High nursing turnover rates have always been an issue. These rates are especially high for newly graduated nurses. The author attempted to find out if new nurses lack of experience led to increased distress within the workplace, ultimately leading to their resignation (Sanner-Stiehr, 2018). The study noted that the loss of so many nurses is financially burdensome to the hospital due to the increasing cost of training a nurse (Sanner-Stiehr, 2018). The study portrayed the impact and magnitude well and used negative patient experiences and cost as the main driving factors. The estimated cost to train a newly graduated nurse is generally equal to one-year salary, or around 37,700-58,000, says the article (Sanner-Stiehr, 2018). The study speaks about disruptive behaviors in the background section and how it negatively impacts retention rate amongst newly graduated nurses (Sanner-Stiehr, 2018). Both horizontal and lateral bullying are problematic, and many nurses terminate their employment or have higher rates of absenteeism as a result (Sanner-Stiehr, 2018). Nursing has a long history of systematic oppression of newer nurses and a hierarchy that new nurses find to be intimidating, degrading, and non-sensical. Many nurses dealing with these issues become depressed and worn out by the constant stress and are ill equipped to continue their employment. Many hospitals started antibullying protocols; however, many nurses were reluctant to report due to potential backlash from management
4 (Sanner-Stiehr, 2018). The study did use current sources to stake their claims, many being less than 10 years old from the time this study was performed. The study utilized both primary and secondary sources, most of which were secondary. One source was from the Joint Commission directly. The study was clear on its objective and problem statements. The author was able to define the issue utilizing multiple sources and providing data significant to the related study being performed. The study provided clear and distinct information supporting the idea that newly hired nurses have low 1-year retention rates. No specific gap in knowledge was noted; however, there was mention of the unknown factor of how nurses that were newly licensed would be able to handle disruptive behaviors in their first year of nursing practice (Sanner-Stiehr, 2018). The research problem is high turnover rates in newly licensed nurses during their first year of nursing (Sanner-Stiehr, 2018). The purpose of the study was to find out if cognitive rehearsal training in the final academic year of nursing undergraduates would increase the tenure of their employment in the first year after graduating (Sanner-Stiehr, 2018). The study addresses the gap in nursing knowledge, and similarly states there is little to no research performed on retention rates of new graduates, despite the continuing burden it places on employers.
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- Fall '16
- Denise Cauble
- Nursing, researcher, Kirkpatrick Model