may be a useful strategy to increase new graduates
access to information and enhance retention (Laschinger
et al. 2003).
The results further revealed that newly-graduated
nurses felt limited access to support. This is concerning
as novice nurses need of a high degree of support at the
beginning of their careers (Beecroft et al. 2008). Providing
comprehensive orientation and mentorship
opportunities is one way management can enhance
novice nurses access to support. In Ontario, initiatives
such as the NGG (Health Force Ontario 2008) have
certainly contributed to this source of support for new
members. Providing advice and assistance when needed
have also been identified as forms of workplace support
(Chandler 1986). While much of this is in place in many
organizations, the complexity of the health care system
often negates existing staff from providing newlygraduated
nurses with the support they likely desire.
The effectiveness of programmes aimed at increasing
support might also be limited if ones work environment
is plagued with negative and/or unsupportive colleagues.
According to Farrell (2001) many employees
do not get the support they need.
Participants in the present study revealed impact to be
the least psychologically empowering. As newlygraduated
nurses have a strong desire to make a difference
in the work they do (Wieck et al. 2009), nurse
administrators could increase their sense of impact by
ensuring they are provided with ongoing feedback,
positive reinforcement and praise for their achievements.
As the complexity of the administrative role may
preclude nurse managers from providing such feedback,
making a commitment to ensure strategies are in place
for senior staff to provide this feedback is essential.
Recognizing and honouring employees could also be
manifested in simple ways such as nurse of the month
awards, staff recognition boards or notes of appreciation.
Making a commitment to creating a culture of
appreciation is certainly feasible and likely to be selfreplicating.
Furthermore, as the results of the present
study revealed impact to be significantly correlated with
commitment, increasing newly-graduated nurses sense
of impact could enhance retention.
The majority of new graduates in the present study
perceived some degree of incivility in the workplace.
For this reason, adopting a code of conduct regarding
issues of incivility to protect victims, hold perpetrators
responsible and promote communication, is necessary.
Organizations might also benefit from offering inservices
on conflict management and relationship
building. Interventions such as the Civility, Respect and
Engagement in the Workplace (CREW) initiative