Resource Library
Summer 2012 RN Work Project Newsletter
In This Issue Communicating Research Fast Facts Forthcoming About RN Work Project Meet the Research Team Download (92 KB)
A Multi-state Assessment of Employer-Sponsored Quality Improvement Education for Early Career Registered Nurses
Increasing participation of registered nurses (RNs) in quality improvement (QI) is a promising strategy to close the health care quality chasm. For RNs to participate effectively in hospital QI, they must have adequate QI knowledge and skills. 2013 Djukic, M., Kovner, C., Brewer, C., Fatehi, F., & Seltzer. J. The Journal of Continuing Education in [...]
Charting the Course for Nurses’ Achievement of Higher Education Levels
To improve patient outcomes and meet the challenges of the U.S. health care system, the Institute of Medicine recommends higher educational attainment for the nursing workforce. Characteristics of registered nurses (RNs) who pursue additional education are poorly understood, and this information is critical to planning long-term strategies for U.S. nursing education. 2012 Kovner, C. T., [...]
Newly licensed RNs’ characteristics, work attitudes, and intentions to work
In an effort to better understand turnover rates in hospitals and the effect of new nurses on them, this study sought to describe the characteristics and attitudes toward work of newly licensed RNs, a population important to both the nursing profession and the health care system. 2007 Kovner, C. T., Brewer, C. S., Fairchild, S., [...]
What newly licensed registered nurses have to say about their first experiences.
To understand factors that promote retention of Newly Licensed Registered Nurses (NLRNs) and those that contribute to turnover, a survey of a national sample of NLRNs was conducted. This article describes the content analysis of 612 NLRN comments about their work life. Using Krippendorff’s1 technique, 5 themes were discovered. 2009 Pellico, L. H., Brewer, C. [...]
Understanding new registered nurses’ intent to stay at their jobs
Nursing turnover is costly for health care organizations. Newly licensed registered nurses work behavior is a complex process, influenced by their attitudes toward their work, personal characteristics, job opportunities, and workplace attributes. Several characteristics are significant in predicting satisfaction (ethnicity, gender) and organizational commitment (patient load, mandatory overtime, shift, and unit type) and intent to [...]
A comparison of second-degree baccalaureate and traditional-baccalaureate new graduate RNs: Implications for the workforce
The purpose of this study was to describe the differences between traditional baccalaureate graduates (TBGs) who had a baccalaureate degree in nursing and no other academic degree or diploma and second-degree-baccalaureate graduates (SDGs) who had both a baccalaureate degree in nursing and a baccalaureate or higher degree in a field other than nursing. Using a [...]
Moving on, up, or out: Changing work needs of new RNs at different stages of their beginning nursing practice
This article describes the work experience of a national cohort of 229 RNs who participated in a survey on work environment at two different time periods. Survey results of the RNs’ experience within two and a half years of their initial RN licensure (time period two) are described in detail, and comparisons are made to [...]
New nurses views of quality improvement education
Quality improvement (QI) is a focus of hospital managers and policymakers. The role of registered nurses (RNs) in QI in hospitals is vital because most hospital-based RNs provide direct care to patients. QI skills are necessary to identify gaps between current care and best practice and to design, implement, test, and evaluate changes and are [...]
Generational differences among newly licensed registered nurses
Responses of 2 369 newly licensed registered nurses from 3 generational cohorts—Baby Boomers, Generation X, and Generation Y—were studied to identify differences in their characteristics, work-related experiences, and attitudes. These responses revealed significant differences among generations in: job satisfaction, organizational commitment, work motivation, work-to-family conflict, family-to-work conflict, distributive justice, promotional opportunities, supervisory support, mentor support, procedural [...]
