{"title":"我的下一步是什么？开发为期 18 个月的结构化途径，提高新护士的留用率。","authors":"Kirsten Fazzino, Jocelyn Hewitt, Catherine Thresher, Shailyn Wilder","doi":"10.1097/NNA.0000000000001418","DOIUrl":null,"url":null,"abstract":"<p><p>Because of increasing RN turnover rates on a neuroscience unit in a large teaching hospital, unit nurse leaders created a staff retention quality improvement initiative. The initiative offered a structured pathway for professional development milestones in a nurse's 1st 18 months of employment. As a consequence of their work, the unit experienced an 82% decrease in the number of RNs who left their job on the unit in the 1st year of implementation.</p>","PeriodicalId":50108,"journal":{"name":"Journal of Nursing Administration","volume":"54 4","pages":"E13-E17"},"PeriodicalIF":1.8000,"publicationDate":"2024-04-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":"0","resultStr":"{\"title\":\"What's Next for Me? Developing an 18-Month Structured Pathway to Increase New Nurse Retention.\",\"authors\":\"Kirsten Fazzino, Jocelyn Hewitt, Catherine Thresher, Shailyn Wilder\",\"doi\":\"10.1097/NNA.0000000000001418\",\"DOIUrl\":null,\"url\":null,\"abstract\":\"<p><p>Because of increasing RN turnover rates on a neuroscience unit in a large teaching hospital, unit nurse leaders created a staff retention quality improvement initiative. The initiative offered a structured pathway for professional development milestones in a nurse's 1st 18 months of employment. As a consequence of their work, the unit experienced an 82% decrease in the number of RNs who left their job on the unit in the 1st year of implementation.</p>\",\"PeriodicalId\":50108,\"journal\":{\"name\":\"Journal of Nursing Administration\",\"volume\":\"54 4\",\"pages\":\"E13-E17\"},\"PeriodicalIF\":1.8000,\"publicationDate\":\"2024-04-01\",\"publicationTypes\":\"Journal Article\",\"fieldsOfStudy\":null,\"isOpenAccess\":false,\"openAccessPdf\":\"\",\"citationCount\":\"0\",\"resultStr\":null,\"platform\":\"Semanticscholar\",\"paperid\":null,\"PeriodicalName\":\"Journal of Nursing Administration\",\"FirstCategoryId\":\"3\",\"ListUrlMain\":\"https://doi.org/10.1097/NNA.0000000000001418\",\"RegionNum\":4,\"RegionCategory\":\"医学\",\"ArticlePicture\":[],\"TitleCN\":null,\"AbstractTextCN\":null,\"PMCID\":null,\"EPubDate\":\"\",\"PubModel\":\"\",\"JCR\":\"Q2\",\"JCRName\":\"NURSING\",\"Score\":null,\"Total\":0}","platform":"Semanticscholar","paperid":null,"PeriodicalName":"Journal of Nursing Administration","FirstCategoryId":"3","ListUrlMain":"https://doi.org/10.1097/NNA.0000000000001418","RegionNum":4,"RegionCategory":"医学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":null,"EPubDate":"","PubModel":"","JCR":"Q2","JCRName":"NURSING","Score":null,"Total":0}
What's Next for Me? Developing an 18-Month Structured Pathway to Increase New Nurse Retention.
Because of increasing RN turnover rates on a neuroscience unit in a large teaching hospital, unit nurse leaders created a staff retention quality improvement initiative. The initiative offered a structured pathway for professional development milestones in a nurse's 1st 18 months of employment. As a consequence of their work, the unit experienced an 82% decrease in the number of RNs who left their job on the unit in the 1st year of implementation.
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