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A 1-Year Accredited Nurse Residency Program's Effect on Intent to Leave.

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New graduate nurse residents (NGNRs) experienced decreased commitment and increased stress, with the highest intent to leave at 12 months. Extended support beyond 12 months is crucial for retention.

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Area of Science:

  • Nursing Education
  • Organizational Psychology
  • Healthcare Management

Background:

  • Structured nurse residency programs are vital for new graduate nurse residents' (NGNRs) successful integration into the workforce.
  • These programs aim to improve retention rates and foster organizational commitment among newly qualified nurses.

Purpose of the Study:

  • To evaluate a system-wide program designed to enhance the experience, enculturation, and organizational commitment of new graduate nurse residents.
  • To assess the impact of the program on key indicators such as affective commitment, job satisfaction, and job stress.

Main Methods:

  • A descriptive, comparative study design was employed.
  • NGNR perceptions were measured at baseline, 12 months, and 24 months.
  • Key variables included affective commitment, job satisfaction, job stress, and intent to leave.

Main Results:

  • A significant reduction in affective commitment was observed from baseline to 12 and 24 months.
  • Nursing stress levels increased over the 24-month period.
  • The highest mean intent to leave was reported at the 12-month mark, indicating a critical period of vulnerability.

Conclusions:

  • Nurse leaders must implement extended support systems for NGNRs, surpassing the conventional 12-month residency.
  • Proactive resource allocation beyond the first year is essential to sustain retention and organizational commitment.
  • Addressing the factors contributing to increased stress and decreased commitment post-12 months is critical to reduce turnover intention.