The Challenge of Surveying New Graduate Nurses.

Random samples are the gold standard when surveying a nationwide population, such as new graduate nurses. The goal of this article is to detail the challenges experienced when sampling and surveying newly licensed RNs who entered the health care environment during the coronavirus disease (COVID-19) pandemic. To create a random sample of this population, all 51 U.S. state boards of nursing were contacted. State boards of nursing are the best resource for this information, but obtaining contact information, soliciting a response, and dealing with privacy laws as well as the cost of the lists reduced the survey frame. Of the 51 state boards, eight provided usable lists of participants. Obtaining a sampling frame was challenging. Once created, other issues arose. Finding ways to obtain random sampling lists of RNs and encouraging nurses to participate in research are key elements of addressing issues in health care today. [J Contin Educ Nurs. 2024;55(3):145-148.].

Educational Interventions to Improve Graduating Nursing Students' Practice Readiness: A Systematic Review.

BACKGROUND: For practice readiness, graduates need minimal competence in many areas. The American Association of Colleges of Nursing (AACN) identified 10 domains of competence. PURPOSE: The aim was to determine whether there is evidence of the objective assessment of learning in the senior year that aligns with the new AACN domains. METHODS: A systematic literature review included English language, final year, baccalaureate program, and outcomes objectively measured. Master's and midwifery programs were excluded. Database searches by a reference librarian (March 24, 2020) in Scopus, CINAHL, Ovid MEDLINE, ERIC, and Web of Science resulted in 40 peer-reviewed articles. Samples ranged from 9 to 527. Three authors examined results ensuring rigor, decreasing bias, and categorizing articles into the AACN's 10 domains. MERSQI scoring was applied. RESULTS: Six of the 10 domains were addressed in the literature. Many studies used investigator-developed tools with no validity or reliability. CONCLUSIONS: An emphasis on practice readiness means educators must be able to teach and measure critical behaviors.

Adopting a Global Virtual Team Approach to Enhance Performance of an International Nursing Research Collaboration.

ABSTRACT: Global mobility, technological developments, and evolved organizational design have expanded the scope of workplace teams beyond traditional arrangements, giving rise to global virtual teams. As universities across the world encourage mobility, there are unprecedented opportunities to create discipline-specific international networks, increase cross-cultural understanding, and create rich interactions in research. Team structure, trust formation, and communication processes are known to positively influence global virtual team performance. They are discussed to illustrate the value of a structured model of work in an international research-focused collaboration of nursing academics from the United States, the United Kingdom, and Australia.

The quest for workload equity in nurse faculty teaching.

BACKGROUND: While nurse faculty may believe that they teach more than faculty in other academic departments, their perceptions are difficult to corroborate when workload policies are not transparent at institutions. PURPOSE: This descriptive study was designed to examine inequities in teaching workloads between nurse faculty and their academic colleagues from the perspectives of Deans and Directors of Nursing Programs. METHODS: A web-based, investigator-developed survey was emailed to Nurse Unit Leaders in spring, 2019. The final sample included 224 respondents. Data were analyzed with descriptive statistics. FINDINGS: Nurse Unit Leaders perceived that nurse faculty teach larger classes and more courses than their academic peers. Survey respondents attributed these and other variations at their institutions to the complexity of teaching responsibilities in nursing units and the limited understanding of these responsibilities by university administrators. DISCUSSION: Ensuring equitable teaching workloads requires transparent policies and an organizational culture committed to faculty governance.

Exploring the relationship between resilience and grit among nursing students: A correlational research study.

BACKGROUND: Nurse turnover is a critical issue around the world. Finding factors that can increase job persistence in nursing can have a positive impact on both the quality and cost of health care. Resilience and grit have been studied as factors that help an individual persist in the pursuit of their goals. Resilience and grit are related terms that have frequently been used interchangeably, although some studies suggest that they are different constructs. Determining if they are different constructs is important as we seek to develop qualities in new nurses that increase their job persistence and satisfaction. OBJECTIVES: The purpose of this study was to explore the relationship between resilience and grit in pre-licensure nursing students. DESIGN/SETTING: This descriptive correlational study was conducted at a midsize private University in the United States. PARTICIPANTS: The convenience sample consisted of students from 3 pre-licensure programs: Traditional Bachelor of Science in Nursing (TBSN), Accelerated Bachelor of Science in Nursing (ABSN) and Direct Entry Masters of Science in Nursing (DEMSN). The final sample was 348 students: 79% TBSN, 7% ABSN and 14% DEMSN. METHODS: Resilience was measured with the Conner-Davidson Resilience 10 item scale. Grit was measured utilizing the Short Grit Scale. RESULTS: Inspection of the interfactor correlations suggest that resilience and grit scales are distinct, though tend to correlate well. Notably, the relationship between resilience and the persistent effort component of grit was moderate. That correlation was higher than the relationship between the consistent interest component of grit and resilience. CONCLUSION: This study concludes that grit and resilience are related concepts but are not synonymous. Being mindful of the difference in these two attributes may be important in the development of educational offerings in both Schools of Nursing and in new nurse residency programs to increase retention in nursing.

