Learning Objective 1: The learner will be able to describe positive and negative factors relevant to educational preparation for first new job.
Learning Objective 2: The learner will be able to describe facilitators and barriers to new graduate first job role transition.
First nursing job retention is an important focus for educational programs that seek to address the national nursing shortage of BSN/MSN prepared RNs. There is a now a RN vacancy rate in clinical settings of 8.1 %; 55% of working RNs state they intend to retire by 2020. Specifically in Florida, there are now 4,800 RN vacant positions in hospital care. Also in Florida, only 28 percent of working RNs are BSN prepared and 9 percent are MSN prepared. Retention of new BSN/MSN nurses is vital. Understanding BSN/MSN new nurse perceptions of educational preparation, facilitators and barriers to role transition and retention in first post graduate job, will supply insight about fostering retention through increased job satisfaction. The purpose of this study is to discern perceptions of BSN/MSN recent nursing graduates regarding: satisfaction with educational preparation, facilitators/barriers to role transition, and facilitators/barriers to retention in first post graduate job.
This is a triangulated study composed of quantitative cross-sectional descriptive analysis (BSN/MSN graduate surveys) and descriptive qualitative analysis of focus group responses and qualitative portions of surveys for recurrent themes.
In this sample, frequencies provide a description of perceptions of new graduates’ education preparation/role preparedness, first job satisfiers, first job dissatisfiers, and first job conclusions. Three qualitative themes were discerned: educational preparedness, graduate attitude, and work environment. Positive and negative factors comprise each theme.
Information is provided relative to sufficiency of nursing program preparation for BSN/MSN graduates. Current economic constraints on previous vacancy and retention concerns in nursing are not expected to last. Awareness of new graduates’ perceptions of facilitators/barriers to role transition and retention in the first job will assist nursing human resources to maximize facilitators and minimize barriers in development of new graduate retention programs.
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