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National Nursing Organizations II

National Nursing Organizations II

Nursing organizations play a vital role in representing nurses working in specialized clinical settings, such as the American Association of Critical-Care Nurses (AACN).
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National Nursing Organizations I

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International Nursing Organizations I

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Updated: Jun 3, 2026

Assessment and Evaluation of the High Risk Neonate: The NICU Network Neurobehavioral Scale

Assessment and Evaluation of the High Risk Neonate: The NICU Network Neurobehavioral Scale

Published on: August 25, 2014

Support programs for new graduates in pediatric nursing.

Patricia R Messmer¹, Jane Bragg, Phoebe D Williams

¹Nursing Education and Research, Miami Dade College, Miami, FL, USA. messmerpatricia@yahoo.com

Journal of Continuing Education in Nursing

|April 6, 2011

Summary

This summary is machine-generated.

Most new graduate nurses intend to stay, showing high job satisfaction and a strong negative correlation between job satisfaction and burnout. A support program also appears to reduce turnover rates.

Related Experiment Videos

Last Updated: Jun 3, 2026

Assessment and Evaluation of the High Risk Neonate: The NICU Network Neurobehavioral Scale

Assessment and Evaluation of the High Risk Neonate: The NICU Network Neurobehavioral Scale

Published on: August 25, 2014

Area of Science:

Nursing
Healthcare Management
Organizational Psychology

Background:

High turnover rates among new graduate nurses pose significant challenges to healthcare systems.
Understanding factors influencing new graduate nurses' intent to stay is crucial for retention strategies.

Purpose of the Study:

To examine the intent to stay among new graduate registered nurses.
To investigate the relationship between work satisfaction and burnout in this population.
To assess the impact of a support group program on turnover rates.

Main Methods:

A survey was administered to new graduate registered nurses using the Aiken's Revised Nursing Work Index and the Maslach Burnout Inventory.
Data were analyzed to determine intent to stay, job satisfaction, burnout levels, and correlations.
Turnover rates before and after program implementation were compared.

Main Results:

A majority of new graduate nurses (87.9%) reported job satisfaction and intended to stay.
A significant negative correlation (r = -0.684, p < .001) was found between job satisfaction and burnout.
Turnover rates decreased from 7.6% before the support program to 5.7% after its implementation.

Conclusions:

New graduate nurses exhibit high job satisfaction and intent to stay, with burnout being a key factor influencing retention.
Support group programs may be effective in reducing turnover among newly graduated registered nurses.
Further research should explore multifaceted retention strategies for early-career nurses.