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Strategies Nurse Leaders Need to Imp...

Land, Wendy.

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Strategies Nurse Leaders Need to Improve the Retention of Newly Licensed Registered Nurses in the Early Years of Employment.

Record Type:	Electronic resources : Monograph/item
Title/Author:	Strategies Nurse Leaders Need to Improve the Retention of Newly Licensed Registered Nurses in the Early Years of Employment./
Author:	Land, Wendy.
Published:	Ann Arbor : ProQuest Dissertations & Theses, : 2020,
Description:	194 p.
Notes:	Source: Dissertations Abstracts International, Volume: 82-01, Section: B.
Contained By:	Dissertations Abstracts International82-01B.
Subject:	Health care management. -
Online resource:	http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=27996923
ISBN:	9798661810656

Strategies Nurse Leaders Need to Improve the Retention of Newly Licensed Registered Nurses in the Early Years of Employment.
Land, Wendy.

Strategies Nurse Leaders Need to Improve the Retention of Newly Licensed Registered Nurses in the Early Years of Employment. - Ann Arbor : ProQuest Dissertations & Theses, 2020 - 194 p.

Source: Dissertations Abstracts International, Volume: 82-01, Section: B.

Thesis (D.M.)--Colorado Technical University, 2020.

This item must not be sold to any third party vendors.

The lack of Nurse Leaders' (NLs) understanding of strategies needed to retain newly licensed registered nurses (NLRNs) may relate to the departure of nurses in the early years of employment. The purpose of this exploratory qualitative study was to explore the strategies NLs need to improve the retention of nurses in the early years of employment. The target population for this proposed study was NLs working in Colorado, Arizona, and New Mexico. Purposive sampling was used to select 10 participants who were in nurse leadership positions. Semi-structured interviews, with open-ended questions, focused on the retention of NLRNs in the early years of employment.The findings suggest that the retention of NLRNs involves an examination of socialization processes, work environments, and the culture of the organization, to include subcultures that impact the new nurses' decision to leave the organization. Based on the responses from the interview questions, four themes emerged from the analysis of the data. The four themes included topics on personal development, training and development, work environment, and culture. The findings connect to three theories-Bandura's Social Cognitive Theory, Maslow's Motivation Theory, and Schein's Organizational Culture Theory. The theories demonstrate how the individual is socialized into their work environment. The nurse decides to stay or leave based on their personal experiences within their units and the organization. These influential factors play an essential role in the decisions that nurses make to either stay or leave an organization. The stakeholders who will benefit from the results of this study include NLs and Hospital Administrators who seek out methods to retain nurses. Healthcare Administrators can use the results of this study to support the NLs decision to develop evidence-based retention programs.

ISBN: 9798661810656Subjects--Topical Terms:

2122906
Health care management.
Subjects--Index Terms:

Newly licensed RN

Strategies Nurse Leaders Need to Improve the Retention of Newly Licensed Registered Nurses in the Early Years of Employment.
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300 $a 194 p.
500 $a Source: Dissertations Abstracts International, Volume: 82-01, Section: B.
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520 $a The lack of Nurse Leaders' (NLs) understanding of strategies needed to retain newly licensed registered nurses (NLRNs) may relate to the departure of nurses in the early years of employment. The purpose of this exploratory qualitative study was to explore the strategies NLs need to improve the retention of nurses in the early years of employment. The target population for this proposed study was NLs working in Colorado, Arizona, and New Mexico. Purposive sampling was used to select 10 participants who were in nurse leadership positions. Semi-structured interviews, with open-ended questions, focused on the retention of NLRNs in the early years of employment.The findings suggest that the retention of NLRNs involves an examination of socialization processes, work environments, and the culture of the organization, to include subcultures that impact the new nurses' decision to leave the organization. Based on the responses from the interview questions, four themes emerged from the analysis of the data. The four themes included topics on personal development, training and development, work environment, and culture. The findings connect to three theories-Bandura's Social Cognitive Theory, Maslow's Motivation Theory, and Schein's Organizational Culture Theory. The theories demonstrate how the individual is socialized into their work environment. The nurse decides to stay or leave based on their personal experiences within their units and the organization. These influential factors play an essential role in the decisions that nurses make to either stay or leave an organization. The stakeholders who will benefit from the results of this study include NLs and Hospital Administrators who seek out methods to retain nurses. Healthcare Administrators can use the results of this study to support the NLs decision to develop evidence-based retention programs.
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