Factors Influencing Nurses For Clinical Nursing Practice

There is a shortage of all health care professions throughout the United States. One shortage in particular that society should be very concerned about is the shortage of Registered Nurses. Registered Nurses make up the single largest healthcare profession in the United States. A registered nurse is a vital healthcare professional that has earned a two or four year degree and has the upper-most responsibility in providing direct patient care and staff management in a hospital or other treatment facilities (Registered Nurse (RN) Degree and Career Overview., 2009). This shortage issue is imperative because RN's affect everyone sometime in their lifetime. Nurses serve groups, families and individuals to foster

Throughout this clinical semester, I have worked with several different registered nurses (RNs) and have been able to develop mentoring relationships with many of the staff on the unit. During our time together, I interviewed several of my nurse mentors and elicited information regarding their nursing experiences and the culture of the environment in which they work. The following conversations provide a summarization of my nurse mentors’ responses to the selected interview questions.

The objective of this study is to examine the role transition from Licensed Practical Nurse (LPN) to Registered Nurse (RN).

The national shortage of Registered Nurses (RNs) has helped generate formidable interest in the nursing profession among people entering the workforce and those pursuing a career change. According to a report issued by the U.S. Department of Health and Human Service in 2002, the national population is continuing to grow and age and medical services continue to advance, so the need for nurses will continue to increase. They report from 2000 to 2020 the predicted shortage of nurses is expected to grow to 29 percent, compared to a 6 percent shortage in 2000. With the projected supply, demand, and shortage of registered nurses and nursing salaries ever-increasing, the nursing profession can offer countless opportunities. But first one must

Across the United States, hospitals are experiencing a nursing shortage. Yet, according to the American Association of Colleges of Nursing, 63,857 students graduated from nursing school in 2015 alone and enrollment is increasing. It seems like a lot of new nurses to fill those vacancies, does it not? Studies show, however, that within a year, about thirty percent of those new graduates have voluntarily left their job (Hillman). Further studies have attributed the high turnover rate to new nurses’ lack of competency to handle conflict, make critical decisions, and function autonomously (Bratt). Many of the new graduates are disappointed with the hospital’s orientation, or lack thereof. Lack of knowledgeable preceptors and lack of nursing staffing in general has led to new nurses being thrown into autonomous function more quickly. Without proper training, these nurses must make sound clinical judgements and provide competent care to patients, which anyone can imagine is stressful. Today, Nurse Residency Programs (NRPs) are being instituted in numerous hospitals as a way to improve new graduate nursing skill, but research shows many other benefits to these programs. NRPs also reduce hospital spending costs, increase patient safety, and most importantly increase new nurse retention rates.

The cost to train new nurses becomes so enormous for hospitals it would be much smarter to figure out why new nurses are leaving and provide tools to assist new nurses with their transition. Looking at reasons NGRN leave their new chosen profession seems simple enough find out what it is that decreases job satisfaction and fix it. One study looked at burnout in new nurses and possible causes, they looked at workplace environment, workplace incivility and empowerment.(Spence Laschinger et al., 2009) They found

The authors of this article performed a search looking for only qualitative research articles that were based on the experiences of nurses at the time of shift change/nursing handoffs. One hundred and twenty-five qualitative articles between 1988 and 2012 met the initial inclusion criteria and 50 articles were evaluated and a final sample of 29 qualitative articles was analyzed and utilized for this study and included (Abraham, Kannampallil & Patel, 2013). Only articles that described nurse to nurse shift reporting was used.

Huntington, A., Gilmour, J., Tuckett, A., Neville, S., Wilson, D., & Turner, C. (2011). Is anybody listening? A qualitative study of nurses’ reflections on practice. Journal of clinical nursing, 20(9‐10), 1413-1422. doi:10.1111/j.1365-2702.2010.03602.x

With the ongoing changes in the healthcare field, nursing workforce retention presents itself as one of the greatest challenges facing healthcare systems today. According to the American Nursing Association, nursing turnover is a multi-faceted issue which impacts the financial stability of the facility, the quality of patient care and has a direct affect on the other members of the nursing staff (ANA, 2014). The cost to replace a nurse in a healthcare facility ranges between $62,100 to $67,100 (ANA, 2014). The rising problem with nursing retention will intensify the nursing shortage, which has been projected to affect the entire nation, not just isolated areas of the country, gradually increasing in its scope from 2009 to 2030 (Rosseter,

There are many factors that play into the shortage of nurses. In Anthony Tuckett’s study, he discovers reasons why nurses are leaving the profession. In attempt to understand, he interviewed nurses and asked for their opinion on the lack of physicians assistant. Overall, Tuckett concluded that the primary reasons for this are no manager support, co-worker support, and the fact that business policies are put before caring for the patient (364). New nurses feel belittled when entering the profession and old nurses feel as

Nurse turnover is defined as “the number of nurses changing jobs within an organization or leaving an organization within a given year” (Baumann 2010). Retaining nurses is one of the most important issues in health care as its effects range from challenges in human resource planning, to high costs in financial and organizational productivity (Beecroft et al, 2008), to workgroup processes and morale, to patient safety and quality of care (i.e. patient satisfaction, length of patient stay, patient falls, and medication errors) (Bae et al, 2010). Nursing Solutions Inc (NSI) reported the national average turnover rate for hospitals increased from 13.5% in 2012 to 14.7% last year. Nurses working in Med/Surg had more turnover

In this article, the definition of intention to leave is described as the employee’s dissatisfaction with the job that may or may not urge him or her to change jobs. In this study, the aim was to assess both the intention to leave and the post-exit choice. Some determinants that were considered to contribute to nurse turnover in particular were components such as the dissatisfaction with supervisors, pay and benefits, and job satisfaction in general. Another component is the work-home interference, which is defined as a form of a role-conflict in which work and family pose different demands on the nurse. The possibilities for nurses to learn new skills, and their career development opportunities also play as a key component in the reason to

The credibility of a profession is based upon its ability to create and apply theory. Nursing as a whole has not been at the forefront of theoretical research being much more practical or hands-on in nature. Unless nurses increase the value placed on research and the body of knowledge that establishes the legitimacy of their practice then nursing will remain in a subordinate position in the medical environment. Theorists anticipated that by conceptualizing models of nursing, practitioners would be able to become more autonomous in their clinical settings while increasing the visibility and authority of nursing as a discipline. It

Throughout the class we have discussed many different issues and medical cases that has or does happen in the medical field. Continuously we see the nurses as the hero’s in the story by them being a light into patient’s ill experiences. A good nurse consists of someone who is willing to put the patients first and is educated to help patients receive the best possible care while dealing with sickness. The Webster dictionary describes a nurse as “a person who is trained to care for sick or injured people and who usually works in a hospital or doctor's office” ("Dictionary by Merriam-Webster: America's most-trusted online dictionary"). These nursing characteristics combined with the qualities of a narrator show the need for nurses in healthcare. A mediator is defined as the “one who occupies a middle position or the one who mediates” ("Dictionary by Merriam-Webster: America's most-trusted online dictionary"). The two working together is seen in the stories we have studied in class.

reports and initiate recommendations in the clinical area. In the current paper the nurse will analyze 10 research report on nursing turnover. An annotated bibliography of 10 articles related to the problem will be discussed. This is by no means an exhaustive list. The research