Come In…The Water's Warm: A New Nurse's Induction to a Hostile Environment

Friday, 25 July 2014: 1:50 PM

Josiane Hickson, BSN, MA, EdD, RN, NE-BC
St. John's Riverside Hospital, Shrub Oak, NY

The success for the future of the nursing profession has relied upon the cultivation, assimilation, professionalism, and satisfaction of newly licensed Registered Nurses (RNs). This presentation was prompted by the descriptive study which investigated the perceptions of nursing hostility and job satisfaction of new graduate nurses with less than three years of experience (N = 1,165), comparing the working settings of Magnet and non-Magnet hospitals.  An online survey was conducted using the Negative Acts Questionnaire-Revised (Einarsen, Hoel, & Notelaers, 2009), the McCloskey/Mueller Satisfaction Survey (Mueller & McCloskey, 1990), the Casey-Fink Graduate Nurse Experience Survey (Casey, Fink, Krugman, & Propst, 2004), and a demographic questionnaire, through an advertisement on Facebook which targeted individuals based on the specifications of this study‘s focus.

Findings indicated that RNs of Magnet and non-Magnet facilities had similar hostility and job satisfaction results. Magnet nurses (n = 226) perceived nursing hostility significantly different than non-Magnet nurses (n = 939); however, both groups reported a global perception of nursing hostility as new graduate nurses. Additionally, there was a statistically significant difference (p < .001) indicating higher job satisfaction among Magnet RNs. Furthermore, perceptions of comfort, confidence, and support revealed marginal differences between both groups (p < .05), though these attributes of satisfaction were higher among Magnet nurses.

Results indicated that RNs of Magnet facilities (48%) and non-Magnet facilities (49%) were classified as victims of bullying. More than 70% of Magnet and non-Magnet RNs identified their level of job satisfaction as moderately dissatisfied to very dissatisfied. More than 80% of RNs from both groups perceived a lack of comfort, confidence, and support in their current job.

The theory of oppression provided a model for understanding the dynamics and the effects of nursing hostility and job satisfaction of newly RNs. Based on this study’s findings, greater consideration should be placed on: orientation/residency programs, collaborative partnerships between academia and service, zero-tolerance for behaviors that undermine a culture of safety, and addressing nursing hostility.