Abstract

Session presented on Monday, September 19, 2016: Retention Rate of New Graduate Nurses: The Creation and Implementation of an Electronic Survey Questionnaire Lynelle F. Callender, DNP, RN, PHN, INS Abstract: The continued turnover of newly hired graduated nurses (GNs) impacts the culture of retention on a national, regional, and departmental level. In the case of a hospital located in Central Florida, factors determining why new GN retention rates are decreasing have not been identified. The Human Resource (HR) Department, gathered statistical data on hires and separations of new GNs from June 2014 to May 2015, but the factors contributing to the voluntary and involuntary separations were not captured. The significance of this quality improvement project is to identify key factors that contribute to the decreased retention rate of a Central Florida hospital's newly hired GNs the first year of hire. A qualitative evidence-based purposeful sampling electronic questionnaire that can be used prior to or at the 6-month post-hire date for GNs was created and disseminated. The purpose of this quality improvement project was to develop an electronic survey tool that could identify specific data that contribute to a new GN's decision to separate from the hospital. The questionnaire was specific to new GNs hired during a two month period to work on five units within the 8 campus Central Florida Hospital system, these new hires were not required to sign a 2 year contract. The five units included the Medical-Surgical, Medical-Tele, Pediatric Medical-Surgical, Maternal Infant, and Psychiatric Medical Units. The questionnaire was disseminated from January 7, 2016 through February 29, 2016 via Survey Monkey. There were 87 out of 311 voluntary participants in the purposeful sample. The findings contributing to the decreased retention rate of new GNs the first year of hire included relocation, entering graduate school, work visa expiring, wanting a higher acuity of care, and a desire to become a travel nurse. Only 1.15% indicated plans for separation from the Central Florida hospital system within the next 6 months. The second largest group 35.63% of the participants indicated they planned to stay for the next 2 years. The largest group indicated they planned to stay for the next 5 years. Participants indicating plans to stay for the next 3-4 years were 17.24%. In conclusion, the evidence indicated that only 1.15% of the participants planned to separate within the next 6 months and out of that 1.15% only 13 out of 87 participants answered why they were contemplating leaving. Further research is necessary to capture why new GNs are leaving their workplaces within the first year of hire. Key Terms: Electronic survey tool, job control, purposeful sampling, quality improvement projects, network centrality, new graduate nurse, novice, retention rate, separation.

Author Details

Lynelle F. Callender, RN, PHN, INS

Sigma Membership

Non-member

Type

Poster

Format Type

Text-based Document

Study Design/Type

N/A

Research Approach

N/A

Keywords:

New graduate nurse, Retention rate, Separation

Conference Name

Leadership Connection 2016

Conference Host

Sigma Theta Tau International

Conference Location

Indianapolis, Indiana, USA

Conference Year

2016

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Retention Rate of New Graduate Nurses

Indianapolis, Indiana, USA

Session presented on Monday, September 19, 2016: Retention Rate of New Graduate Nurses: The Creation and Implementation of an Electronic Survey Questionnaire Lynelle F. Callender, DNP, RN, PHN, INS Abstract: The continued turnover of newly hired graduated nurses (GNs) impacts the culture of retention on a national, regional, and departmental level. In the case of a hospital located in Central Florida, factors determining why new GN retention rates are decreasing have not been identified. The Human Resource (HR) Department, gathered statistical data on hires and separations of new GNs from June 2014 to May 2015, but the factors contributing to the voluntary and involuntary separations were not captured. The significance of this quality improvement project is to identify key factors that contribute to the decreased retention rate of a Central Florida hospital's newly hired GNs the first year of hire. A qualitative evidence-based purposeful sampling electronic questionnaire that can be used prior to or at the 6-month post-hire date for GNs was created and disseminated. The purpose of this quality improvement project was to develop an electronic survey tool that could identify specific data that contribute to a new GN's decision to separate from the hospital. The questionnaire was specific to new GNs hired during a two month period to work on five units within the 8 campus Central Florida Hospital system, these new hires were not required to sign a 2 year contract. The five units included the Medical-Surgical, Medical-Tele, Pediatric Medical-Surgical, Maternal Infant, and Psychiatric Medical Units. The questionnaire was disseminated from January 7, 2016 through February 29, 2016 via Survey Monkey. There were 87 out of 311 voluntary participants in the purposeful sample. The findings contributing to the decreased retention rate of new GNs the first year of hire included relocation, entering graduate school, work visa expiring, wanting a higher acuity of care, and a desire to become a travel nurse. Only 1.15% indicated plans for separation from the Central Florida hospital system within the next 6 months. The second largest group 35.63% of the participants indicated they planned to stay for the next 2 years. The largest group indicated they planned to stay for the next 5 years. Participants indicating plans to stay for the next 3-4 years were 17.24%. In conclusion, the evidence indicated that only 1.15% of the participants planned to separate within the next 6 months and out of that 1.15% only 13 out of 87 participants answered why they were contemplating leaving. Further research is necessary to capture why new GNs are leaving their workplaces within the first year of hire. Key Terms: Electronic survey tool, job control, purposeful sampling, quality improvement projects, network centrality, new graduate nurse, novice, retention rate, separation.