Nurse Turnover Case Study

A recent survey concluded that only 10% of nurse supervisors believed their newly graduated nurses were fully prepared to practice safely and effectively (Twibell & Pierre, 2012). This low percentage may be attributed to the new graduate turnover rate, which is around 30% the first year of practice and as high as 57% the second year (Twibell & Pierre, 2012). Although hospitals have reduced current nurse turnover, there is an estimation of a 260,000-nurse shortage by the year of 2025 due to Baby Boomer retirement (American Association of Colleges of Nursing, 2016). It is important to discuss the following contributing factors to nurse turnover: heavy workloads, disillusionment and dissatisfying relationships with supervisors. Through this discussion,
This negative behavior among peers, known as horizontal violence, is a major predictor of career satisfaction (Budin et al., 2013). Nurses who are stressed with work participate in horizontal violence, such as backstabbing and bullying, to release frustrations (Purpora & Blegen, 2015). Horizontal violence is considered a prevalent problem in hospitals nationwide (Topa & Moriano, 2013). Purpora and Blegan (2015) found that there is a positive association between peer relationships and job satisfaction, meaning the more support in relationships with peers, the more satisfied nurses were with their career.
Job satisfaction is an extremely important variable because it directly impacts patient care quality and safety (Choi et al., 2013). The issue of new graduate nurse turnover must be researched to form retention strategies for hospitals. As stated, there are many contributing factors to the high turnover rate; however, all factors ultimately lead to poor career satisfaction. To retain new graduate nurses, job satisfaction must be
At this hospital, there is the option as new graduates to take part in a residency program. I met one of the nurses in the program on the psychiatric floor, Haley, and she stated how much she loved the residency program because she felt more prepared on the floor. Although she was a new graduate, she was very confident in her abilities and our professor asked the unit if our clinical group could shadow specifically Haley each week. Even though residency programs would increase competency and retention, it is challenging to pay for these programs (NURSE, 2015). With so many cut backs in healthcare, resources must be allocated. Residency programs often do not take priority. While I believe nurse residency programs are beneficial to new graduate retention, it is not always feasible for