The Influence of Burnout, Resilience, and Resources to Support Clinical Practice Among Newly Licensed Nurses Intended
Katherine E Gregory1, Viktoriya Babicheva, Elizabeth Chen
1Author Affiliations: Dean and Professor (Dr Gregory), Research Analyst (Babicheva), and Research Assistant (Chen), Connell School of Nursing; and Statistician (Dr McTernan), Research Services, Boston College, Chestnut Hill; Associate Dean and Professor (Dr Alberti), School of Nursing and Health Sciences, Merrimack College, North Andover; and Executive Director (Dr Wadell), Organization of Nurse Leaders, Woburn, Massachusetts; Professor (Dr Meedzan), Department of Nursing, School of Nursing and Health Sciences, Providence College, Providence, Rhode Island; and Nurse Scientist (Dr Warshawsky), Press Ganey, Inc, South Bend, Indiana.
Objective:
Survey newly licensed nurses (NLNs) with respect to burnout, resilience, perception of the work environment, and intended short- and long-term job plans.
Background:
NLN retention is a significant contributing factor to the nursing shortage.
Methods:
A 126-item survey measuring demographics, burnout, resilience, work environment, and job plans distributed via email, using Listservs to recruit nurses licensed for 5 years or less.
Results:
Participants (N = 547) reported moderate burnout, specifically emotional exhaustion, and resilience. Overall scores on perception of the work environment were positive. Multiple logistic regression suggests odds of 1-year intended job flight are positively associated with emotional exhaustion (odds ratio [OR], 1.77; P < 0.001), resilience (OR, 1.07; P = 0.003) and non-White racial identity (OR, 2.99; P < 0.001) and negatively associated with staffing and resource adequacy (OR, 0.63; P = 0.038).
Conclusions:
Retaining NLNs requires mitigating burnout, addressing the experience of non-White NLNs in clinical practice, and improving support and resources for NLNs.
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