Online Program

Racial Disparities Affecting Hispanics in the UHC/AACN Nurse Residency Program

Wednesday, November 4, 2015

Luis Rodriguez Gonzalez, MD, DrPH, MPH, RN, Department of Public Health and Management, School of Health Sciences and Practice of New York Medical College, Valhalla, NY
Hispanic nursing professionals are disproportionately affected by high-turnover and low-retention. However, programs successfully increasing first-year employment retention in hospitals, such as the UHC/AACN Nursing Residency Program (NRP), haven’t been investigated for racial disparities. Therefore, this study aimed to identify racial disparities in NRP retention rates and any associations to work-related stress and satisfaction factors. Retention rates among the two sub-cohorts of interest (Hispanic and non-Hispanic whites) were analyzed using Chi-square and adjusted residual post-hoc analysis. Then, the data collected from the NRP’s survey on stress/satisfaction factors were categorized to an additional level of ethnicity and analyzed using 3-way contingency tables and chi-square analysis. Results show Hispanic underrepresentation (3.5%) is substantial while the non-Hispanic white majority was over-represented (78.2%). Retention rates were significantly lower in the Hispanic cohort (94.9%; Z= -2.4) relative to the non-Hispanic white group (96.1%; Z=6.7) indicating racial disparities in program retention. All satisfaction factors (satisfaction with: salary, workplace responsibilities and supervisor feedback) were significantly associated with increased retention in both cohorts. On the other hand, stress in: personal life (stress-PL), finances (stress-F) and job-performance (stress-JP) were all found to decrease retention in the non-Hispanic white cohort (stress-PL:X2=16.59, p<0.001) (stress-F:X2=20.33, p<0.001) and (stress-JP:X2 =7.404, p=0.007) but none were associated with decreased retention in the Hispanic cohort. These findings suggest that participant satisfaction may be contributing to program success in all groups. However, the sensitivity to stress seen in the non-Hispanic white cohort may be absent in the Hispanic group signaling possible underlying disadvantages in job-mobility and financial-stability.

Learning Areas:

Administer health education strategies, interventions and programs
Administration, management, leadership
Diversity and culture
Implementation of health education strategies, interventions and programs
Public health or related education
Public health or related nursing

Learning Objectives:
Identify racial disparities in first year Hispanic nursing employment retention rates along with factors influencing the Hispanic results in the UHC/AACN Nursing Residency Program. Link five indicators that can help decrease Hispanic nursing student undergraduate attrition and decrease first year Hispanic nurse turnover.

Keyword(s): Nursing Education, Minority Research

Presenting author's disclosure statement:

Qualified on the content I am responsible for because: DrPH Doctoral Dissertation Defense approved 2/10/15; MPH in 2010 and awarded the SHSP of NYMC 2010 Outstanding Thesis Award; Have ten accredited publications; Received an MD degree in 1977 NYMC, Specialty in Obstetrics and Gynecology Downstate SUNY Medical Center in 1981; Specialty Practice for 28 years; Currently, also in last semester of Nursing (schedule to take NCLEX in June or July of 2015. Finally, involve in community youth interventional research federally funded program.
Any relevant financial relationships? No

I agree to comply with the American Public Health Association Conflict of Interest and Commercial Support Guidelines, and to disclose to the participants any off-label or experimental uses of a commercial product or service discussed in my presentation.