Online Program

Racial Disparities in the UHC/AACN Nurse Residency Program

Tuesday, November 3, 2015 : 11:30 a.m. - 11:45 a.m.

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
The UHC/AACN Nurse Residency Program (NRP) has been successful in increasing first-year employment retention in participating hospitals, but the program has not been studied for racial disparities. Therefore, this study aimed to investigate NRP retention rates among different ethnicity sub-groups and any associations to workplace stress and satisfaction factors. The NRP ethnicity sub-groups were non-Hispanic whites, African-Americans, Hispanics and other races. The corresponding retention rates were compared using chi-square and adjusted residual analysis. The data collected from the NRP’s survey on stress and satisfaction were categorized to an additional level of ethnicity (3-way contingency tables) and analyzed using chi-square analysis. The lowest program retention rates corresponded to African-Americans (92.8%; Z=7.4) followed by Hispanics (94.9%; Z=-2.4) and non-Hispanic whites (96.1%; Z=6.7) suggesting that racial disparities in retention affected African-American minorities to a larger degree than any other minority sub-group. In terms of surveyed satisfaction and stress factors, satisfaction with salary, workplace-responsibilities and supervisor-feedback were all significantly associated with increased retention in all groups. On the other hand, the effects of stress on retention varied significantly based on the racial cohort studied. Stress in personal-life (stress-PL), finances (stress-F) and job-performance (stress-JP) were all associated with decreased retention rates in the non-Hispanic white sub-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 not in the African-American or Hispanics sub-groups. Taken together, these findings suggest that targeting African-Americans more aggressively and reducing stress and increasing satisfaction may be effective tactics in reducing racial disparities in nursing and public health.

Learning Areas:

Administer health education strategies, interventions and programs
Implementation of health education strategies, interventions and programs
Planning of health education strategies, interventions, and programs
Public health or related education
Public health or related nursing
Public health or related research

Learning Objectives:
Identify racial disparities in first year African-American hospital nursing employment retention rates along with factors influencing the African-American results in the UHC/AACN Nursing Residency Program that can be applied to Public Health. Link five indicators that can help decrease African-American nursing student undergraduate attrition and decrease first year African-American nurse turnover with applications to hospitals and Public Health.

Keyword(s): Workforce, Nurses/Nursing

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.