Changing New Graduate Nurse Profiles and Retention Recommendations for Nurse Leaders

Tyndall, Deborah E.; Scott, Elaine S.; Jones, Lenna R; Cook, Kristy

doi:10.1097/nna.0000000000000716

Cited by 22 publications

(18 citation statements)

References 23 publications

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“…The findings regarding rewards were consistent with the literature which showed that verbal and written praise were highly valued by millennials and contribute to motivation and satisfaction (Tyndell, Scott, Jones, & Cook, 2019). This desire for frequent positive feedback parallels millennials’ measures of ‘likes’ and ‘views’ in social media (Kosterlitz & Lewis, 2017).…”

Section: Discussionsupporting

confidence: 89%

Exploring job satisfaction and workplace engagement in millennial nurses

et al. 2020

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Aim To examine job satisfaction and workplace engagement of millennial nurses. Background Millennial nurses are a rapidly growing segment of the workforce. They are significantly less satisfied in their jobs compared with nurses of other generations and are more likely to have perceptions that may negatively impact job satisfaction and engagement. It is important for nurse leaders to understand and value the perspective of these nurses to improve job satisfaction and engagement. Method Exploratory‐descriptive qualitative approach with 33 millennial nurses interviewed in nine focus groups. Results Five themes revealed areas that both enhance and hinder job satisfaction and engagement. Themes include the following: (1) professional relationships; (2) rewards; (3) communication; (4) professional development; and (5) workload/staffing. Conclusion Concerns identified by millennial nurses provide direction for nurse leaders who are charged with fostering a workplace setting that nurtures empathy and respect for nurses of all generations. Implications for Nursing Management Strategies to address preferences of millennials include employee rounding to ask about their needs, offer assistance and provide positive feedback. Ongoing mentoring regarding opportunities to support millennials’ professional development includes offering participation in activities to advance evidence‐based practice, preceptor training, financial assistance with national certification examinations and tuition reimbursement.

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Section: Discussionsupporting

confidence: 89%

Exploring job satisfaction and workplace engagement in millennial nurses

et al. 2020

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“…In addition to improving the nursing curriculum and hiring practices in LTC, RNs would benefit from additional supports to assimilate to the charge nurse role. Tyndall et al () made several suggestions to improve new graduate RNs integration into LTCFs. Recommendations include peer support and one‐on‐one meetings to develop peer and supervisory relationships, the provision of career ladder programs, and directing tuition assistance to leadership and gerontological courses that are important to improving new graduate integration, while acquiring the knowledge, skill and judgement for competent decision‐making.…”

Section: Discussionmentioning

confidence: 99%

“…There are few studies about the experience of being a charge nurse in LTCF from the perspective of RNs in this role, and they have focused on singular aspects of their role, such as their supervisory role (McGilton et al, ; Prentice et al, ) or factors that influence their intent to stay (Kuo, Lin, & Li, ; Tyndall, Scott, Jones, & Cook, ). Current literature has discussed nursing supervision and leadership in LTC without discussing the specificities of the RN in the charge nurse role.…”

Section: Introductionmentioning

confidence: 99%

Unpacking the multiple dimensions and levels of responsibility of the charge nurse role in long‐term care facilities

Escrig-Piñol

Hempinstall

McGilton

2019

Int J Older People Nursing

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Aim The charge nurse in long‐term care facilities (LTCFs) performs a multiplicity of tasks that range from oversight of the entire facility to directly assisting residents in activities of daily living. In order to refine resident‐centred care strategies and to increase the quality of care provided in LTCFs, this study aims at gaining a more nuanced understanding of the different dimensions of the charge nurse role as a central figure in these institutions. Methods Data were generated through semi‐structured interviews. A purposive sample of ten Registered Nurses in a charge nurse role, diverse in experience, age, gender and background, was recruited from five LTCFs in Ontario, Canada. The study used a combination of conventional and direct qualitative content analyses. Findings All tasks performed by the charge nurses were categorised in four dimensions: clinical, supervisory, team support and managerial. Administration was a cross‐cutting sub‐dimension which has gained presence over the years. Depending on the shift worked and the organisational structure of the facility, each dimension gained or lost weight as part of the overall role. Conclusion These findings suggest that the charge nurse role is in a state of flux and lacking standardisation within and across facilities. LTCFs would benefit from increasing recognition of the role according to the wide range of tasks performed and responsibilities assumed, and by recruiting their charge nurses accordingly. Implications for practice The proposed conceptual framework could be used to map and assess charge nurses’ workloads and responsibilities, in order to enhance staff satisfaction and resident‐centred care in LTCFs.

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“…However, most studies endeavour how to intervene, rather than whom to support. According to a systematic review , interventions to reduce nursing turnover mainly focus on newly graduated nurses (Ten Hoeve et al, 2020;Tyndall et al, 2019) but less address to hold employed staffs, especially those with advanced degree.…”

Section: Introductionmentioning

confidence: 99%

Cluster analysis of self‐concept and job satisfaction in Chinese nurses with master’s degree to identify their turnover intention: A cross‐sectional study

Guo

Tiyu

et al. 2021

Journal of Clinical Nursing

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Aims and objectives: This study aimed to implement cluster analysis of self-concept and job satisfaction to identify subgroups in nurses with master's degree and explore the associations of turnover intention with characteristics among these clusters. Design:A cross-sectional study adhering to the Strengthening the Reporting of Observational Studies in Epidemiology (STROBE).Methods: A convenience sample of 408 nurses with master's degree in China filled out the survey from 19 November 2019 to 30 December 2019. A sociodemographic questionnaire, the Nurses' Self-Concept Questionnaire (NSCQ), Job Satisfaction Scale (JSS) and Turnover Intention Questionnaire (TIQ) were adopted to collect the data. K-means cluster analysis was implemented on the R software, and data were analysed using SPSS 24.0.Results: Three subgroups were identified based on cluster analysis of NSCQ and JSS subscales in 405 nurses (99.3%) available for statistical analysis, among whom 30.9%, 17% and 48.1% were allocated to these clusters respectively. Turnover intention significantly differed among the three clusters, with cluster 2 having the highest turnover intention and cluster 1 having the lowest turnover intention. Working department, position, professional title, clinical nurse specialist and annual income were factors differentiating TIQ scores in each cluster. Conclusions:This study identified three clusters of nurses with master's degree and showed that each cluster was associated with the level of turnover intention. The unique characteristics of the three clusters may be also helpful in identifying and providing specific managerial or social support to reduce turnover rates in nurses with master's degree.Relevance to clinical practice: Cluster analysis is s an unsupervised machine learning method to identify meaningful subgroups within heterogeneous population based on variables distributions and patterns underlying in the data set. Through clustering, nurses with multi-dimensional characteristics could be allocated into subgroups associated with turnover intention. As a result, nursing managers could provide approaches for each subgroup to reduce turnover intention.

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Changing New Graduate Nurse Profiles and Retention Recommendations for Nurse Leaders

Cited by 22 publications

References 23 publications

Exploring job satisfaction and workplace engagement in millennial nurses

Exploring job satisfaction and workplace engagement in millennial nurses

Unpacking the multiple dimensions and levels of responsibility of the charge nurse role in long‐term care facilities

Cluster analysis of self‐concept and job satisfaction in Chinese nurses with master’s degree to identify their turnover intention: A cross‐sectional study

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