When advanced practice registered nurses (APRNs) complete their graduate program and are ready to start their first job, it is an exciting time! Unfortunately, as these practitioners leave the comforts of academia to enter the workplace, feelings of stress and insecurity are frequently reported (Kelly & Mathews, 2001; Valdes-Pierce, 2004). The transition can be both challenging and overwhelming (Gearhart, 2011). Bahouth and Esposito-Herr (2009) reported survey results of newly graduated nurse practitioners (NPs) that described feelings of not being prepared for the expectations of their new job and role, as well as a general lack of support. Anecdotally, these same concerns have been expressed by new hire certified registered nurse anesthetists
…show more content…
Careful consideration of the scores provided useful information regarding the context for implementation of a CRNA preceptor program. The context dimensions of leadership, culture, formal interactions (with two non-applicable items removed-no family conference or patient rounds in anesthesia) and organizational slack all scored a mean of “4” on the Likert Scale, indicative of agreement or occurring frequently. The context dimensions of feedback/evaluation, informal interactions, connections among people/social capital and structural and electronic resources had mean scores between “3” and “4” on the Likert scale which fell in the range of neutrality and agreement or occurring occasionally to frequently. The barriers and enablers for change must be examined prior to implementation of a CRNA preceptor …show more content…
Supporting this, Greenhalgh’s model was successfully used to make a system wide change related to workforce and human resource management (Macfarlane et al., 2011). Conceptually, there are three points of the model: the innovation (the CRNA preceptor program), adoption/assimilation (by the administration, CRNA preceptors, new hire CRNAs) and dissemination (announcements, emails, educational participation and evaluation). Barriers and enablers are encompassed under the concept of system
Careful consideration of the scores provided useful information regarding the context for implementation of a CRNA preceptor program. The context dimensions of leadership, culture, formal interactions (with two non-applicable items removed-no family conference or patient rounds in anesthesia) and organizational slack all scored a mean of “4” on the Likert Scale, indicative of agreement or occurring frequently. The context dimensions of feedback/evaluation, informal interactions, connections among people/social capital and structural and electronic resources had mean scores between “3” and “4” on the Likert scale which fell in the range of neutrality and agreement or occurring occasionally to frequently. The barriers and enablers for change must be examined prior to implementation of a CRNA preceptor …show more content…
Supporting this, Greenhalgh’s model was successfully used to make a system wide change related to workforce and human resource management (Macfarlane et al., 2011). Conceptually, there are three points of the model: the innovation (the CRNA preceptor program), adoption/assimilation (by the administration, CRNA preceptors, new hire CRNAs) and dissemination (announcements, emails, educational participation and evaluation). Barriers and enablers are encompassed under the concept of system