Failla Kim Reina, Ecoff Laurie, Stichler Jaynelle F, Pelletier Luc R
Author Affiliations: Director, Nursing Workforce Transitions (Dr Failla); Vice President (Dr Ecoff); Consultant, Research and Professional Development (Dr Stichler); and Clinical Nurse Specialist (Mr Pelletier), Terrence and Barbara Caster Institute for Nursing Excellence, Sharp HealthCare, San Diego, California.
J Nurs Adm. 2021 Dec 1;51(12):606-613. doi: 10.1097/NNA.0000000000001082.
This article describes the evaluation of a system-wide program to enhance new graduate nurse resident (NGNR) experience, enculturation, and commitment to the organization.
Structured nurse residency programs support NGNR transition to the work environment and increase retention and organizational commitment.
The study used a descriptive, comparative design measuring NGNR perceptions of affective commitment, job satisfaction, job stress, and other variables over 3 times from baseline to 24 months.
Findings demonstrated a reduction in affective commitment and an increase in nursing stress from baseline to 12 and 24 months of employment. The highest mean in intent to leave occurred at 12 months, highlighting the vulnerability of the NGNR at that time.
Nurse leaders must consider resources supporting NGNRs beyond the traditional 12 months to ensure retention and organizational commitment, thereby decreasing intent to leave.
本文描述了一项全系统项目的评估情况，该项目旨在提升新毕业护士住院医师（NGNR）的体验、文化适应能力以及对组织的忠诚度。
结构化护士住院医师项目有助于NGNR向工作环境过渡，并提高留用率和组织忠诚度。
该研究采用描述性比较设计，在从基线到24个月的时间里，对NGNR在情感承诺、工作满意度、工作压力及其他变量方面的认知进行了3次测量。
研究结果表明，从入职基线到12个月和24个月时，情感承诺降低而护理压力增加。离职意向的最高均值出现在12个月时，凸显出此时NGNR的脆弱性。
护士领导者必须考虑在传统的12个月之外为NGNR提供支持资源，以确保留用率和组织忠诚度，从而降低离职意向。
