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      Monitoring the newly qualified nurses in Sweden: the Longitudinal Analysis of Nursing Education (LANE) study

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          Abstract

          Background

          The Longitudinal Analysis of Nursing Education (LANE) study was initiated in 2002, with the aim of longitudinally examining a wide variety of individual and work-related variables related to psychological and physical health, as well as rates of employee and occupational turnover, and professional development among nursing students in the process of becoming registered nurses and entering working life. The aim of this paper is to present the LANE study, to estimate representativeness and analyse response rates over time, and also to describe common career pathways and life transitions during the first years of working life.

          Methods

          Three Swedish national cohorts of nursing students on university degree programmes were recruited to constitute the cohorts. Of 6138 students who were eligible for participation, a total of 4316 consented to participate and responded at baseline (response rate 70%). The cohorts will be followed prospectively for at least three years of their working life.

          Results

          Sociodemographic data in the cohorts were found to be close to population data, as point estimates only differed by 0-3% from population values. Response rates were found to decline somewhat across time, and this decrease was present in all analysed subgroups. During the first year after graduation, nearly all participants had qualified as nurses and had later also held nursing positions. The most common reason for not working was due to maternity leave. About 10% of the cohorts who graduated in 2002 and 2004 intended to leave the profession one year after graduating, and among those who graduated in 2006 the figure was almost twice as high. Intention to leave the profession was more common among young nurses. In the cohort who graduated in 2002, nearly every fifth registered nurse continued to further higher educational training within the health professions. Moreover, in this cohort, about 2% of the participants had left the nursing profession five years after graduating.

          Conclusion

          Both high response rates and professional retention imply a potential for a thorough analysis of professional practice and occupational health.

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          Most cited references30

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          Longitudinal studies in organizational stress research: a review of the literature with reference to methodological issues.

          Demonstrating causal relationships has been of particular importance in organizational stress research. Longitudinal studies are typically suggested to overcome problems of reversed causation and third variables (e.g., social desirability and negative affectivity). This article reviews the empirical longitudinal literature and discusses designs and statistical methods used in these studies. Forty-three longitudinal field reports on organizational stress were identified. Most of the investigations used a 2-wave panel design and a hierarchical multiple regression approach. Six studies with 3 and more waves were found. About 50% of the studies analyzed potential strain-stressor (reversed causation) relationships. In about 33% of the studies there was some evidence of reverse causation. The power of longitudinal studies to rule out third variable explanations was not realized in many studies. Procedures of how to analyze longitudinal data are suggested.
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            Nurse turnover: a literature review.

            Ongoing instability in the nursing workforce is raising questions globally about the issue of nurse turnover. A comprehensive literature review was undertaken to examine the current state of knowledge about the scope of the nurse turnover problem, definitions of turnover, factors considered to be determinants of nurse turnover, turnover costs and the impact of turnover on patient, and nurse and system outcomes. Much of the research to date has focused on turnover determinants, and recent studies have provided cost estimations at the organizational level. Further research is needed to examine the impact of turnover on health system cost, and how nurse turnover influences patient and nurse outcomes.
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              Transition shock: the initial stage of role adaptation for newly graduated registered nurses.

              The aim of this paper is to provide a theoretical framework of the initial role transition for newly graduated nurses to assist managers, educators and seasoned practitioners to support and facilitate this professional adjustment appropriately. The theory of Transition Shock presented here builds on Kramer's work by outlining how the contemporary new graduate engaging in a professional practice role for the first time is confronted with a broad range and scope of physical, intellectual, emotional, developmental and sociocultural changes that are expressions of, and mitigating factors within the experience of transition. This paper offers cumulative knowledge gained from a programme of research spanning the last 10 years and four qualitative studies on new graduate transition. New nurses often identify their initial professional adjustment in terms of the feelings of anxiety, insecurity, inadequacy and instability it produces. The Transition Shock theory offered focuses on the aspects of the new graduate's roles, responsibilities, relationship and knowledge that both mediate the intensity and duration of the transition experience and qualify the early stage of professional role transition for the new nursing graduate. Transition shock reinforces the need for preparatory theory about role transition for senior nursing students and the critical importance of bridging undergraduate educational curricula with escalating workplace expectations. The goal of such knowledge is the successful integration of new nursing professionals into the stressful and highly dynamic context of professional practice.
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                Author and article information

                Journal
                Hum Resour Health
                Human Resources for Health
                BioMed Central
                1478-4491
                2010
                27 April 2010
                : 8
                : 10
                Affiliations
                [1 ]Division of Psychology, Department of Clinical Neuroscience, Karolinska Institutet, SE-17177 Stockholm, Sweden
                [2 ]Division of Nursing, Department of Neurobiology, Care Sciences and Society, Karolinska Institutet, SE-14183 Huddinge, Sweden
                Article
                1478-4491-8-10
                10.1186/1478-4491-8-10
                2880980
                20423491
                a23a0228-fa95-4722-b4f0-28632acc8c5a
                Copyright ©2010 Rudman et al; licensee BioMed Central Ltd.

                This is an Open Access article distributed under the terms of the Creative Commons Attribution License ( http://creativecommons.org/licenses/by/2.0), which permits unrestricted use, distribution, and reproduction in any medium, provided the original work is properly cited.

                History
                : 7 July 2009
                : 27 April 2010
                Categories
                Research

                Health & Social care
                Health & Social care

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