Stabilizing and Retaining a Quality Nursing Work Force Through the Use of the Married State Preceptorship Model

Abstract

The MSPM allows organizations to retain a quality nursing work force focused on safety patient care by transitioning new graduate RNs into the practice setting.

The potential value of academic practice organization partnerships in facilitating a positive transition experience for Canadian new graduate nurses

“…There appears to be no common definition of "internship" and "residency", and the terms are used interchangeably in the literature (Moore & Cagle, 2012). NRIs have been described as postgraduate extended orientation programs, which provide formal education, mentorship, and professional development support to facilitate a positive transition into practice (Letourneau, & Fater, 2015;Moore & Cagle, 2012;Figueroa, Bulos, Forges, & Judkins-Cohn, 2013;Olson-Sitki, Wendler, & Forbes, 2012). Eleven NRIs have been developed by practice organizations in the USA and Australia and are presented in this section.…”

“…Eleven NRIs have been developed by practice organizations in the USA and Australia and are presented in this section. All of these programs aimed to recruit, retain and support NGNs through transition from student to nurse (Beyea, Von Reyn, & Slattery, 2007;Glynn & Silva, 2013;Adams, Alexander, Chisari, Banister, McAuley, Whitney, & Erickson, 2015;Kramer, Lindgren, High, Ocon, & Sanchez, 2012;Figueroa et al, 2013;Newhouse, Hoffman, Suflita, & Hairston, 2007;Coyle, 2009;Halfer, 2007). Cubit and Ryan (2011) and Olson-Sitki et al, (2012) are included in this review despite not explicitly stating program goals, as outcome measurements suggest that their objective was to facilitate positive NGN transition experiences.…”

“…Program evaluations of NRI/internships were largely favorable. Participation in an NRI/internship was reported to improve NGNs' confidence, competence, skills, decision-making, critical thinking, organizational skills, perceptions of practice readiness, and NGN recruitment and retention rates (Beyea et al, 2007;Beyea et al, 2010;Olson-Sitki et al, 2012;Kramer et al, 2012;Figueroa et al, 2013;Newhouse et al, 2007;Cubit & Ryan, 2011;Halfer, 2007). In addition, participating NGNs had a clear understanding of their role and responsibilities as NGN and were consistently able to assume a full patient assignment (Beyea et al, 2007).…”

“…In addition, participating NGNs had a clear understanding of their role and responsibilities as NGN and were consistently able to assume a full patient assignment (Beyea et al, 2007). Some NGNs also conveyed that participation in the initiative eased their transition to practice (Figueroa et al, 2013). Further, NRI/internships were effective in standardizing the length of orientation (Beyea et al, 2007;Beyea et al, 2010).…”

Benchmarks: An Evidence-based Approach to Creating High Performing Nurses

“…Because a bedside nurse has multiple and diverse obligations, competency assessment tools are needed that are clear, comprehensive, and easy to access. Preceptors are provided the rationale and instruction on how to use the benchmarks with the recommendation that the preceptor/preceptee dyad manage a full patient assignment together, known as the Married State Preceptor Model (MSPM) [16]. Traditionally, a patient assignment is divided between the dyad, and the transitioning nurse misses key opportunities to see critical thinking and clinical reasoning when they occur.…”