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Tesis sobre el tema "Nurses retention"

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Publicado: 4 de junio de 2021
Última modificación: 20 de febrero de 2023

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1

Franklin, Tammy Lea. "Educating Nurses About Nurse Residency Program." ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/6562.

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Educating Nurses About a Nurse Residency Program by Tammy Lea Franklin MSN, Walden University, 2012 BSN, Oklahoma City University, 2010 Project Submitted in Partial Fulfillment of the Requirements for the Degree of Doctor of Nursing Practice Walden University May 2019 The problem addressed in this project was the challenges related to retention of new graduate nurses. This includes Registered Nurses (RNs), Licensed Practical Nurses (LPNs), and Bachelor of Science Nurses (BSNs) on two medical/surgical units in an acute care facility. The purpose was to work with a project team to develop an edu
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2

Hollis, Kimberly M. "Improving Retention Strategies for Experienced Nurses." ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/7448.

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Experienced nurses depart the workforce in significant numbers; therefore, it is critical to understand how those departures affect patient care and safety. The focus of this systematic review included appraisal of recent research to provide an understanding of strategies used in acute care settings to retain experienced nurses. Guided by Benner's model of skill acquisition, the purpose of this systematic review was to identify factors that influence the decision of nurses with experience to leave or remain working in acute care work settings. The 19 articles selected for this review were limi
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3

Clevenger, Pamela L. "Managerial leadership behaviors and nurse retention." Muncie, Ind. : Ball State University, 2009. http://cardinalscholar.bsu.edu/699.

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4

Kennedy, Belinda Anne. "The personality characteristics of emergency nurses." Thesis, The University of Sydney, 2014. http://hdl.handle.net/2123/12724.

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Background: There are ever increasing demands on the emergency nursing workforce so it is necessary to consider how to enhance the recruitment and retention of emergency nurses. Personality is known to influence occupational choice, yet there is a lack of research exploring how personality may influence the workforce decisions of emergency nurses. Aims: To establish the personality profile of a sample of emergency nurses, and to explore whether any relationship exists between their personality characteristics and time spent working within emergency nursing. Methods: A standardised personality
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5

MacRae, Beverly Ann. "Retention of nurses in the Winnipeg Regional Health Authority." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 2001. http://www.collectionscanada.ca/obj/s4/f2/dsk3/ftp04/MQ59472.pdf.

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6

Timilsina, Pallavi. ""Factors Influencing Retention Rates for Nurses in Nursing Homes"." Miami University / OhioLINK, 2018. http://rave.ohiolink.edu/etdc/view?acc_num=miami1533310217476947.

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7

Novak, Kevin Oliver. "Patients and Nurses and Doctors Oh My!: Nurse Retention from a Multi-Foci Aggression Perspective." PDXScholar, 2017. https://pdxscholar.library.pdx.edu/open_access_etds/4013.

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Attrition is a serious issue in the nursing industry. One factor influencing rates of attrition in nursing is aggression victimization at work (Estryn-Behar et al., 2010). However, there is little research in the aggression literature that examines how aggression from different sources affects attrition (both job and career turnover) differently. This study attempts to better understand the linkages between aggression victimization and nursing attrition; specifically how aggression from different sources (i.e. patients/patients’ families, coworkers, and licensed independent practitioners) diff
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8

Piskac, Ellen M. Hawkins Peggy L. "Characteristics of retained nursing faculty." Click here for access, 2008. http://www.csm.edu/Academics/Library/Institutional_Repository.

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Thesis (Ph. D.)--College of Saint Mary -- Omaha, 2008.<br>Presented to the faculty of College of Saint Mary in partial fulfillment of requirements for the degree of Doctor of Education. Under the supervision of Peggy Hawkins. Includes bibliographical references.
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9

Warner, Ivory. "Nurses' perceptions of workplace conflict, implications for retention and recruitment." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 2001. http://www.collectionscanada.ca/obj/s4/f2/dsk3/ftp04/MQ62041.pdf.

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10

Smith, Sheila M. "Retention of Staff Nurses and Nurse Managers in an Acute-Care Hospital| A Qualitative Case Study." Thesis, University of Phoenix, 2017. http://pqdtopen.proquest.com/#viewpdf?dispub=10623625.

