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New graduate nurse transition programs and clinical leadership skills in novice RNs
Kathy B Chappell1, Kathy C Richards, Scott D Barnett
1Author Affiliations: Vice President (Dr Chappell), American Nurses Credentialing Center, Silver Spring, Maryland; University Professor and Assistant Dean (Dr Richards), Doctoral Programs and Research Development, School of Nursing, College of Health and Human Services, George Mason University, Fairfax, Virginia; Statistician (Dr Barnett), James A. Haley Veterans Hospital, Tampa, Florida.
Objective:
The objective of this study was to determine predictors of clinical leadership skill (CLS) for RNs with 24 months of clinical experience or less.
Background:
New graduate nurse transition programs (NGNTPs) have been proposed as a strategy to increase CLS. CLS is associated with positive patient outcomes.
Method:
Method used was hierarchical regression modeling to evaluate predictors of CLS among individual characteristics of RNs and characteristics of NGNTPs.
Results:
Perceived overall quality of an NGNTP was the strongest predictor of CLS (R = 0.041, P < .01). Clinical experience and NGNTP characteristics accounted for 6.9% of the variance in CLS and 12.6% of the variance among RNs with assigned mentors (P < .01). RNs participating in NGNTPs for more than 24 weeks were 21 times more likely to remain employed within the organization when compared with NGNTPs of 12 weeks or less, a significant cost-benefit to the organization.
Conclusion:
Although perceived overall quality of a NGNTP was the strongest predictor of CLS, much of the variance in CLS remains unexplained.
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