A magnetic strategy for new graduate nurses.
With the shortfall of nurses, more health care organizations are actively recruiting new graduate nurses. To translate active recruitment to successful retention, however, these newest nurses need support to make the adjustment from the security of a protected academic environment to the demands of a professional nursing career. Nursing turnover occurs when their role transition is unsuccessful. A unique model implemented in 2003 transformed new graduate nurses into confident staff nurses in an acute care setting. The insights gained and the investments required for a "magnetic" strategy to make new graduate nurses successful new staff nurses who stay with the organization are revealed.
Halfer
Diana
D
Clinical and Organizational Development, Children's Memorial Hospital, Chicago, IL, USA.
D000223:Adaptation, Psychological; D001291:Attitude of Health Personnel; D002641:Chicago; D002983:Clinical Competence; D004509:Education, Nursing, Continuing / Q000458:organization & administration*; D005181:Faculty, Nursing / Q000458:organization & administration; D006776:Hospitals, Pediatric; D006801:Humans; D007318:Inservice Training / Q000458:organization & administration*; D007397:Internship, Nonmedical / Q000458:organization & administration*; D007400:Interprofessional Relations; D007588:Job Satisfaction; D008611:Mentors / Q000523:psychology; D024802:Nurse's Role; D015402:Nursing Education Research; D009741:Nursing Staff, Hospital / Q000193:education* / Q000458:organization & administration / Q000523:psychology; D010371:Pediatric Nursing / Q000193:education / Q000458:organization & administration; D010560:Personnel Selection / Q000458:organization & administration; D010563:Personnel Turnover / Q000191:economics; D011231:Preceptorship / Q000458:organization & administration*; D015397:Program Evaluation; D012944:Social Support