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<p>Nursing is the largest health care profession in the United States, and health care organizations rely heavily on the services of registered nurses to provide quality care to patients. Unfortunately, the nursing shortage makes it critical for health-care leaders to identify potential issues that may be influencing nurses to leave the nursing profession and to develop solutions for retaining nurses in the nursing profession. The purpose of this qualitative case study was to explore the perceptions of three groups of RNs in an acute-care hospital setting regarding perceived issues that migh
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11

Bailey, Rachel. "Evaluating payment systems : the case of nurses in the National Health Service." Thesis, London School of Economics and Political Science (University of London), 1994. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.319904.

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12

White, Dawn Reid. "Workplace Bullying From a Nurses Perspective." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/4951.

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Bullying has long been associated with school children. In recent years, however, more attention has been paid to the bullying that has reached beyond the playground and into the workforce. One population facing this problem is staff nurses. To date, no one has found an effective way to address workplace bullying in the healthcare field, nor have effective methods been found for retaining trained nurses affected by this problem. The focus of this dissertation was on understanding nurses' lived experiences and how nurses decided to remain in their current working position despite these problems
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13

Gill, Kelly Patricia. "Retention of basic cardiac life support skills by nurses following retraining." Thesis, University of British Columbia, 1986. http://hdl.handle.net/2429/26477.

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The expectation that nurses be competent in Basic Cardiac Life Support (BCLS) is today a forgone conclusion. The question is no longer should nurses be trained in BCLS, but how to ensure competency once initial training is complete. This study aspired to answer two questions: (a) after retraining to American Heart Association (AHA) standards, how long does it take for nurses' BCLS performance (on adults) to again drop below AHA standards, and (b), is there a relationship between nurses' demographic characteristics and their BCLS performance, upon retesting. Skinner's operant conditioning theo
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14

Makong, Makahlolo. "Retention strategies for doctors and nurses in Lesotho : an implementation framework." Thesis, Cape Peninsula University of Technology, 2017. http://hdl.handle.net/20.500.11838/2559.

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Thesis (MTech (Business Administration))--Cape Peninsula University of Technology, 2017.<br>This paper reviews retention strategies for Lesotho’s doctors and nurses and presented an implementation framework to support and promote staff retention. . Based on the increasing necessity to retain doctors and nurses, the implementation framework becomes an essential element of retention strategy. A qualitative and quantitative research design technique using a self-managed questionnaire and interviews was adopted to gather data. The 120 doctors and nurses make up a sample. The information was statis
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15

Cominsky, Cynthia. "The Retention of Registered Nurses at the Department of Veterans Affairs." University of Cincinnati / OhioLINK, 2016. http://rave.ohiolink.edu/etdc/view?acc_num=ucin1479815554733328.

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16

Foley, Elizabeth, and n/a. "Reentry and retention: a study of the relationship between characteristics of reentry nurses and reemployment in nursing." University of Canberra. Education, 1990. http://erl.canberra.edu.au./public/adt-AUC20050711.151302.

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The purpose of this study was to examine the relationship between characteristics of refreshed registered nurses and reemployment in the nursing workforce post Refresher programme. The application forms completed by the participants of the six programmes conducted by the ACT Health Authority (ACTHA, now Department of Community Services and Health ACT) provided data for a profile analysis. Employment data was derived mostly from statistics compiled by the Research Officer, Nursing, ACTHA. The findings of this study demonstrated that inactive registered nurses do return to nursing from periods o
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17

Cowin, Leanne S., University of Western Sydney, College of Social and Health Sciences, and of Nursing Family and Community Health School. "The self-concept of nurses and its relationship to job satisfaction." THESIS_CSHS_NFC_Cowin_L.xml, 2002. http://handle.uws.edu.au:8081/1959.7/59.

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This study explores the development and rigorous testing of a new self-concept instrument designed specifically for nurses for use in a longitudinal, multicohort study on self-concept, job satisfaction and retention in nursing.The outcomes of this study are that nurses' self-concept can now be measured by a new theoretically and empirically substantiated multidimensional instrument. This will provide potential new directions for nursing research on which to build specific self-concept enhancement and retention strategies. The transitional period of student to graduate nurse can be the subject
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18

Solano, Mary Ann 1957. "Influence of professional nursing practice on nurse satisfaction and retention among active duty United States Air Force nurses." Thesis, The University of Arizona, 1993. http://hdl.handle.net/10150/278318.

