Paper
Friday, July 15, 2005
New Nurse Support Program: "Send in the Clowns"
Jane Bragg, RN, MSN, MBA, CPON, CNAA, BC, Nursing Director, Miami Children's Hospital, Miami, FL, USA, Patricia R. Messmer, PhD, RN, BC, FAAN, Nurse Rsearcher, Miami Children's Hospital, Miami, FL, USA, Michelle L. Franco, ARNP, MSN, CPON, CPN, Nursing Department, Miami Children's Hospital, Miami, FL, USA, Pamela Wessling, ARNP, MSN, C, BC, Nursing, Consultant, Palmetto Bay, FL, USA, and Rich Zeller, PhD, College of Nursing, Kent State University, Kent, OH, USA.
| Learning Objective #1: Describe a research study as a component of a new nurse support group |
| Learning Objective #2: Discuss the implications of implementing a new nurse support group |
New graduate nurses are entering professional nursing at a time of constant change, increasing demands on critical thinking and clinical practice skills and during a critical nursing shortage. Pediatric nurses are expected to fill the void of missing and experienced RNs who have high levels of expertise and skills in pediatric nursing (Buerhaus, 2001). There is little documentation if new RN's experience a nurturing, supportive environment during their 1st year. Messmer (2004) found one hour spent with a psychiatric CNS facilitated new graduates through “Novice to Expert”. Purpose: To investigate the impact of a structured support program on satisfaction. Research Design: Exploratory, descriptive. Methodology: Research questions 1) determine if a Support Group increases satisfaction of work environment; 2) ascertain if a Support Group reduces stress and increase retention of new graduates. Aiken (2000) Nursing Work Index Revised (NWI-R) was administered to 33 participants completing the support program. Results: 81%- female; 78%- 21-27 years; 75%- BSN; 25% enrolled in school; 61% Hispanic, 27% Caucasian, 9% Asian; and 3%- African-American; 44%- ICUs; 75% attended 4 hour; 34% - 2 hour; 28% monthly. Principal components factor analysis 51 NWI items showed a single factor, accounted for 40% variance. Cronbach's alpha- .97; MBI scale- two factors. One-Way ANOVA compared MBI and NWI scales across demographic and social variables and attendance at support programs. Significant association was observed between satisfaction with position and NWI. Those who were satisfied with their position had higher NWI levels (F = 7.022; p = .004). Comments included, “The general overall situation for nurses has improved”. “Nursing administration listen to our suggestions” “We will be better nurses and mentors for others due to this program”. This study demonstrates the value of implementing nurse support program for new graduates; thus, promoting socialization, improving job satisfaction while increasing retention/recruitment and decreasing job stress.