Korea Journal of Hospital Management (한국병원경영학회지)

Korean Society of Hospital Management (한국병원경영학회)
권호 표지

The Development and Simulation of Training Cost Estimating Model for the Operation of the Nurse Residency Program

신규간호사 교육 프로그램(Nurse Residency Program) 운영을 위한 교육비용 산출 모형 개발 및 모의 적용

  • Jung, Hanna (Department of Medical Education, Yonsei University College of Medicine) ;
  • An, Shinki (Department of Medical Education, Yonsei University College of Medicine)
  • 정한나 (연세대학교 의과대학 의학교육학교실) ;
  • 안신기 (연세대학교 의과대학 의학교육학교실)
  • Received : 2020.09.01
  • Accepted : 2020.12.16
  • Published : 2020.12.30
Download PDF
⟨ Previous Next ⟩

Abstract

Purpose: This study aims to develop a cost model for NRP (Nursing Residency Program) operation and ultimately provide evidence for financial factors for NRP operation in the future by simulating a cost model. Methodology: This study developed a model for the NRP education cost calculation model based on the review of Hansen's model, which has systematically reported on the development and operation of NRP, and discussions with nursing education experts at a university-affiliated hospital. With the simulation, it was intended to predict nurses' supply and demand in the long term and to calculate changes in long-term education costs. Findings: Firstly, turnover model, term model, cost model necessary for calculating a model for the NRP education cost calculation model was set up. Secondly, the simulation showed the following results; 1) the proportion of newly graduated nurses less than 5 years of working decreases gradually over time, which will make the composition of nurses more balanced. 2) In the first year of the partial introduction of NRP, the cost of training new nurses was about 2.1 times higher than before. After the introduction, the training cost in the 13th year began to be lesser than before the introduction, and in the 25th year, it decreased by 28.1% compared to before the introduction. Practical Implications: Firstly, NRP would be an effective way to solve the higher turnover and frequent departure of new nurses and the imbalance of nurses' composition. Secondly, although the costs of NRP are incurred in the early stages, in the end, NRP training costs are reduced compared to before the introduction of NRP. It is necessary to systematically understand the contribution effect of NRP by analyzing the economic value of NRP considering financial and non-monetary returns in the future and providing a basis for decision-making related to NRP implementation.