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A causal modeling non-experimental design was used to test the influence of professional nursing practice (autonomy, control over nursing practice, group cohesion, and organizational commitment) on job satisfaction and anticipated turnover. A sample of 79 active duty Air Force nurses provided the convenience sample for the study. The concepts of control over nursing practice and organizational commitment had a positive influence on job satisfaction. Job satisfaction and organizational commitment had a negative influence on anticipated turnover. Neither autonomy nor group cohesion influenced ei
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19

D'Ambra, Amanda. "Minimizing incivility in the workplace to increase retention of new graduate nurses." Honors in the Major Thesis, University of Central Florida, 2012. http://digital.library.ucf.edu/cdm/ref/collection/ETH/id/536.

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Efforts to maintain a sufficient nurse workforce are hampered by dissatisfaction with the work environment. Incivility in the work environment is a major source of dissatisfaction. A healthy work environment is associated with higher levels of job satisfaction and improved retention. New graduate transition programs have been recommended as a deterrent to high levels of turnover associated within the first two years of employment, some of which is related to incivility. The purpose of this thesis was to examine the influence of incivility in the nursing workplace on new graduate job satisfacti
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20

AL-Sheyab, Ola Nader. "THE RELATIONSHIP BETWEEN RETENTION, EMPLOYEE ENGAGEMENT, JOB SATISFACTION, AND INTRINSIC MOTIVATION AMONG NURSES." OpenSIUC, 2018. https://opensiuc.lib.siu.edu/dissertations/1560.

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This study investigated how engagement, job satisfaction, and intrinsic motivation will affect retention among nurses. A sample of 150 nurses (CNAs, LPNs, and RNs) employed at medical centers in Sioux City (IA-SD-NE) and Carbondale, Illinois was selected using cluster random sampling. Employee engagement (Independent-Variable1) was measured against the Utrecht Work Engagement Survey (UWES), job satisfaction (Independent-Variable2) was measured against the Minnesota Satisfaction Questionnaire (MSQ), and intrinsic motivation (Independent-Variable3) was measured against the Intrinsic Motivation
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21

Cowin, Leanne S. "The self-concept of nurses and its relationship to job satisfaction and retention /." View thesis View thesis, 2002. http://library.uws.edu.au/adt-NUWS/public/adt-NUWS20030401.101609/index.html.

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Thesis (Ph.D.) -- University of Western Sydney, [2002].<br>"A thesis submitted to the University of Western Sydney in fulfilment of the requirements for the degree of Doctor of Philosophy " Bibliography: leaves 220-236, and Appendices.
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22

Sayers, Stanley Andrew. "Assessment of skills retention strategies in a health sub-district within a metropolitan municipality in the Western Cape." Thesis, Cape Peninsula University of Technology, 2018. http://hdl.handle.net/20.500.11838/2746.

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Thesis (MTech (Public Administration)--Cape Peninsula University of Technology, 2018.<br>Organisations spend large sums of money on staff after they have been recruited in order to make them proficient in their jobs. It is therefore important to ensure that staff remain with the organisation for as long as possible, allowing the organisation to reap the benefit from its investment in the form of good performance by staff. Work performance can however, be affected negatively when labour turnover is high. This research project reflects on staff turnover amongst professional nurses, posing the qu
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23

Jamieson, Isabel Margaret. "What are the views of Generation Y New Zealand Registered Nurses towards nursing, work and career?" Thesis, University of Canterbury. Health Sciences Centre, 2012. http://hdl.handle.net/10092/6499.

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Background This descriptive exploratory study was undertaken to ascertain the views of Generation Y New Zealand Registered Nurses (Gen Y nurses) towards nursing, work and career. Little empirical data exists about why young New Zealanders choose to become nurses in the 21st century. Further, little is known about their future career plans or their intentions to remain in the nursing workforce. Currently there is a global nursing workforce shortage with indications that shortages will continue into the future. The nursing shortage is occurring at a time when many populations are ageing and plac
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24

Hayter, Karen, and Karen Hayter. "Work Readiness of Newly Graduated Nurses with Implications for Academia and Employers." Diss., The University of Arizona, 2017. http://hdl.handle.net/10150/624565.

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Background: The transition and retention of newly graduated nurses are worldwide problems. With the nursing shortage and 33-61% of newly graduated nurses leaving their job within the first year, newly graduated nurses need to be work ready. Work readiness of new nurses is a new concept developed in Australia. Significance: New nurses are a vulnerable population that is dependent upon experienced nurses for knowledge, skills, and socialization into the profession. However, new nurses often experience rudeness, humiliation and conflict influencing professional success, patient care, and retent
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25

Scoble, Kathleen Brooks. "Career resilient characteristics and commitment among registered nurses: predictors of organizational and professional retention /." Access Digital Full Text version, 1991. http://pocketknowledge.tc.columbia.edu/home.php/bybib/10292111.

