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ERIC Number: ED548018
Record Type: Non-Journal
Publication Date: 2012
Pages: 122
Abstractor: As Provided
Reference Count: N/A
ISBN: 978-1-2674-2442-6
A Comparison of Single-Purpose and Non-Single-Purpose Clinical Education on the Retention Rates of Registered Nursing Graduates
Bush, Dana I.
ProQuest LLC, Ph.D. Dissertation, Capella University
There are 26 single-purpose nursing programs in the United States. They are nursing programs operated by hospitals with the single purpose of supplying the hospitals with well-prepared health care staff. Using a quantitative methodology and an ex post facto design, this study compared employment retention rates between single-purpose and non-single-purpose nursing programs at one of the hospitals associated with one of the single-purpose nursing programs left in the United States. Making use of the CAN-care model (Raines, 2006), which is the collaborative approach to nursing education, predicting the factors for employment retention rates were explored. Archived data were accessed from the hospital's human resource (HR) department records. The results showed no significant differences between preemployment educational preparation, specifically focusing on single-purpose versus non-single-purpose nursing programs. Retention rates between the two groups, non-single-purpose and single-purpose education, were not significantly different. For non-single-purpose education, 81.3% of the sample was retained at 12 months, 69.2% was retained at 24 months, and 62.6% was retained at 36 months. For single purpose, 86.1% was retained at 12 months, 75.1% was retained at 24 months, and 67.1% was retained at 36 months. For non-single-purpose education, age at hire had a mean of 28.91 and the non-single-purpose nursing age at hire had a mean of 31.08. Time employed for non-single-purpose nurses had a mean of 24.60 months, and the time employed for single purpose education had a mean of 26.09 months. This study has significant implications for health care organizations and nursing programs nationwide. The findings demonstrate that there is a lack of evidence of the benefits to hospitals to financially support single-purpose nursing programs with the sole intention of populating the hospital with well-prepared nurses. This study could impact decisions made by HR and unit managers when hiring graduate nurses as well as health care organizations when creating clinical placements for various nursing programs, and it could influence future practices of accreditation organizations such as the State Board of Nursing and Joint Commission. [The dissertation citations contained here are published with the permission of ProQuest LLC. Further reproduction is prohibited without permission. Copies of dissertations may be obtained by Telephone (800) 1-800-521-0600. Web page:]
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Publication Type: Dissertations/Theses - Doctoral Dissertations
Education Level: Higher Education; Postsecondary Education
Audience: N/A
Language: English
Sponsor: N/A
Authoring Institution: N/A