It is my first day at a new job and I have made it to what I call the ‘handover’ room. It was a challenge to find my way to the hospital, let alone here.
OK, Boomer
The New England journal of medicine,
03/2024, Volume:
390, Issue:
10
Journal Article
Peer reviewed
“OK, Boomer” — NOS Episode 2.5In this podcast episode, Lisa Rosenbaum talks with an expert on generational change and a member of the current trainee cohort about generational values and the need for ...cross-generational dialogue.
Orientation of nursing staff in an outpatient oncology setting is complex. The development of a comprehensive orientation program is crucial for staff to succeed in their new role. The goal is to ...identify strategies to restructure the current new hire orientation for nurses and assistants in an ambulatory clinic that is composed of 65 staff members and 75 health care providers. Based on verbal feedback, observations, and the Joint Commission on Accreditation of Healthcare Organizations (JCAHO) requirements, the current orientation model needs to be improved. Orientation paperwork is incomplete, novice staff have difficulty working independently, and professional duties as defined by the job description are not being performed. The initial intervention for this project was the development of a unit-based committee that includes nursing staff who hold master's degrees with a focus in nurse education. The committee meets bi-weekly with the main intent to improve orientation. Committee members have begun to identify gaps with the current orientation model and areas for improvement. Preceptors in the department were surveyed. Questions pertained to orientation paperwork, the new hire schedule, and the development of goals. Novice unit staff who completed orientation in the department within the past 6 months are also being surveyed. 6 unit preceptors, which included 3 nurses and 3 clinic assistants, were surveyed about the current orientation model. 67% of preceptors agreed that orientation paperwork is unclear and inconsistent; goal-setting is variable. There were mixed results pertaining to the new hire schedule. Survey data from new hires is in the process of being collected. The survey focuses on novice staff opinions about the current orientation model and knowledge gaps after they completed orientation. This is an ongoing unit-based project with the goal of restructuring the orientation program in an ambulatory clinic. Involvement of the unit-based committee in the orientation process promotes shared governance for this Magnet facility. Based off of data collection methods and evidence-based research, a new orientation model will be developed. Current thoughts include orientation binders with new hire paperwork, developing a standardized orientation schedule, and holding an initial meeting with the new staff member, preceptor, and committee member followed by consistent meetings with the committee member or department manager every 2 weeks.
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7.
Creating a Statewide Nurse Residency Cadmus Edna; Roberts, Michele Livitch; Olson, Evy
The Journal of nursing administration,
11/2021, Volume:
51, Issue:
11
Journal Article
Peer reviewed
The Institute of Medicine recommends residency programs be implemented for new graduates across all settings, yet hospitals have not consistently hardwired this into their organizations. The value ...proposition is in recruitment, retention, and the conservation of resources. New Jersey's experiences using the US Department of Labor apprenticeship model for nurse residency programs provides a strategy that can be implemented on a statewide basis.
L’accueil et l’intégration, c’est le processus au cours duquel le nouvel employé et l’entreprise se découvrent. Réussir ce savant mélange de formation et de séduction peut accroître la fidélité et la ...productivité des travailleurs.
OBJECTIVEThe aim of this study was to evaluate current levels of and factors contributing toward burnout and resiliency among new graduate nurses to identify effective mitigation ...strategies.BACKGROUNDNew graduate nurses are at a high risk of increased turnover in the 1st year of employment. An evidence-based, graduate-nurse centered approach is essential to improving nurse retention among this cohort.METHODSA cross-sectional study involving 43 new graduate nurses was completed in July 2021 (a subset of a larger sample of 390 staff nurses). Nurses were recruited to complete the Brief Resilience Scale, the Copenhagen Burnout Inventory, and a demographic survey.RESULTSNew graduate nurses scored within “normal resiliency.” This cohort reported moderate levels of burnout overall. Higher levels were reported within personal- and work-related subgroups.CONCLUSIONSStrategies to reduce burnout and increase resiliency in new graduate nurses should be focused on improving personal and work-related burnout.
In order to find a suitable instrument to evaluate psychological resilience in Chinese new employee population, we intended to propose a possible factorial structure of Connor-Davidson Resilience ...Scale (CD-RISC). Furthermore, we administered to explore its reliability and validity in the present population.
Participants were derived from the male new employees who had started working in the last 2-3 months from 12 machinery factories across 8 different provinces of China. Chinese version of CD-RISC was used to assess the resilience of the study participants. Exploratory factor analysis (EFA) was conducted to assess the possible factor structure, and confirmatory factor analysis (CFA) was used to determine which factor structure was the most suitable among the present study sample.
The present 4-factor model (tolerance for stress, tenacity, and goal orientation; adaptability and acceptance of change; optimism and sense of security; and trust in one's instinct) of CD-RISC showed good internal consistency, concurrent validity and consistent structure validity, and had presented better data fit than the original 5-factor and the Chinese 3-factor patterns. Each of the present 4-factor structure and the total score of CD-RISC were negatively and significantly associated with Global Severity Index T score and Personality Diagnostic Questionnaire-4+ score.
The measure of resilience is useful in screening high-risk employees who are vulnerable to stress. Optimal and tailored interventions can be further applied to avoid potential adverse events in this population. Longitudinal research should be required to determine whether aging and long-term health events can change the nature of resilience.
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