Moving on, Up, or Out

Changing Work Needs of New RNs at Different Stages of Their Beginning Nursing Practice

The United States is projected to have a shortage of 260,000 registered nurses (RNs) by 2025. While new graduates are a vital source of nurses for hospitals, 18 percent of new RNs leave after working one year. Hospital administrators are looking for ways to retain new RNs; a cost-effective strategy to maintain staffing levels and ensure quality patient care.

The researchers surveyed 229 RNs twice during the first two and a half years after licensure to determine factors in their work environment that contributed to job satisfaction or dissatisfaction. Nurses dissatisfied at the time the second survey was administered, a year after the first, said that nursing was stressful and too physically and mentally demanding. They felt they were underpaid and unappreciated by more experienced colleagues and physicians. Those satisfied with nursing cited competitive salaries, health insurance benefits and flexible scheduling as reasons for liking their job. They looked forward, however, to escaping the physical demands of bedside nursing by changing jobs or pursing an advanced nursing degree.

To improve retention of second- and third-year RNs, the researchers propose that an advanced residency program be developed to address the changing needs of RNs as they transition from school to the first year of practice and beyond.

The RN Work Project

  1. 1. Newly Licensed RNs' Characteristics, Work Attitudes, and Intentions to Work
  2. 2. Addressing the Complexities of Survey Research
  3. 3. A Comparison of Second-Degree Baccalaureate and Traditional-Baccalaureate New Graduate RNs
  4. 4. Understanding New Registered Nurses' Intent to Stay at Their Jobs
  5. 5. The Nursing Career Process from Application Through the First 2 Years of Employment
  6. 6. What Newly Licensed Registered Nurses Have to Say about Their First Experiences
  7. 7. Moving on, Up, or Out
  8. 8. Generational Differences Among Newly Licensed Registered Nurses
  9. 9. New Nurses Views of Quality Improvement Education
  10. 10. Newly Licensed RNs Describe What They Like Best about Being a Nurse
  11. 11. Early Career RNs' Perceptions of Quality Care in the Hospital Setting
  12. 12. Commuting to Work
  13. 13. State Mandatory Overtime Regulations and Newly Licensed Nurses' Mandatory and Voluntary Overtime and Total Work Hours
  14. 14. Work Environment Factors Other Than Staffing Associated with Nurses' Ratings of Patient Care Quality
  15. 15. The Relative Geographic Immobility of New Registered Nurses Calls for New Strategies to Augment that Workforce
  16. 16. Predictors of Actual Turnover in a National Sample of Newly Licensed Registered Nurses Employed in Hospitals
  17. 17. Charting the Course for Nurses' Achievement of Higher Education Levels
  18. 18. Verbal Abuse From Nurse Colleagues and Work Environment of Early Career Registered Nurses
  19. 19. Early-Career Registered Nurses' Participation in Hospital Quality Improvement Activities
  20. 20. Positive Work Environments of Early-Career Registered Nurses and the Correlation with Physician Verbal Abuse