Design: A descriptive, correlational design was used to compare employment success indicators.

Population, Sample, Setting, Years: The sample consisted of 41 newly-licensed critical care registered nurses (RNs) from a 900-bed hospital in Texas who began employment following graduation from baccalaureate (BSN) or associate (ADN) degree nursing programs. Data were collected from June 1999 to June 2003.

Concept or Variables Studied Together: Data included: subjects’ E2, competency assessment exam and clinical performance evaluation scores and NCLEX-RN outcomes.

Methods: Predictive accuracy of the E2 regarding NCLEX-RN success was calculated, and chi squares were used to detect differences in NCLEX outcomes and E2 prediction scores. Correlations of E2, competency assessment exam and clinical performance evaluation scores were also performed.

Findings: The E2 was highly accurate in predicting NCLEX-RN outcomes for all subjects (100%). Significant correlations (p < .05) were found among E2 scores and all competency assessment exam scores. No significant correlations were found among E2 and clinical performance evaluation scores. Ninety day clinical performance evaluation scores significantly correlated with twelve month retention rates (r = .46, p <.01).

Conclusions: Findings confirmed that the E2 was a highly accurate predictor of NCLEX-RN success for new graduate critical care nurses. Competency assessment exam scores correlated with E2 scores, and performance evaluation scores from the first ninety days of employment correlated with retention rates at one year.

Implications: Cost-effective and time-saving exams, such as the E2, are as useful as labor-intensive competency assessment exams in predicting new graduates who are most likely to be successful in units with high staff turnover.

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Back to 15th International Nursing Research Congress
Sigma Theta Tau International
July 22-24, 2004