Health Science Research Associates, Apache Junction, AZ 85219, USA.
J Nurs Adm. 2012 Mar;42(3):148-59. doi: 10.1097/NNA.0b013e31824808e3.
The objective of the study was to examine effects of nurse-confirmed healthy unit work environments and multistage nurse residency programs (NRPs) on retention rates of newly licensed RNs (NLRNs). Establishing a culture of retention and healthy clinical nurse practice environments are two major challenges confronting nurse leaders today. Nurse residency programs are a major component of NLRN work environments and have been shown to be effective in abating nurse turnover. Sample for this study consisted of 5,316 new graduates in initial RN roles in 28 Magnet® hospitals. There were no differences in retention rates by education or patient population on clinical unit. NLRN retention rate was higher in community than in academic hospitals. More than half of NLRNs were placed on units with very healthy work environments. Newly licensed RNs on units with work environments needing improvement resigned at a significantly higher rate than did other NLRNs. The quality of clinical unit work environments is the most important factor in NLRN retention.
本研究旨在探讨护士确认的健康单位工作环境和多阶段护士住院医师计划（NRP）对新注册护士（NLRN）保留率的影响。建立留用文化和健康的临床护士实践环境是当今护士领导者面临的两大挑战。护士住院医师计划是 NLRN 工作环境的主要组成部分，已被证明能有效降低护士离职率。本研究的样本包括 28 家磁铁®医院中 5316 名新毕业的初始注册护士角色。教育或临床单位的患者群体对保留率没有影响。社区医院的 NLRN 保留率高于学术医院。超过一半的 NLRN 被安置在工作环境非常健康的单位。工作环境需要改进的单位的新注册护士辞职率明显高于其他 NLRN。临床单位工作环境的质量是 NLRN 保留的最重要因素。
