Nursing Commons^™

Transformational Leadership In Nursing: A Pilot Nurse Leader Development Program, Audria G. Denker

Graduate Theses, Dissertations, and Capstones

Current research reveals that staff nurses are routinely placed into front-line leadership roles with little formal preparation. The purpose of this project was the development, implementation, and evaluation of a pilot nurse leader development program for nurse leaders at a small community hospital located in Clarksville, Indiana. This study consisted of a quasi-experimental design, with the intervention consisting of a leadership course delivered to a convenience sample of nurses in managerial positions. Leadership attributes was quantified, both pre/post interventions, through the administration of the Leadership Practices Inventory (LPI), a Likert-scaled survey. The LPI was administered to the nurse leaders, their …

Comparing Generational Differences In Job Satisfaction And Retention (Anticipated Turnover) Among Nurses Working In Magnet Versus Non-Magnet Designated Hospitals, Laura E. Cima

Seton Hall University Dissertations and Theses (ETDs)

Background and Purpose of the Study: Experts in the nursing profession predict a catastrophic nursing shortage by 2025. Nursing shortages have devastating effects on hospitals from a quality of care, patient and family satisfaction and financial perspectives. Given these issues, the most logical approach to this shortage is retention of nurses rather than recruitment. The Magnet designation is one mechanism to retain nursing staff.

Another phenomenon exists within the work environment that makes this shortage different from others. Currently, there are four generations of nurses working in the healthcare environment. Each of these generational cohorts has different values and …

Recruitment, Retention, Job Satisfaction Of Nurse Educators In Arkansas, Peggy B. Lee

Graduate Theses and Dissertations

Facing a crucial shortage of nurses and nurse educators, administrators of colleges and universities need to explore employment and individual characteristics that are related to recruitment and retention of nurse educators. Adding to the nurse and nurse educator shortage is the concern that the population of the United States is aging which creates a growing demand for more RNs. A further issue that complicates the nurse and nurse educator shortage is that nursing education is not producing enough RNs. Schools of nursing are positioned to have to prepare more new nurse graduates over the next decade in an effort to …

Factors Related To Academic Success Among Nursing Students: A Descriptive Correlational Research Study, Audrey M. Beauvais, Julie G. Stewart Dnp, Mph, Susan M. Denisco, John E. Beauvais

Nursing Faculty Publications

Background:The current rise in employment is improving forecasts for the future supply of registered nurses; however sizeable shortages are still projected. With the intention of improving academic success in nursing students, related factors need to be better understood.

Objectives: The purpose of the correlational study was to describe the relationship between emotional intelligence, psychological empowerment, resilience, spiritual well-being, and academic success in undergraduate and graduate nursing students.

Design/setting: A descriptive correlational design was utilized. The study was set in a private Catholic university.

Participants: There were 124 participants. There were 59% undergraduate and 41% graduate students.

Methods: Background data, in …

Relationship Between Participation In Nurse Externship Program And Rn Retention And Quality Care, Lourdes C. Salandanan Phd

Dissertations

Study Background. Nurse externship programs were initially developed by healthcare institutions as a recruitment tool for new nurses. Literature has demonstrated the positive outcomes of the program on the participants and healthcare institutions but during times of economic difficulties, health care institutions discontinue the program. The studies that demonstrate the value of the program are limited to the recruitment phase and the 2-year retention of the newly graduated nurses. There is a need to demonstrate the value of the program in terms quality of care and long term RN retention. Research Questions. The three research questions this study addressed include: …

Development Of The Nursing Community Apgar Questionnaire (Ncaq): A Rural Nurse Recruitment And Retention Tool, M. P. Prengaman, J. L. Bigbee, E. Baker, D. F. Schmitz

Nursing Faculty Publications and Presentations

Introduction: Health professional shortages are a significant issue throughout the USA, particularly in rural communities. Filling nurse vacancies is a costly concern for many critical access hospitals (CAH), which serve as the primary source of health care for rural communities. CAHs and rural communities have strengths and weaknesses that affect their recruitment and retention of rural nurses. The purpose of this study was to develop a tool that rural communities and CAHs can utilize to assess their strengths and weaknesses related to nurse recruitment and retention.

Methods: The Nursing Community Apgar Questionnaire (NCAQ) was developed based on an extensive literature …

Job Satisfaction And Retention Of Registered Nurses At A Small Rural Hospital In Southeastern United States, Rachael M. Drake

Nursing Theses and Capstone Projects

This research project embarked upon an investigation related to the retention of nurses at a small hospital in the Southeastern United States. The research question that guided this study asked, `what were the factors affecting nurse satisfaction at this health care facility? Many variables were explored as answers sought through surveys and documented reviews emerged. From a sample of 65 (n=65) respondents to a survey it was discovered that salary, vacation, opportunities to work straight days, compensation for working weekends, weekends off, nursing peers, physician the nurse works with, opportunities to interact professionally with other disciplines, recognition of work from …

A Transition Program To Primary Health Care For New Graduate Nurses: A Strategy Towards Building A Sustainable Primary Health Care Nurse Workforce?, C Gordon, C Aggar, A Williams, L Walker, S Willcock, J Bloomfield

Nursing Papers and Journal Articles

Background: This debate discusses the potential merits of a New Graduate Nurse Transition to Primary Health Care Program as an untested but potential nursing workforce development and sustainability strategy. Increasingly in Australia, health policy is focusing on the role of general practice and multidisciplinary teams in meeting the service needs of ageing populations in the community. Primary health care nurses who work in general practice are integral members of the multidisciplinary team but this workforce is ageing and predicted to face increasing shortages in the future. At the same time, Australia is currently experiencing a surplus of and a corresponding …

Understanding Causes Of Attrition Of 1st- And 2nd-Year Nursing Students, Catherine Mary Griswold

Walden Dissertations and Doctoral Studies

Attrition of nursing students has a negative impact on students, university nursing programs, and the heath care community. At a local university, the nursing program and its stakeholders aspire to increase retention of nursing students in order to mitigate the nursing shortage projected over the next decade. The purpose of this study was to examine issues related to high attrition of 1st- and 2nd-year nursing students at a university located in the mid-Atlantic area of the United States. Tinto's model of retention was used as the foundation to explore variables affecting 1st- and 2nd-year nursing students who remained in (n …

Healthy Work Environment Orientation Training And Psychiatric Nurse Retention, Lawanda Rollins

Walden Dissertations and Doctoral Studies

According to recent research, more than 75% of newly employed nurses leave employment within 6 months. Changes in organizational training programs are needed in order to improve psychiatric nurse retention, nationally and globally. A healthy work environment (HWE) has been described as an environment that includes mentoring for good communication skills; it is also one that explores collaborative strategies for safe practice; professional advancement; and empowerment through research, education, and skill development. Examination of the impact of this HWE psychiatric nurse orientation training program on nurse retention was done using Rogers' theory of diffusion. Study variables included the length of …