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Thesis (Ed.D.)--Teachers College, Columbia University, 1991.<br>Includes tables. Typescript; issued also on microfilm. Sponsor: Elaine L. La Monica. Dissertation Committee: Richard Wolf. Includes bibliographical references (leaves 118-133, 176).
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26

Torres, Angie Lim. "Improvement in the Retention of Graduate Nurses in a Long-Term Acute Care Hospital." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/5140.

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The high turnover rate of graduate nurses is a challenge in the United States' hospitals because of high job dissatisfaction rates. The premature disaffiliation of the graduate nurses is costly for organizations and can significantly affect the quality and safety of patient care due to the inadequate supply of adequately prepared staff nurses, particularly in the long-term acute care hospitals. The purpose of the project was to decrease the turnover rate of graduate nurses in a long-term acute care setting from 40% to 20% through modification of the nurse residency program by applying an inter
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27

Chan, Ee Yuee. "Factors influencing the retention and turnover intentions of registered nurses in a Singapore hospital." Thesis, Queensland University of Technology, 1996. https://eprints.qut.edu.au/226996/1/T%28HS%29%20336_Chan_1999.pdf.

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The rapid growth in Singapore's health care industry, coupled with the increasingly complex technology employed in patient care and an aging population has led to an acute shortage of nurses. Given the difficulty with recruiting nurses in the country, it is imperative to retain existing resources to provide quality nursing care. This descriptive study explored some demographic and work-related variables which influenced the retention and turnover intentions of RNs in a major restructured hospital in Singapore. Using stratified convenience sampling, 120 respondents were selected. An anon
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28

Barreca, Rebecca J. "Lived Experiences of Nurses: Nurse Characteristics by Clinical Specialty." Kent State University Honors College / OhioLINK, 2011. http://rave.ohiolink.edu/etdc/view?acc_num=ksuhonors1303941706.

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29

Phillips, Trenton J. "Predicting Length of Service for Nurses: An Analysis of a Healthcare Organization’s Selection Inventory." Xavier University / OhioLINK, 2019. http://rave.ohiolink.edu/etdc/view?acc_num=xavier1565860881878251.

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30

Chacko, Mary Laly. "Orientation of Nurses Transitioning into Hospital Specialty Units." ScholarWorks, 2016. https://scholarworks.waldenu.edu/dissertations/2399.

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Competency-based nurse orientation programs focus on the new nursing graduate and experienced nurse employees' ability to perform skills necessary in a new work setting. The purpose of this project was to develop a learner-focused and competency-based orientation program for new nursing employees at a large urban hospital to enhance patient safety and nurse retention. The Johns Hopkins nursing evidence-based practice model and guideline were used in the selection of articles with higher levels of evidence and research quality for the critical appraisal of literature in support of the program d
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31

Allen, Roma. "An Evidence-Based Mentorship Program for Experienced Nurses." ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/4031.

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Turnover of experienced nurses is a component of the nursing shortage, which has created a lack of expert nurses administering bedside care. The project site is a Chicago suburban hospital with an average first year turnover of experienced nurses at 35%. This rate is above the 27% first year turnover reported by the Metropolitan Chicago Healthcare Council. This project focused on development and evaluation of an evidence-based mentorship program supported by theory that can contribute to an increase in experienced nurse retention. A detailed literature review references causative factors of tu
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32

Currant, Natasha Emma. "Work Relationships and Organisational Commitment of Nurses: An Analysis of Policy-Practice Differences." Thesis, Griffith University, 2011. http://hdl.handle.net/10072/366309.

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For several decades, one of the major issues facing Australia’s health sector has been a shortage of nurses; a trend also evidenced across many other Organisation for Economic Co-operation and Development (OECD) countries. Without a suitably sized nursing workforce, a society’s ability to care for the population is diminished, and will continue so unless this trend is reversed. One of the factors contributing to this shortage is the poor retention of currently employed nurses, which results from, in part, a high proportion of nurses lacking commitment to their organisations. For public sector
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33

Hurt, Kelly M. "Recruitment and Retention of First Year of Service Registered Nurses in Rural Hospitals in Alabama." Franklin University / OhioLINK, 2020. http://rave.ohiolink.edu/etdc/view?acc_num=frank1618856679568177.