Experiences of Master's Prepared Clinical Nurse Leaders at Three Years Post-Graduation.

Direct Entry Master of Science in Nursing programs that incorporate Clinical Nurse Leader (CNL) education are relatively new in the United States. Little is known about the transition to practice experience of Master's prepared CNL graduates. This evaluation explored how Direct Entry Master of Science in Nursing CNL graduates perceived their transition to practice experience three years post-graduation. All graduates (n = 21) of an inaugural Direct Entry CNL program were invited to be interviewed 3 years after graduation; 16 (76%) opted to participate. Major findings from the semi-structured interviews included educational satisfaction, challenges in transition to practice, uneven use of CNL education, and anxiety about student debt. Satisfaction with their education and their early application of leadership skills were overshadowed by their frustrations with student debt and the preponderance of bullying experienced in the workplace.

Active Learning Outcomes on NCLEX-RN or Standardized Predictor Examinations: An Integrative Review.

BACKGROUND: Despite research indicating that active learning pedagogies that allow more student interaction in the classroom are the most effective way of teaching for comprehension and retention of material, lecture methods are still the most prominent method of teaching in schools of nursing. Although an abundance of research has explored student satisfaction and active learning methods, few studies have examined these methods to determine how they may affect scores on the NCLEX-RN and standardized predictor examinations such as Health Education Systems, Inc., and Assessment Technology Institute examinations. METHOD: A comprehensive integrative review of teaching methods that used active learning and NCLEX-RN or predictor examinations identified nine publications. RESULTS: NCLEX-RN and standardized predictor examination scores were higher when active learning methods were used compared with classrooms that used more traditional learning methods. CONCLUSION: Moving the focus from lecture-based to student-based learning in nursing courses may be the key to increasing scores on the NCLEX-RN and other predictor examinations. [J Nurs Educ. 2019;58(1):42-46.].

Advancing Soft Skills: Leadership Seminars for Clinical Nurse Leader Students.

This article describes a seminar course designed for a cohort of nursing students in a medium-sized, private Midwestern university. The purpose of the course was to help students develop the nonacademic skills that are important for successful completion of nursing school and entry into the health care workforce. The rationale for developing the course and the sample curriculum are presented, along with implications for future inquiry.

Preceptors' Perception of Role Competency.

BACKGROUND: Many variables contribute to the success of nursing students and new nurses in their transition to practice. Clinical orientation and training usually falls to staff nurse preceptors. Inherent in this dynamic is the assumption that staff nurses are prepared and able to assume this responsibility. Ideal characteristics and attributes of preceptor competency have not been conclusively defined. METHOD: This qualitative study explored the defining attributes of preceptor role competency as described by preceptors who attended one of 44 continuing education preceptor academies over 9 years in Missouri. RESULTS: Analysis revealed that communication, expertise, flexibility, evaluation skills, and patience are among the most important competencies of nurse preceptors. CONCLUSION: Understanding role expectations would benefit both preceptors and nurse educators who select, train, and support nurse preceptors. Identification of essential preceptor competencies can inform preceptor preparation courses and identify needs for continuing education of preceptors. J Contin Educ Nurs. 2018;49(5):233-240.

Resilience and transition to practice in Direct Entry nursing graduates.

Resilience may be one factor that influences new graduates transition to practice. This pilot study looked at one cohort of Direct Entry Accelerated Master's in Nursing graduates and compared the relationship over time between their transition to practice experience and their resiliency. Seventeen of 21 graduates participated in surveys at graduation and then three, six and 12 months post-graduation. The survey consisted of four parts: Demographics, Educational/Professional Satisfaction Scale (2016), the Casey-Fink Graduate Nurse Experience Scale (2004), and the Wagnild & Young Resiliency Scale (1993). The results indicated that professional satisfaction fluctuates during the first year of practice. At 12 months post-graduation only 57% of the respondents felt their education prepared them for the reality of nursing practice. Resilience at 12 months post-graduation accounts for 79% of the variance in the Casey Fink scores at 12 months. Interventions to improve resilience in new nursing graduates may be one way to positively impact transition to practice.

