Retention Of New Graduate Registered Nurses Essay

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Establishing a Nurse Mentor Program to Improve Nurse Satisfaction and Intent to Stay Retention of new graduate registered nurses (RNs) is a problem within the healthcare system negatively impacting patient safety and health care outcomes. Study findings report 18 – 30% of new RNs leave practice within the first year following graduation (Bowles & Candela, 2005; Kovner, Brewer, Greene & Fairchild, 2009). Attrition rates for the first two years of practice are as high as 57% (Ulrich et al., 2010). Compounding the retention problem is the increased demand for RNs at a time when a national shortage of RNs threatens the delivery of safe patient care across the United States (Needleman et al., 2011). Fewer RNs result in insufficient staffing levels negatively impacting patient outcomes and decreasing nurse job satisfaction. Job satisfaction has been linked to retention and adequate staffing in acute care settings (ANA 2015; Brewer & Kovner, 2008). The high turnover rates can decrease the number of RNs available for direct patient care and consequently limit the number of experienced RNs serving as clinical leaders and mentors for new RNs. Lack of experienced RNs has been shown to decrease the quality of care and negatively impact patient outcomes (Jones, 2008; Needleman et al., 2011). Additionally, costs for replacing one RN are estimated at 1-3 times the annual salary further escalating health care costs and economic burden on the health care system (Abualrub, Omari, & Al-Zaru,

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