The Effectiveness of the Residency Program in Preventing the Shortage of Night Shift Nurses in the ICU
The title of this article poses two questions, but only one is answered. The investigators were able to provide good data for turnover rates among new RNs, but they were unable to locate a consistent definition of turnover.
The job and career patterns of newly licensed RNs are of high interest to healthcare organizations. Although the anticipated nursing shortage hasn't materialized yet in most regions, the retirement of a huge cohort of baby boomer nurses is still impending, and early-career nurses will be needed to fill the void.
For now, newly licensed nurses who aren't able to land those sought-after hospital jobs will continue to take whatever jobs they can find to acquire the experience needed to be hired by the hospital. Nurse residency programs were designed to narrow the expertise gap of new grads and assist them in the transition to their first nursing position, with the hope of reducing turnover.[2] A recent systematic review[3] concluded that nurse residency programs can, indeed, reduce turnover rates within the first year of employment among newly licensed nurses. Not only do they reduce early turnover, but nurse residencies have shown to be cost-effective compared with the traditional orientation of new grads.[4] More nurse residency programs might further limit turnover, but nurse residency programs are expensive, especially if the organization can expect to lose one-third of these nurses within 2 years.
Paper Details: The paper needs to be about to Identifies existing relevant knowledge and views about preventing the nursing shortage of night shift nurses in the ICU This link to view the article https://www.amsn.org/sites/def