Transition From Education to Practice for New Nursing Graduates: A Literature Review.

New nurse turnover costs organizations in the United States an estimated $1.4 billion to $2.9 billion per year (Meyer, Shatto, Delicath, & von der Lancken, 2017; Ulrich et al., 2010). Retention of graduate nurses can decrease costs, combat nursing shortages, and improve patient outcomes. Despite the increase in prevalence of nurse residency programs, new nurses are leaving their first positions at alarming rates. The purpose of this literature review is to examine the factors that affect graduate nurse transition to practice. Findings indicate that a supportive environment free from bullying, a positive preceptor experience, and self-confidence were keys to retaining new graduate nurses.

Retention of Content Utilizing a Flipped Classroom Approach.

The flipped classroom experience promotes retention and accountability for learning. The authors report their evaluation of a flipped classroom for accelerated second-degree nursing students during their primary medical-surgical nursing course. Standardized HESI® scores were compared between a group of students who experienced the flipped classroom and a previous group who had traditional teaching methods. Short- and long-term retention was measured using standardized exams 3 months and 12 months following the course. Results indicated that short-term retention was greater and long- term retention was significantly great in the students who were taught using flipped classroom methodology.

Teaching Millennials and Generation Z: Bridging the Generational Divide.

Most undergraduate students today are part of the millennial generation. However, the next wave of students-Generation Z-are just beginning to enter universities. Although these groups share many similarities, they each have unique characteristics that create challenges in the classroom. Incorporating technology, engaging students with adaptive learning activities, and understanding basic generational differences are ways to limit the effects of generational conflict while keeping both millennials and Generation Z students engaged in learning. It is important to understand basic differences and distinctions across generations for developing pedagogy that reaches these unique student populations.

Effect of Curriculum Revision on Graduates' Transition to Practice.

The effect of educational interventions on the transition experiences of new graduates of prelicensure programs is unclear. This study investigated the effect of curriculum revision on transition to practice of nursing graduates. The nursing curriculum can have a positive influence on professional and job satisfaction at 3 months postgraduation, but the practice environment becomes the dominant force after that. Graduates who demonstrated poorer transition to practice at 3 months were more likely to leave their first positions by 12 months.

The Certified Clinical Nurse Leader in Critical Care.

Challenges of the current health system in the United States call for collaboration of health care professionals, careful utilization of resources, and greater efficiency of system processes. Innovations to the delivery of care include the introduction of the clinical nurse leader role to provide leadership at the point of care, where it is needed most. Clinical nurse leaders have demonstrated their ability to address needed changes and implement improvements in processes that impact the efficiency and quality of patient care across the continuum and in a variety of settings, including critical care. This article describes the role of the certified clinical nurse leader, their education and skill set, and outlines outcomes that have been realized by their efforts. Specific examples of how clinical nurse leaders impact critical care nursing are discussed.

The transition to practice of Direct Entry Clinical Nurse Leader graduates.

This study looks at Direct Entry Clinical Nurse Leader graduates and how their transition to practice experiences develops over time as well as factors influencing their transition. Graduates were surveyed at graduation, three, six and 12 months. Seventeen participated; eight completed all surveys. Most were from the Millennial generation. The survey consisted of two parts: school satisfaction and the Casey-Fink Graduate Nurse Experience Scale. The results showed the Casey-Fink total score at 12 months was 0.75 points higher than at three months; suggesting a positive transition. The highest score occurred at six months which conversely had the lowest levels of satisfaction with both educational experience and intent to stay in their current role. Despite having 850 precepted/mentored clinical hours, 57.1% of these graduates stated they felt unprepared for the reality of nursing after 12 months. Regardless of feeling unprepared, the results suggest these students displayed a positive transition to practice. At 12 months, 88.2% were still with their first employers which contrasted the results of Casey-Fink and other studies of Millennial gradate nurses, which showed higher actual and intent to leave results. This study suggests that Direct Entry Clinical Nurse Leader students do indeed transition to practice more positively than traditional nursing graduates.

Moving on From Millennials: Preparing for Generation Z.

Much has been written about teaching Millennials; however, little has been discussed about Generation Z-those just entering college. Nursing instructors must adapt to the upcoming generation's mobile tech-savviness and self-directed learning, which often is accompanied by a lack of critical thinking skills. Teaching strategies and incorporating technology are highlighted. J Contin Educ Nurs. 2016;47(6):253-254.