Riches Casey, Pitt Rachael, Tyler Scott, Wise Megan, Watman Philip, Henderson Amanda
Princess Alexandra Hospital, 199 Ipswich Road, Woolloongabba, Brisbane, QLD, 4102, Australia.
Primary Care Partnerships Unit, Metro South Health, Eight Mile Plains, PO Box 4195, Brisbane, QLD, 4113, Australia.
BMC Nurs. 2024 Oct 30;23(1):796. doi: 10.1186/s12912-024-02460-4.
To compare newly graduated nurse retention and employment experiences across two distinct graduate nurse programs through periods of health care delivery stability and instability.
A global nursing workforce shortage, coupled with increasing demands on health services, requires a specific focus on building capability and improved retention of nurses. The graduate nurse cohort is a critical supply source that potentially can be harnessed if their needs are better understood.
A longitudinal (2015-2023) cross-sectional design was used to examine retention and experiences of newly graduated nurses from two ('traditional, unit-based' versus 'mobile') supported programs.
Retention rates were obtained through analysis of employment databases. Descriptive data on impressions and experiences was collected at two time points via a short series of questions contained in a survey, from graduate nurses who remained in employment.
Retention rates for graduate nurses were high (85%) during periods of stability, but even higher for the 'mobile' graduate nurse program. Both programs were adversely affected by instability however, the impact was substantial (around 50%) for the peak period of instability (2020) in the 'mobile' program. Survey data indicated that during the period of instability graduate nurses in traditional, unit-based programs had a more positive experience when compared with graduate nurses participating in the 'mobile' program; This contrasts with the period of stability, where graduate nurses in the 'mobile' program indicated more positive responses.
Findings re-emphasise the importance of supportive structures for newly graduated nurses as effective in retaining these staff. However, for the first time, evidence is provided that 'mobility', diversity, and difference can be viewed positively by graduate nurses. Furthermore, it provides improved understanding about mechanisms, support and boundaries, all interrelating factors, in 'stretching' capacity of graduate nurses.
Longitudinal analysis of graduate nurses, participating in two diverse programs, through periods of stability and instability offers insights into their challenges and outcomes. These insights can directly inform targeted strategies for inclusion in supported programs that lead to improved graduate nurse retention and contribute to building an agile nursing workforce.
通过医疗服务稳定期和不稳定期，比较两个不同的新毕业护士项目中护士的留用情况和就业经历。
全球护理劳动力短缺，加上对医疗服务的需求不断增加，需要特别关注培养护理能力和提高护士留用率。新毕业护士群体是一个关键的供应来源，如果能更好地了解他们的需求，就有可能加以利用。
采用纵向（2015 - 2023年）横断面设计，研究两个（“传统的、基于科室的”与“流动的”）支持项目中新毕业护士的留用情况和经历。
通过分析就业数据库获得留用率。通过一项调查中包含的一系列简短问题，在两个时间点收集在职新毕业护士关于印象和经历的描述性数据。
在稳定期，新毕业护士的留用率很高（85%），但“流动”新毕业护士项目的留用率更高。然而，两个项目都受到不稳定因素的不利影响，在“流动”项目不稳定的高峰期（2020年），影响幅度很大（约50%）。调查数据表明，在不稳定期，与参加“流动”项目的新毕业护士相比，传统的、基于科室的项目中的新毕业护士有更积极的体验；这与稳定期形成对比，在稳定期，“流动”项目中的新毕业护士给出了更积极的反馈。
研究结果再次强调了支持性结构对新毕业护士的重要性，这种结构有助于留住这些员工。然而，首次有证据表明，新毕业护士对“流动性”“多样性”和“差异性”持积极看法。此外，它增进了对机制、支持和界限这些相互关联因素的理解，这些因素影响着新毕业护士的“拓展”能力。
对参与两个不同项目的新毕业护士在稳定期和不稳定期进行纵向分析，有助于了解他们面临的挑战和取得的成果。这些见解可以直接为有针对性的策略提供参考，纳入支持项目中，从而提高新毕业护士的留用率，并有助于打造一支灵活的护理队伍。
