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Related Experiment Videos

Comprehensive orientation: the road to retention.

J M Hayes1

  • 1Nell Hodgson Woodruff School of Nursing, Emory University, Atlanta.

Journal of Healthcare Education and Training : the Journal of the American Society for Healthcare Education and Training
|December 10, 1991
PubMed
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Comprehensive hospital orientation programs for registered nurses (RNs) did not significantly impact retention. However, highly comprehensive programs (>90%) were associated with increased RN turnover within the first year.

Area of Science:

  • Nursing
  • Healthcare Management
  • Human Resources

Background:

  • Employee turnover is a significant challenge in the healthcare industry, particularly for registered nurses (RNs).
  • Effective orientation programs are believed to be crucial for RN retention and successful integration into hospital settings.
  • The relationship between the quality of orientation and subsequent RN employment status requires further investigation.

Purpose of the Study:

  • To evaluate the association between the comprehensiveness of hospital orientation programs and the turnover behavior of registered nurse employees.
  • To determine if specific levels of orientation program comprehensiveness predict RN retention or turnover within the first 12 months of employment.

Main Methods:

  • A structured evaluation tool was used to assess the comprehensiveness of orientation programs in six major metropolitan hospitals.

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  • Employment status and demographic data of registered nurses (RNs) who participated in September 1988 orientation programs were tracked for one year.
  • Statistical analysis was performed to identify any correlation between orientation program comprehensiveness and RN employment status ('stayers' vs. 'leavers').

    • Main Results:

    • No significant difference in turnover was observed between 'stayers' and 'leavers' among RNs who participated in orientation programs meeting over 80% of comprehensiveness criteria.
    • A statistically significant increase in 'leavers' compared to 'stayers' was found among RNs who participated in orientation programs meeting over 90% of comprehensiveness criteria.
    • This suggests a potential negative correlation between highly comprehensive orientation and RN retention.

    Conclusions:

    • The comprehensiveness of hospital orientation programs for registered nurses (RNs) may not be directly correlated with improved retention when meeting moderate criteria (up to 80%).
    • Conversely, highly comprehensive orientation programs (>90%) appear to be associated with a higher likelihood of RN turnover within the first year of employment.
    • Further research is needed to understand the underlying factors contributing to this counterintuitive finding and to optimize RN onboarding strategies.