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34

Furby, Leanne Marie. "The Effect of Delayed Feedback on Long-Term Retention and Application for RN Student Nurses." OpenSIUC, 2016. https://opensiuc.lib.siu.edu/dissertations/1307.

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While the benefits of academic testing and feedback have been well documented in the literature for more than a century; the optimal timing for providing feedback has yet to be determined. The number of studies that focus on when to deliver feedback following an assessment is limited. According to Brosvic and colleagues (2005), it is the length of time that the learner should retain the test material that best determines when feedback should be delivered. The purpose of this study was to compare the effect of immediate versus delayed informative feedback on subsequent test performance of reg
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35

Ngai, Hau-ngai Nicole. "A qualitative study on resignation of nurses from Hospital Authority hospitals in Hong Kong." Click to view the E-thesis via HKUTO, 2008. http://sunzi.lib.hku.hk/hkuto/record/B41711786.

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36

Somuah, Lilian. "Educating Primary Care Nurses on Phosphorus Management in Chronic Kidney Disease Patients." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/5785.

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Fifteen percent of adults in the United States have been diagnosed with chronic kidney disease (CKD). CKD is the slow, progressive, and irreversible loss of kidney function. The most effective means of controlling CKD is by managing dietary phosphorus intake. It is important that staff nurses be educated about effective patient education tools to improve dietary phosphorus management. The purpose of this project was to educate primary care nurses about phosphorus management in CKD patients through the introduction of the phosphorus pyramid as a visual tool. The project sought to understand if
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37

倪巧藝 and Hau-ngai Nicole Ngai. "A qualitative study on resignation of nurses from Hospital Authority hospitals in Hong Kong." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2008. http://hub.hku.hk/bib/B41711786.

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38

Benjamin, Lawrence. "Strategies for Reducing Nurses' Turnover in Specialty Care Clinics." ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/7273.

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The nursing shortage and high turnover rates are a problem in Canada and the world over. The purpose of this single case study was to explore leadership strategies that nurse leaders in specialty care clinics in Canada use to reduce nurse turnover. The participants were 7 nurse leaders from a single organization with specialty care clinics across Canada who all had above average nurse retention rates when compared to the case organization's average nurse retention rate. The authentic leadership theory was the conceptual framework. Data sources for this study were company documents, participant
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39

Jones, Sherrie Marie. "Development of a Mentorship Program to Help Support and Retain New Nurses." ScholarWorks, 2016. https://scholarworks.waldenu.edu/dissertations/2837.

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Many newly graduated registered nurses (NGRNs) leave the nursing profession within the first 2 years of employment in a rural hospital located in the Southwestern region of Oklahoma. A strategy to address this problem was to introduce a mentorship process that would help support the NGRNs as they transition into independent practice in the clinical setting. The goal of this project was to develop a mentorship program for future implementation. The Partners In Nursing (PIN) program sponsored by the Robert Wood Johnson Foundation, and developed by the American Association of Colleges of Nursing
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40

Clements, Andrew James. "Commitment in students training for caring professions : a focus on student nurses' experience of support." Thesis, University of Bedfordshire, 2012. http://hdl.handle.net/10547/233630.

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This thesis reports a mixed-method investigation into the relationship between training experiences and commitment in students training for a caring profession such as nursing. There are recruitment and retention difficulties in healthcare care professions (Storey, Cheater, Ford and Leese, 2009) and on nursing courses (Waters, 2006). While extensive research has examined the retention of student nurses, little is known about the antecedents, experience and impact of work commitment in student nurses. The findings of such research have the potential to inform interventions and enhance support s
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41

Cowin, Leanne S. "The self-concept of nurses and its relationship to job satisfaction." Thesis, View thesis View thesis, 2002. http://handle.uws.edu.au:8081/1959.7/59.

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This study explores the development and rigorous testing of a new self-concept instrument designed specifically for nurses for use in a longitudinal, multicohort study on self-concept, job satisfaction and retention in nursing.The outcomes of this study are that nurses' self-concept can now be measured by a new theoretically and empirically substantiated multidimensional instrument. This will provide potential new directions for nursing research on which to build specific self-concept enhancement and retention strategies. The transitional period of student to graduate nurse can be the subject
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42

Björn, Catrine. "Attractive Work : Nurses´ work in operating departments, and factors that make it attractive." Doctoral thesis, Uppsala universitet, Vårdvetenskap, 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-266338.

