Best practices of formal new graduate nurse transition programs: An integrative review
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TLDR
The stronger evidence suggests that new graduate education should focus on practical skill development, preceptors should receive a level of formal training, formal support should be available at least through the difficult six to nine month post-hire period, opportunities for connection with their peers should be provided, and organizations should strive to ensure clinical units with healthy work environments.About:
This article is published in International Journal of Nursing Studies.The article was published on 2013-03-01 and is currently open access. It has received 382 citations till now. The article focuses on the topics: Nursing research & Mentorship.read more
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Use of Mobile Phone Text Message Reminders in Health Care Services: A Narrative Literature Review
TL;DR: Although SMS reminders are used with different patient groups in health care, SMS is less systematically studied with randomized controlled trial study design, although the amount of evidence for SMS application recommendations is still limited, having 77% of the studies showing improved outcomes may indicate its use in health Care settings.
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A systematic review of the effectiveness of strategies and interventions to improve the transition from student to newly qualified nurse.
TL;DR: The evidence suggests that transition interventions/strategies do lead to improvements in confidence and competence, job satisfaction, critical thinking and reductions in stress and anxiety for the newly qualified nurse.
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New graduate nurses' experiences about lack of professional confidence.
TL;DR: The findings indicate that the development of professional confidence is a dynamic process that occurs throughout the first year of practice, and new graduate nurses must experience both positive and negative circumstances in order to move toward the attainment of professionalconfidence.
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Starting Out: A time-lagged study of new graduate nurses’ transition to practice
Heather K. Spence Laschinger,Greta G. Cummings,Michael P. Leiter,Carol A. Wong,Maura MacPhee,Judith A. Ritchie,Angela C. Wolff,Sandra Regan,Ann Rhéaume-Brüning,Lianne Jeffs,Carol Young-Ritchie,Doris Grinspun,Mary Ellen Gurnham,Barbara Foster,Sherri Huckstep,Maurio Ruffolo,Judith Shamian,Vanessa Burkoski,Kevin Wood,Emily Read +19 more
TL;DR: Results provide a look into the worklife experiences of Canadian new graduate nurses over a one-year time period and identify factors that influence their job-related outcomes.
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Characteristics of successful interventions to reduce turnover and increase retention of early career nurses: A systematic review.
TL;DR: A wide variety of interventions and components within those interventions were identified to improve nurse retention and turnover, and clinical practice areas are recommended to assess their current interventions against the identified criteria to guide development of their effectiveness.
References
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How to grow our own: an evaluation of preceptorship in New Zealand graduate nurse programmes.
TL;DR: An overview of nurse entry to practice (NETP) programmes within New Zealand, along with key findings from a commissioned evaluation study during 2007–2009 that focused on preceptorship support for new graduate nurses are provided.
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New graduate nurse transition programs: Relationships with bullying and access to support
TL;DR: Bullied new graduate nurses were less able to access support when needed and had poorer transition experiences than their non-bullied peers and people supports within transition programs positively influenced the new graduate nurse transition experience.
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The new hire/preceptor experience: cost-benefit analysis of one retention strategy.
TL;DR: A strategy to leverage the relationship between new nurses and their preceptors in an attempt to positively effect nurse retention is discussed.
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Pearls and pitfalls of a new graduate academic residency program.
TL;DR: The authors describe the design and implementation of a collaborative academic-service residency program for graduate nurses that includes a master's level course in nursing leadership, facility specific components, and socialization events.
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Transition support for the newly licensed nurse: a programme that made a difference
Susan Dyess,Carlo Parker +1 more
TL;DR: The results demonstrate that Nurse Managers need to consider opportunities to offer their newly licensed nurses a programme that is targeted for transition support and leadership development and suggest that transition support is valuable.