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Changing the Paradigm for Newly Graduated Nurses' Intent to Leave Through an Emeritus RN Virtual Mentoring Program in an Acute Care Hospital Setting
Changing the Paradigm for Newly Graduated Nurses' Intent to Leave Through an Emeritus RN Virtual Mentoring Program in an Acute Care Hospital Setting
상세정보
- 자료유형
- 학위논문 서양
- 최종처리일시
- 20260202103539
- ISBN
- 9798288806414
- DDC
- 610.73
- 저자명
- Eynon, Lacy.
- 서명/저자
- Changing the Paradigm for Newly Graduated Nurses Intent to Leave Through an Emeritus RN Virtual Mentoring Program in an Acute Care Hospital Setting
- 발행사항
- [Sl] : Yale University, 2025
- 발행사항
- Ann Arbor : ProQuest Dissertations & Theses, 2025
- 형태사항
- 59 p
- 주기사항
- Source: Dissertations Abstracts International, Volume: 87-01, Section: A.
- 주기사항
- Advisor: Camilleri, Mary Ann.
- 학위논문주기
- Thesis (D.N.P.)--Yale University, 2025.
- 초록/해제
- 요약The U.S. nursing shortage presents a critical challenge to healthcare organizations, with wide-reaching implications for patient safety and financial sustainability. High nurse turnover contributes to increased staffing costs, estimated at $56,300 average cost per nurse replaced. This shortage directly impacts patient outcomes including increased rates of medical errors, patient mortality, and decreased overall quality of care. Supporting early-career nurses through mentorship programs is a promising strategy to improve professional development and retention , thereby addressing clinical and economic consequences workforce shortages.This DNP Project developed and implemented an Emeritus RN Virtual Mentoring Program utilizing experienced emeritus nurses to mentor nurses with less than one year of experience. The program was evaluated utilizing descriptive and bivariate statistics. The results indicate modest increase in scores post-implementation but did not achieve statistically significant change. While the findings demonstrate an observed increased trend in perceptions of confidence, the high variability in scores highlights in this small group of participants (N 20) along with program evaluation results suggests the need for program modifications tested with larger group of participants.Program evaluation revealed difficulty in meeting coordination which may have been a barrier to meaningful engagement, likely impacting the results. Generational communication barriers included different texting styles, emojis, and language use. It is recommended that a larger participant group include schedule matching as part of the pairing process and extending the cycle to 6 months to facilitate mentor-mentee engagement. Also, pre-training mentors and mentees on generational communication conventions can avoid misunderstandings and facilitate engagement.
- 일반주제명
- Nursing
- 일반주제명
- Health education
- 키워드
- Quality of care
- 기타저자
- Yale University Yale University School of Nursing
- 기본자료저록
- Dissertations Abstracts International. 87-01A.
- 전자적 위치 및 접속
- 로그인 후 원문을 볼 수 있습니다.
MARC
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■020 ▼a9798288806414
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■040 ▼aMiAaPQ▼cMiAaPQ
■0820 ▼a610.73
■1001 ▼aEynon, Lacy.▼0(orcid)0009-0008-8492-8098
■24510▼aChanging the Paradigm for Newly Graduated Nurses' Intent to Leave Through an Emeritus RN Virtual Mentoring Program in an Acute Care Hospital Setting
■260 ▼a[Sl]▼bYale University▼c2025
■260 1▼aAnn Arbor▼bProQuest Dissertations & Theses▼c2025
■300 ▼a59 p
■500 ▼aSource: Dissertations Abstracts International, Volume: 87-01, Section: A.
■500 ▼aAdvisor: Camilleri, Mary Ann.
■5021 ▼aThesis (D.N.P.)--Yale University, 2025.
■520 ▼aThe U.S. nursing shortage presents a critical challenge to healthcare organizations, with wide-reaching implications for patient safety and financial sustainability. High nurse turnover contributes to increased staffing costs, estimated at $56,300 average cost per nurse replaced. This shortage directly impacts patient outcomes including increased rates of medical errors, patient mortality, and decreased overall quality of care. Supporting early-career nurses through mentorship programs is a promising strategy to improve professional development and retention , thereby addressing clinical and economic consequences workforce shortages.This DNP Project developed and implemented an Emeritus RN Virtual Mentoring Program utilizing experienced emeritus nurses to mentor nurses with less than one year of experience. The program was evaluated utilizing descriptive and bivariate statistics. The results indicate modest increase in scores post-implementation but did not achieve statistically significant change. While the findings demonstrate an observed increased trend in perceptions of confidence, the high variability in scores highlights in this small group of participants (N 20) along with program evaluation results suggests the need for program modifications tested with larger group of participants.Program evaluation revealed difficulty in meeting coordination which may have been a barrier to meaningful engagement, likely impacting the results. Generational communication barriers included different texting styles, emojis, and language use. It is recommended that a larger participant group include schedule matching as part of the pairing process and extending the cycle to 6 months to facilitate mentor-mentee engagement. Also, pre-training mentors and mentees on generational communication conventions can avoid misunderstandings and facilitate engagement.
■590 ▼aSchool code: 0265.
■650 4▼aNursing
■650 4▼aHealth education
■653 ▼aWide-reaching implication
■653 ▼aWorkforce shortages
■653 ▼aQuality of care
■690 ▼a0569
■690 ▼a0769
■690 ▼a0680
■71020▼aYale University▼bYale University School of Nursing.
■7730 ▼tDissertations Abstracts International▼g87-01A.
■790 ▼a0265
■791 ▼aD.N.P.
■792 ▼a2025
■793 ▼aEnglish
■85640▼uhttp://www.riss.kr/pdu/ddodLink.do?id=T17357630▼nKERIS▼z이 자료의 원문은 한국교육학술정보원에서 제공합니다.
