention

This project …

Benchmark Study On The Impact Of Nurse Managers’ Leadership Style On Job Satisfaction And Retention Of Nurses, Khatrina Swarup

MSN Capstone Projects

Nurse managers play a crucial role in the healthcare system as they ensure that quality care is maintained and provide the necessary support for the nursing staff to perform their responsibilities well, amongst other duties. Nurses want patients to receive quality, cost-effective care, and these patients want the same. If nurses are happy with their jobs, they provide quality patient care, improving overall patient outcomes. Also, job dissatisfaction predicts how individuals perform at work and whether they intend to leave their position or not.

The current standard of practice does not specify what leadership styles nurse managers or leaders should …

The Impact Of A Structured Civility Educational Module And Cognitive Rehearsal Training (Crt) On Job Satisfaction And Turnover In Rural Healthcare Employees: A Quality Improvement Pilot Project, Laurel Matthews

Doctor of Nursing Practice (DNP) Manuscripts

Incivility is a top-cited stressor resulting in decreased job satisfaction and turnover. Uncivil behaviors jeopardize patient safety through poor communication and team ineffectiveness. This project aimed to determine if a structured civility educational module with CRT positively impacted job satisfaction and turnover of healthcare employees.

A pretest using the Workplace Civility Index (WCI) and investigator generated questions determined current civility behaviors, notable civility issues, and attitudes surrounding job satisfaction and turnover. The interactive, virtual modules highlighted dilemmas regarding incivility and their consequences to patient care. During CRT, the participants responded to filmed, uncivil conflicts using provided frameworks to curate civil …

The Effect Of Authentic Leadership And New Graduate Support On New Graduate Nurses' Job Satisfaction, Stephanie H. Prtenjaca

Electronic Thesis and Dissertation Repository

The purpose of this study was to test a theoretical model linking authentic leadership to new graduate nurses’ job satisfaction through its effect on new graduate support. This study was a secondary analysis of Time 1 baseline data collected in a two-wave national study of Canadian new graduate nurses, which used a non-experimental, predictive survey design. A convenience sample of 215 new graduate nurses with less than two years of experience, working in direct care, was obtained through The College of Nurses of Ontario. Hayes’ PROCESS macro for SPSS, version 3 was used to test the hypothesized simple mediation model. …

Mentoring New Graduate Nurses To Promote Staff Retention, Elsie Anwah

Doctor of Nursing Practice Projects

Nursing mentoring programs promote professional socialization in new graduates to increase patient safety, enhance clinical competency, improve job satisfaction, and reduce turnover. A structured mentoring program helps the new graduate experience a more controlled and intentional learning experience. Implementing a well-designed experience helps to increase job satisfaction and decreased turnover. The mentorship program utilized Patricia Benner’s theory ‘From Novice to Expert model.’ The project design was based on quality improvement which followed the focus, analyze, develop, execute, and evaluate (FADE) methodology. The goal of the project was to measure the intent to stay of new graduate nurses through Intent to …

The Changing Face In The Workplace: The Arrival Of The Millennial Generation, Sarah Clonch

The Eleanor Mann School of Nursing Undergraduate Honors Theses

The entrance of the Millennial generation into the nursing workforce signifies a bright future for the nursing profession and the nursing workforce. This study began with a current review of available research that identified the Millennial generation and their views toward job satisfaction and work engagement, as compared with Baby Boomer and Generation X nurses.

PubMed, CINAHL Complete, and Google Scholar databases were employed to find 15 peer-reviewed articles for evaluation. The research findings suggest that Millennial nurses have lower rates of job satisfaction and work engagement, compared to nurses of older generations. Overall, the extracted data results were significant …

Implementing Modern Management In Nursing, Ashley E. Hall

MSN Capstone Projects

Throughout the recent years, there has been occurrence of massive nursing shortages across the country. While there are many explanations as to why these shortages could be occurring, one very common explanation is that of poor leadership. As it now stands, the training for new leaders is a “trial by fire” style of orientation. New leaders either have a short training period consisting of minor introductions and gathering of various system access, or no training for their new position whatsoever. This style of orientation leads to poor outcomes for the leader as well as the team they are put in …

Gap Analysis, Development, And Evaluation Of An Advanced Practice Clinician Mentorship Program, Boyon Yun

Doctor of Nursing Practice Projects

Purpose: The purpose of this five-step quality improvement project is to identify and address gaps between the current and desired state of an advanced practice clinician (APC) onboarding process. Specific aims: (1) determine organization-specific needs of APCs, (2) develop a mentorship program for newly hired APCs, and (3) conduct a program evaluation (process and outcomes).

Background: Although the APC workforce is rapidly growing, health care organizations struggle with high APC turnover. Effective mentorship has been shown to help APCs, who are either new to practice or new to an organization (Pop, 2017).

Design: A needs assessment survey was distributed to …