New Graduates (new + graduate)

Distribution by Scientific Domains

Selected Abstracts

Recent veterinary graduates over the last five decades: recollections and perceptions

Objective To describe the attitudes of veterinary graduates over the last 50 years to their experiences as recent graduates Design A questionnaire, sent by mail. Procedure A questionnaire seeking information on experiences as a recent graduate was sent to about 100 veterinarians who graduated in or about 1950, 1960, 1970, 1980, 1990 and 2000, and 68% responded. Data were entered onto an Excel spreadsheet, and analysed with the SAS System 8 for Windows. Results Most veterinarians who graduated in 1970 and earlier were generally satisfied with their conditions, even though these were often taxing. In the 1970s the cattle industry faltered and rural practice suffered a downturn. Veterinary positions became scarce, and there were few opportunities for graduates to move on from an unsatisfactory workplace - as many were at that time. By 1980 many recent graduates were questioning their decision to study veterinary science. Many of them, working long hours under often stressful conditions, felt that that they were not receiving adequate help or support - or remuneration - from their employers, or respect from their clients. This also afflicted many who graduated in 1990, but by 2000 graduates were reporting an improvement. Their hours of work and the expectations placed on them were more manageable, and the level of help and support, and remuneration, were more acceptable. As a result they found their first year much more enjoyable than had those who had graduated since about 1970. Many of the factors contributing to this improvement resulted from changes in society generally. Specifically, both graduates and employers have become more conscious of what might reasonably be expected, an Award specified minimum levels, the AVA started accrediting New Graduate Friendly Practices, publishing a most informative New Graduate Guide, and helping in other ways. Remuneration, especially when compared with comparable professions, continues to be a source of discontent. Furthermore, despite improved conditions on average, many graduates still suffer under substandard conditions, and these can have an adverse effect on their health and their attitude to their career in veterinary science. Conclusions Average conditions of employment of recent veterinary graduates have improved somewhat after a nadir in the 1970s and 1980s, but they are still substandard for some. Remuneration remains the greatest source of dissatisfaction for recent graduates. [source]

New graduates: Experts in evidence-based practice

Annie McCluskey
No abstract is available for this article. [source]

New graduates scheme overhauled

Article first published online: 10 MAR 200
No abstract is available for this article. [source]

Caring for Staff Nurses

Sheryl Baarda RNC
While attending a party during the holidays, I listened to a discussion W between some nurses. One was a new graduate who had been working for about six months. She was beginning to experience the reality of being a staff nurse on a busy endocrinology floor. She felt the frustrations of the nursing shortage, as she was floated t o a different floor and working busy and odd shifts. [source]

Dual Diagnosis,Policy and Practice in Italy

Giuseppe Carrą MD
In Italy, dual diagnosis issues are affected by distinctive historical pathways. Since the end of the 1970s, the addiction field has been starved of psychiatric contribution, with the emphasis being on a pedagogical model of substance-related disorders and a bio-psycho-social model for mental health. As such, dual diagnosis treatment, service models, and research have only been developed in the last fifteen years. Substantial training needs with regard to dual diagnosis are identified in addiction and mental health professionals, and new graduate and undergraduate programs are required. Further research is needed as well as an evidence-based health policy from national and regional government. [source]

Educating European (Junior) Doctors for Safe Prescribing

Simon R. J. Maxwell
Junior doctors who have recently graduated are responsible for much of the prescribing that takes place in hospitals and are implicated in many of the adverse medication events. Analysis of such events suggests that lack of knowledge and training underlies many of them and it has been shown that dedicated training can increase prescribing performance. In the context of these problems, it is a matter of increasing concern that recent changes to undergraduate medical education may have reduced exposure to clinical pharmacology, a discipline dedicated to optimal practice in relation to medicines. For this reason, the European Association of Clinical Pharmacology and Therapeutics (EACPT) and British Pharmacological Society (BPS) jointly organized a meeting to explore (i) the state of undergraduate education in clinical pharmacology in Europe, (ii) the knowledge and competencies in relation to medicines that should be expected of a new graduate, (iii) assessments that might demonstrate that this minimum standard had been reached, (iv) a curriculum that might help medical students to achieve this standard and (v) how competence can be developed in the postgraduate phase. It was agreed that the lack of exposure to clinical pharmacology is a cause for concern at a time when the challenges facing junior prescribers have never been greater. The potential for undertaking further research was discussed. [source]

European College of Gerodontology: undergraduate curriculum guidelines in Gerodontology

Anastassia Kossioni
Effective undergraduate teaching of gerodontology to present and future dental students is important if good oral health care of older people is to be assured. A review of the undergraduate curriculum for gerodontology is presented and indicates the need for a knowledge base from which new graduates can develop a special interest in care of older patients. The aim is improved care of older patients, satisfaction for teaching staff involved and improved professional standing for Dentistry. Motivation of students could also be achieved by the positive match between rising patient awareness and ethical responsibility of the profession for those older patients. As it stands, the undergraduate curriculum should include topics on specific care for the elderly and other patient groups, which extend the competences already agreed by the Association for Dental Education in Europe (ADEE). The logistics of teaching these topics will need co-ordination of those staff with appropriate skill and interest, preferably as a development of existing curriculum content. [source]