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Background: Previous studies show that nurse retention is one of the most effective strategies to counteract nursing shortages. Few studies have focused on the crucial resource of registered specialist nurses in operating departments. Aim: The overall aim of this thesis was to gain knowledge on registered specialist nurses’ and assistant nurses’ work in operating departments and on what factors they consider to be important for attractive work. Methods: In Study I, operating room nurses were interviewed regarding their perspective on their work. In Studies II and III, specialist registered nu
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43

Terera, Sharon Ruvimbo. "The impact of human resource practices on employee commitment and retention among nurses in Amathole district, South Africa." Thesis, University of Fort Hare, 2014. http://hdl.handle.net/10353/d1017905.

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This study explored the impact of human resource practices on employee commitment and retention among nurses in Amathole District, South Africa. The objectives of this study were to determine the influence of human resources practices (HR) on nurse retention in public hospitals; investigate the influence of HR practices on organizational commitment of nurses, and retention and to make recommendations to the hospitals on possible ways to improve the organisational commitment and employee retention of nurses based on the research findings. The study utilized a quantitative research design and qu
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44

Dowell, Mary L. "Why they succeed : completion, retention, and early departure of registered nurses returning for the baccalaureate degree in nursing /." Full text (PDF) from UMI/Dissertation Abstracts International, 2000. http://wwwlib.umi.com/cr/utexas/fullcit?p3004255.

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45

Dorsey, Maggie Thurmond. "Nursing education administrators' perceptions of the recruitment and retention of African American male nursing students." Click here to access dissertation, 2005. http://www.georgiasouthern.edu/etd/archive/fall2005/maggie_t_dorsey/dorsey_maggie_t_200508_edd.pdf.

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Thesis (Ed.D.)--Georgia Southern University, 2005.<br>"A dissertation submitted to the Graduate Faculty of Georgia Southern University in partial fulfillment of the requirements for the degree Doctor of Education." In Education Administration, under the direction of Michael D. Richardson. ETD. Electronic version approved: December 2005. Includes bibliographical references (p. 124-144) and appendices.
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46

Miller, Beverly Elaine. "Losing New Graduate Bedside Nurses, a Practice Improvement Initiative." ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/3904.

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New graduate nurses (NGNs) at bedside are faced with numerous challenges, which prompt them to leave jobs in their first year. The transition from being a student to competent nurse requires a NGN to have the necessary skills and experience. Subsequently, hospitals continue to face shortages of staff because of high turnover and low retention levels. Nonetheless, evidence from reviewed literature has indicated that the use of residency programs can increase NGNs' stay at bedside, improve retention, reduce costs of operations, and return employees' turnover. The purpose of this quality improvem
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47

Lopez, Jamie B. "Compassion Fatigue and Burnout: Awareness and Prevention for the Novice Nurse Population." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/5094.

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Compassion fatigue (CF) and burnout (BO) in the novice nurse population can negatively affect the organization, patient safety, patient satisfaction, and the individual. Novice nurses are susceptible to the development of CF and BO due to a lack of knowledge about the causes and the stress experienced as the novice nurse transitions to practice. The purpose of this staff education project was to fill the gap in practice by creating awareness about CF and BO during the nurse orientation process and by providing prevention strategies. The relationship-based care model and the theory of planned b
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Muncey, Tessa Kathleen. "The good nurse : born or made?; the implications for selection and retention from an investigation of the relative importance of previous socialisation and current education of nurses." Thesis, Cranfield University, 2000. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.340960.

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Ramdas, Leonard Harichand. "Strategies to Prevent the Unintentional Retention of Foreign Objects in Surgical Patients." ScholarWorks, 2015. https://scholarworks.waldenu.edu/dissertations/1656.

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The Institute of Medicine's report in 2000, To Err Is Human: Building a Safer Health System, highlighted the seriousness of medical errors in the U.S. health care system. The unintentional retention of foreign objects in surgical patients is one of those errors. At the time of this study, there was no standardized counting policy and process across operating rooms in the United States. The purpose of this project was to develop a best practice educational counting program to help prevent the unintentional retention of foreign objects in surgical patients. The Logic Model was used to guide the
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McClelland, Beverley. "Critical factors that influence staff retention in an acute perioperative environment a thesis in partial fulfilment of the degree in Master of Health Science at Auckland University of Technology, April 2004." Full thesis. Abstract, 2004. http://puka2.aut.ac.nz/ait/theses/McClellandB.pdf.

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