New Graduate Rn Internship Program: A Collaborative Approach for System-Wide Integration

Abstract

Population growth and aging increase the demand for skilled nurses. Hospitals face the challenge of supplying experienced and qualified caregivers. The cost of training new nurses remains significant. Nursing educators are pivotal in developing the nursing workforce, especially under tightening constraints. This article examines the development of a nursing internship program aimed at attracting and retaining newly graduated nurses and its effect on retention to the institution.

Experiences in Becoming a Paramedic: The Professional Socialization of University Qualified Paramedics

“…However, there is a body of literature about the professional socialization in other health professions like medicine (Becker et al, 1961;Conrad, 1988;Coombs, 1978;Haas & Shaffir, 1987;Hafferty, 1988;Pitkala & Mantyranta, 2003), allied health (Higgs, 2013;Cant & Higgs, 1999;Tryssenaar, 1999;Tryssenaar & Perkins, 2001) and nursing (Boychuk Duchscher, 2008Boychuk Duchscher & Cowin, 2004;Gerrish, 1990Gerrish, , 2000Kramer, 1974;Owens, Turjanica, Scanion, Williamson, & Facteau, 2001) which may hold relevance to paramedic practice. Although there are a number of theories and models of professional socialization, a three stage model, namely the anticipatory phase, formal phase and post-formal phase of professional socialization has been applied to the medical, allied health and nursing professions (du Toit, 1995;Cant & Higgs, 1999;Howkins & Ewens, 1999;Lamdin, 2006;Maclellan, Ly, & Gingras, 2011;Shuval & Adler, 1977;Simpson, 1967).…”

Implementing a Nursing Internship Program

“…New graduates were found to demonstrate stress regarding competence, confidence, making errors and adjusting to new workplace environments and to complain of lack of support and problems with organization, completion of tasks and quality of work (Guhde 2005;Oremann and Garvin 2002). New graduates who complete a nursing internship program have more professional self-confidence and job satisfaction and are less stressed because they are in a supportive environment (Casey et al 2004;Owens et al 2001). It has been estimated that it takes new graduates at least one year to master a job with successful organization socialization (Tradewell 1996); they also do not feel skilled, comfortable or confident for as long as one year after hire (Casey et al 2004).…”

Perceptions of Professional Practice and Work Environment of New Graduates in a Nurse Residency Program

“…New graduate nurses represent an increasing proportion of nursing staff in hospitals (IOM, 2011), but without standardized nurse residency programs many find the transition into acute care practice daunting ( (Beecroft, Kunzman & Krosek, 2002;Blanzola, Lindeman, & King, 2004;Goode, Lynn, Krsek, & Bednash, 2009;Lindsey & Kleiner, 2005;Marcum & West, 2004;Owens, et al, 2001;Rosenfeld, Smith, Iervolino, & Bowar-Ferres, 2004;Williams, Sims, Burkhead, & Ward, 2002). New nurses' high stress levels and their inexperience make them especially prone to error and turnover (Duchscher, 2008;Duchscher & Cowin, 2004;Smith, 2003), thus exacerbating safety concerns on the patient care unit.…”