Horizontal violence: experiences of Registered Nurses in their first year of practice

Brian G. McKenna BA MHSc RCpN
Background.,Interpersonal conflict among nurses (traditionally called ,horizontal violence' or ,bullying') is a significant issue confronting the nursing profession. However, there is a dearth of research focusing on horizontal violence experienced by new graduate nurses. Aims.,In order to assess the priority for preventive intervention programmes, the aims of this study were to determine the prevalence of horizontal violence experienced by nurses in their first year of practice; to describe the characteristics of the most distressing incidents experienced; to determine the consequences, and measure the psychological impact, of such events; and to determine the adequacy of training received to manage horizontal violence. Method.,An anonymous survey was mailed to nurses in New Zealand who had registered in the year prior to November 2000 (n = 1169) and 551 completed questionnaires were returned (response rate 47%). Information was requested on the type and frequency of interpersonal conflict; a description of the most distressing event experienced; the consequences of the behaviour; and training to manage such events. The Impact of Event Scale was used to measure the level of distress experienced. Results.,Many new graduates experienced horizontal violence across all clinical settings. Absenteeism from work, the high number of respondents who considered leaving nursing, and scores on the Impact of Event Scale all indicated the serious impact of interpersonal conflict. Nearly half of the events described were not reported, only 12% of those who described a distressing incident received formal debriefing, and the majority of respondents had no training to manage the behaviour. Conclusions.,First year of practice is an important confidence-building phase for nurses and yet many new graduates are exposed to horizontal violence, which may negatively impact on this process. The findings underscore a priority for the development of effective prevention programmes. Adequate reporting mechanisms and supportive services should also be readily available for those exposed to the behaviour. [source]

A literature review: factors that impact on nurses' effective use of the Medical Emergency Team (MET)

Lisa Jones
Aims and objectives., The aim of this literature review is to identify factors, both positive and negative, that impact on nurses' effective use of the Medical Emergency Team (MET) in acute care settings. Background., Outcomes for patients are often dependent on nurses' ability to identify and respond to signs of increasing illness and initiate medical intervention. In an attempt to improve patient outcomes, many acute hospitals have implemented a rapid response system known as the Medical Emergency Team (MET) which has improved management of critically ill ward patients. Subsequent research has indicated that the MET system continues to be underused by nurses. Design., A comprehensive thematic literature review. Methods., The review was undertaken using key words and the electronic databases of Cumulative Index to Nursing and Allied Health Literature (CINAHL), OVID/MEDLINE, Blackwell Synergy, Science Direct and Informit. Fifteen primary research reports were relevant and included in the review. Results., Five major themes emerged from the analysis of the literature as the major factors effecting nurses' use of the MET system. They were: education on the MET, expertise, support by medical and nursing staff, nurses' familiarity with and advocacy for the patient and nurses' workload. Conclusions., Ongoing education on all aspects of the MET system is recommended for nursing, medical and MET staff. Bringing MET education into undergraduate programs to prepare new graduates entering the workforce to care for acutely ill patients is also strongly recommended. Further research is also needed to determine other influences on MET activation. Relevance to clinical practice., Strategies that will assist nurses to use the MET system more effectively include recruitment and retention of adequate numbers of permanent skilled staff thereby increasing familiarity with and advocacy for the patient. Junior doctors and nurses should be encouraged to attend ward MET calls to gain skills in management of acutely ill patients. [source]

A hospitalist postgraduate training program for physician assistants,

Kristen K. Will MHPE PA-C
Abstract Many hospitalist groups are hiring physician assistants (PAs) to augment their physician services. Finding PAs with hospitalist experience is difficult. Employers often have to recruit PAs from other specialties or hire new graduates who have limited hospital experience. Furthermore, entry-level PA training focuses on primary care, with more clinical rotations centered in the outpatient setting. In light of these challenges, our institution created a 12-month postgraduate training program in Hospital Medicine for 1 PA per year. It is the first reported postgraduate PA hospitalist fellowship to offer a certificate of completion. The program's curriculum is based on the Society of Hospital Medicine (SHM) "Core Competencies," and is comprised of 12 one-month rotations in different aspects of hospital medicine supplemented by formal didactic instruction. In addition, the PA fellow completes "teaching modules" on various topics not directly covered in their rotations. Furthermore, this postgraduate physician assistant training program represents a model that can be utilized at almost any institution, academic or community-based. As the need for hospitalists increases, so will the need for trained physician assistants in hospital medicine. Journal of Hospital Medicine 2010;5:94,98. © 2010 Society of Hospital Medicine. [source]

Empowerment, engagement and perceived effectiveness in nursing work environments: does experience matter?

