Hello Janeen

I don't know if these are what you were hoping for; these might be of interest although they do not mention 'retention' specifically:

Mentor preparation for nursing education in Northern Ireland;

https://www.qub.ac.uk/schools/SchoolofNursingandMidwifery/Mentorship/filestore/Filetoupload,176514,en.doc

This is similar 'Mentor Guidance Document' is from the University of Derby:

http://www.derby.ac.uk/media/derbyacuk/contentassets/documents/ehs/adns-mentor-guidance-documents.doc

A lot of different sources discuss various types of mentoring or preceptorship; this is from the Nursing Times:

Lawson, L. (2010). CPD for mentors: creating a portfolio. Nursing times, 107(21), 15-18.

http://www.nursingtimes.net/nursing-practice/specialisms/educators/cpd-for-mentors-creating-a-portfolio/5030377.article

This paper about preceptorship was also assessed by formative and summative evaluation; I have the full text if you are unable to access it:

Fargotstein, B. P. (2006). Preceptorship: A shared journey between practice & education. Journal of Psychosocial Nursing & Mental Health Services, 44(2), 31.

http://www.ncbi.nlm.nih.gov/pubmed/16526530

This paper looks informative, but I have only managed to access the abstract:

Schoessler, M., & Waldo, M. (2006). Organizational infrastructure to support development of newly graduated nurses. Journal for Nurses in Professional Development, 22(6), 286-293.

http://www.ncbi.nlm.nih.gov/pubmed/17149044

Very best wishes re the planning of the doctoral study

Mary

Dear Janeen:

I suggest reviewing the following link

http://www.uaemex.mx/cieao/doctorado.html

Hello Janeen!

I recommend you checking this paper, NURSING ORIENTATION PROGRAMS AND THEIR EFFECT ON THE

RETENTION OF THE REGISTERED NURSE

and this article too, Employee Orientation Training.

All the best!

http://scholarworks.montana.edu/xmlui/bitstream/handle/1/1706/LarsonS0512.pdf?sequence=1

http://trainingtoday.blr.com/employee-training-topics/Employee-Orientation-Training

Thank you all for responding and I will certainly look over the sites and articles mentioned

Janeen

Hello, Janeen.

I concur with the above listed articles.  However, just to chime in on a personal note,

successful orientation programs are based in mentorship and teamwork.  If the new hire feels like they have been "thrown to the wolves" or that the other nurses are  "eating their young", they will not do as well as they would in a nurturing environment. 

We stress to students the care and compassion that goes into being a nurse.  The new hire is scared to do ANY wrong.  If they have support and growth within their orientation time, they will view their work environment through different eyes.

Again, just personal note from experience. 

I would like to suggest to review your orientation methods in relation to the vision and mission and  for the purpose of successful retention of new graduate nurses.

First of all, the orientation program should be prepared according to graduates own needs. They don't only need knowledge, they want to fuse with the system, and overcome their concerns and fears.

So I suggest to include counseling and peer discussion in orientation programs!!

Am wondering about the role of resilience and its importance in new grad retention.  How well does undergraduate nursing curricula contribute to development of resilience in our students as we prepare them to enter the work force?    

Thank you all for your responses and certainly nurturing and feeling a part of a team is a large part o any orientation. 

Julie, a great question and a great potential study.

Janeen,

Myself and a few faculty colleagues at MSU are looking at undertaking such a study.  Glad to hear you feel it would be a good potential study as well.  Kind regards.