Keywords

References

  1. Ministry of Health and Welfare. Measures to improve the working environment and treatment of nurses. 2018 Mar 20.
  2. Shin Y, Yoon K, Kim S, Lee N, Lim J, Lee J, et al. Survey on health and medical personnel. Sejong:Korea Institute for Health and Social Affairs;2018.
  3. Cheong H, Yun S. Process of overcoming turnover intention in career nurses. J Korean Acad Nurs Adm 2013;19(3):414-426. https://doi.org/10.11111/jkana.2013.19.3.414
  4. Hospital Nurses Association. Survey on the status of Hospital Nurses. 2013-2019.
  5. Brewer CS, Kovner CT, Greene W, Tukov-Shuser M, Djukic M. Predictors of actual turnover in a national sample of newly licensed registered nurses employed in hospitals. J Adv Nur 2012;68:521-38. https://doi.org/10.1111/j.1365-2648.2011.05753.x
  6. Ji E, Kim J. Factor influencing new graduate nurses turnover intention according to length of service. Journal of Korean Academy of Nursing Administration 2018;24(1):51-60. https://doi.org/10.11111/jkana.2018.24.1.51
  7. Jones CB, Gates M. Costs and benefits of nurse turnover: a business case for nurse retention. Online J Issues Nurs. 2007;12(3).
  8. Van Camp J, Chappy S. The effectiveness of nurse residency programs on retention: a systematic review. AORN J 2017;106(2):128-144. https://doi.org/10.1016/j.aorn.2017.06.003
  9. Maben J, Latter S, Clark JM. The theory-practice gap: impact of professional-bureaucratic work on newly qualified nurses. Journal of Advanced Nursing 2006;55(4):465-477. https://doi.org/10.1111/j.1365-2648.2006.03939.x
  10. Park S, Jo K, Jwa Y, Kang D, Lee Y. A Study on the status of nurse activities. Cheongju: Korea Health Industry Development Institute;2014.
  11. Pertiwi RI, Hariyati RTS. Effective orientation programs for new graduate nurses: a systematic review. Enferm Clin 2019;29(S2):612-618. https://doi.org/10.1016/j.enfcli.2019.04.094
  12. Rush KL, Adamack M, Gordon J, Lilly M, Janke R. Best practices of formal new graduate nurse transition programs: an integrative review. International Journal of Nursing Studies 2013;50:345-356. https://doi.org/10.1016/j.ijnurstu.2012.06.009
  13. Anderson G, Hair C, Todero C. Nurse residency programs: An evidence-based review of theory, process, and outcomes. Journal of Professional Nursing 2012;28(4):203-212. https://doi.org/10.1016/j.profnurs.2011.11.020
  14. Ackerson K, Stiles KA. Value of nurse residency programs in retaining new graduate nurses and their potential effect on the nursing shortage. Journal of Continuing Education in Nursing. 2018;49(6):282-288. https://doi.org/10.3928/00220124-20180517-09
  15. Almada P, Carafoli K, Flattery JB, French DA, McNamara M. Improving the retention rate of newly graduated nurses. Journal for Nurses in Staff Development 2004;20(6):268-273. https://doi.org/10.1097/00124645-200411000-00006
  16. Hansen, J. Nurse residency program builder (2nd ed.). Danvers, MA: HCPro; 2018.
  17. Shin S, Park Y, Kim M, Kim J, Lee I. Survey on the education system for new graduate nurses in hospitals: focusing on the preceptorship. Koream Medical Education Review 2019;21(2):112-122.
  18. Levin HM, McEwan PJ. Cost-effectiveness analysis: methods and applications. 2nd ed. CA: Sage Publications: 2000.
  19. Park M, Jones CB. A retention strategy for newly graduated nurses. Journal for Nurses in Staff Development 2010;26(4):142-149. https://doi.org/10.1097/nnd.0b013e31819aa130
  20. Hillman L, Foster RR. The impact of a nursing transitions programme on retention and cost savings. Journal of Nursing Management 2010;19:50-56. https://doi.org/10.1111/j.1365-2834.2010.01187.x
  21. Baxter PE. Providing orientation programs to new graduate nurses. Journal for Nurses in Staff Development 2010;26(4):E12-E17. https://doi.org/10.1097/NND.0b013e3181d80319
  22. Hansen, J. The financial case for nurse residency programs, part 2. Journal for Nurses in Professional Development 2015;31(1):51-3. https://doi.org/10.1097/NND.0000000000000124
  23. Jones CB. The costs of nurse turnover: part 1: an economic perspective. J Nurs Adm 2004;34(12):562-70. https://doi.org/10.1097/00005110-200412000-00006
  24. Cohn E, Geske TG. Economics of Education. 3rd ed. New York: Pergamon Press; 1990.
  25. Anderson T, Linden L, Allen M, Gibbs E. New graduate RN work satisfaction after completing an interactive nurse residency. J Nurs Adm. 2009;39(4):165-169. https://doi.org/10.1097/NNA.0b013e31819c9cac
  26. Meyer Bratt M. Retaining the next generation of nurses: the Wisconsin nurse residency program provides a continuum of support. J Contin Educ Nurs. 2009;40(9):416-425. https://doi.org/10.3928/00220124-20090824-05
  27. Goode CJ, Lynn MR, McElroy D, Bednash GD, Murray B. Lessons learned from 10 years of research on a post-baccalaureate nurse residency program. J Nurs Adm. 2013;43(2):73-79. https://doi.org/10.1097/NNA.0b013e31827f205c
  28. Halfer D. A magnetic strategy for new graduate nurses. Nurs Econ. 2007;25(1):6-11.
  29. Herdrich B, Lindsay A. Nurse residency programs: redesigning the transition into practice. J Nurses Staff Dev. 2006;22(2):55-62. https://doi.org/10.1097/00124645-200603000-00003
  30. Keller JL, Meekins K, Summers BL. Pearls and pitfalls of a new graduate academic residency program. J Nurs Adm. 2006;36(12):589-598. https://doi.org/10.1097/00005110-200612000-00010
  31. Kramer M, Halfer D, Maguire P, Schmalenberg C. Impact of healthy work environments and multistage nurse residency programs on retention of newly licensed RNs. J Nurs Adm. 2012;42(3):148-159. https://doi.org/10.1097/NNA.0b013e31824808e3
  32. Nadler-Moodie M, Loucks J. The implementation of a new-graduate nurse residency training program directly into psychiatricemental health nursing. Arch Psychiatr Nurs. 2011;25(6):479-484. https://doi.org/10.1016/j.apnu.2011.03.002
  33. Pine R, Tart K. Return on investment: benefits and challenges of a baccalaureate nurse residency program. Nurs Econ. 2007;25(1):13-18, 39.
  34. Ulrich B, Krozek C, Early S, Ashlock CH, Africa LM, Carman ML. Improving retention, confidence, and competence of new graduate nurses: results from a 10-year longitudinal database. Nurs Econ. 2010;28(6):363-375.
  35. Beecroft P, Kunzman L, Krozek C. RN internship Outcomes of a oneyear pilot program. Journal of Nursing Administration 2001;31(12):575-582. https://doi.org/10.1097/00005110-200112000-00008
  36. Hansen, J. The financial case for nurse residency programs, part 1. Journal for Nurses in Professional Development 2014;30(6):322-4. https://doi.org/10.1097/NND.0000000000000109
  37. Hansen, J. The financial case for nurse residency programs, part 3. Journal for Nurses In Professional Development 2015;31(2):116-117. https://doi.org/10.1097/NND.0000000000000150