Aims, We examined the impact of empowering work conditions on nurses' work engagement and effectiveness, and compared differences among these relationships in new graduates and experienced nurses. Background, As many nurses near retirement, every effort is needed to retain nurses and to ensure that work environments are attractive to new nurses. Experience in the profession and generational differences may affect how important work factors interact to affect work behaviours. Methods, We conducted a secondary analysis of survey data from two studies and compared the pattern of relationships among study variables in two groups: 185 nurses 2 years post-graduation and 294 nurses with more than 2 years of experience. Results, A multi-group SEM analysis indicated a good fit of the hypothesized model. Work engagement significantly mediated the empowerment/effectiveness relationship in both groups, although the impact of engagement on work effectiveness was significantly stronger for experienced nurses. Conclusions, Engagement is an important mechanism by which empowerment affects nurses feelings of effectiveness but less important to new graduates' feelings of work effectiveness than empowerment. Implications for nursing management, Managers must be aware of the role of empowerment in promoting work engagement and effectiveness and differential effects on new graduates and more seasoned nurses. [source]

New graduate transitions: leaving the nest, joining the flight

Aim, This review will explore the lived experience of the transition of new nursing graduates in their first year of practice, the implications to nursing and consequences of status quo, and actions required to support new graduates in their transition to practice. Background, The new graduate eagerly anticipates their first position in the ,real world' but often experience challenges in their first year of practice. Evaluation, A literature review highlights the historical inaction and the confirmed lived experiences of new graduate nurses. Key issues, New graduate transition into the workforce has implications on both an individual and societal level. No longer can one ignore the need to recruit and retain nurses, especially new graduates. Conclusion, Implemented collaborative and innovative efforts are required to support new graduate nurse transition to practice. Implications for nursing management, Nurse Managers must question why the disenfranchisement and marginalization of new graduates continues. Persistent inertia impacts recruitment and retention of graduate nurses and patient safety, transforming episodic challenges into chronic systemic issues. This article will contribute to new nursing knowledge by providing a Canadian perspective of demographic trends of the Registered Nurse (RN) and salient actions required to resolve the discourse of new graduate transition into the workplace. [source]

The dynamics of obstetricians and gynecologists in Japan: A retrospective cohort model using the nationwide survey of physicians data

Hiroo Ide
Abstract Aim:, A shortage of obstetricians and gynecologists (OB/GYNs) in Japan has been highlighted. We conducted a descriptive and retrospective cohort study using data from the Survey of Physicians in Japan, and analyzed the dynamics of OB/GYNs. Methods:, We calculated the total numbers of OB/GYNs, their average age, the percentage of female OB/GYNs, hospital OB/GYNs, and the number of OB/GYNs in rural areas in 1974, 1984, 1994 and 2004. We determined the number of physicians who participated in and left the specialty of obstetrics and gynecology. The withdrawal rates of OB/GYNs who graduated in 1972, 1982 and 1992 were retrospectively followed using survival analysis. Results:, The overall number of physicians has increased, while the number of OB/GYNs has remained almost unchanged over the past 30 years. The percentage of female OB/GYNs has increased. Fewer new graduates chose obstetrics and gynecology, the withdrawal rate of current OB/GYNs decreased, and their average age (50.8 years) increased. The trend in withdrawal rates did not differ significantly among the generations. Conclusions:, The gravest problem in the OB/GYNs workforce is the continued decline in newly graduated OB/GYNs. Improvements in working conditions and job satisfaction are considered vital. [source]

The challenge of interdisciplinary collaboration in acute psychiatry: Impacts on the occupational milieu

Tracy Fortune
This paper, based on a larger ethnographic exploration of the acute inpatient environment for older people with mental illness, describes and provides interpretations of staff perceptions and actions in order to highlight tensions between professional groups which adversely affect opportunities for patients to engage in meaningful occupations. Fieldwork conducted in 1999,2000, supplemented by 20 in-depth interviews with a range of mental health professionals, provides the foundation for suggesting that the extent and nature of occupational engagement is significantly impacted by interdisciplinary relations. The skill of occupational therapists to collaborate with their nursing colleagues in a socially complex environment, and the importance of personal leadership skills among our new graduates are discussed. [source]

New graduate therapists in acute care hospitals: Priorities, problems and strategies for departmental action

Anne Cusick
This study presents findings from an action research study of occupational therapists working in one acute care university-affiliated hospital department to ascertain their views regarding new graduates (NG). The aim of the study was to inform decisions regarding the development of NG support strategies to enhance organisational effectiveness. Twenty-four department participants identified 56 issues they perceived were important for NG. These were in four areas: (i) retention of NG staff; (ii) NG function in clinical roles; (iii) NG function in the occupational therapy department; and (iv) whose problem was it (NG themselves or staff already in the department that NGs join). A delphi survey was then conducted with 27 participants to identify which of the 56 issues were priorities. Fifteen issues of importance were identified and examples of departmental strategies, which were developed in response to these priorities, are described. Recommendations for application of action research approach as a change strategy in occupational therapy departments and further suggestions for research are made. [source]