2016 manitoba new nursing graduates: 6 and 12 month post ... · for the 6 month follow-up survey,...

2016 Manitoba New Nursing Graduates: 6 and 12 Month Post-Graduate Survey

C o n t r i b u t o r s :

D o n n a M a r t i n , R N , P h D

A s s o c i a t e D e a n o f R e s e a r c h

B e v e r l e y T e m p l e , R N , P h D

A s s o c i a t e P r o f e s s o r

J a m e s P l o h m a n , M S c

R e s e a r c h C o o r d i n a t o r

D i a n e C e p a n e c , M A

S e n i o r R e s e a r c h M a n a g e r

R o s e m a r y D e n s m o r e , B . E d . , J a m i e

G r a h a m a n d J e s s i c a R i t c h i e ,

R e s e a r c h A s s i s t a n t s

Report Prepared by:

Manitoba Centre for Nursing

and Health Research

College of Nursing

University of Manitoba Rady Faculty of Health Sciences

1

Table of Contents

Highlights…………………………………………………………………………………………………………………………….……1

Background …………………………………………………………………………………………………………………………..….2

Introduction ……………………………………………………………………………………………………………….…2

Procedures ……………………………………………………………………………………………………………………2

Survey Administration …………………………………………………………………………………………………..3

Response Rate ………………………………………………………………………………………………………………3

Demographics …………………………………………………………………………………………………………………………..5

Employed Graduates ………………………………………………………………………………………………………………...6

Employment Search… ……………………………………………………………………………………………….…..6

Practice Setting ……………………………………………………………………………………………………………..7

Work Hours ……………………………………………………………………………………………………………………7

Employment Status ……………………………………………………………………………………………………….8

Transition to the Workplace ………………………………………………………………………………………….8

First Nursing Position …………………………………………………………………………………………………….9

Intent in the Next Year ………………………………………………………………………………………………..10

Intent to Leave ………….………………………………………………………………………………………………..10

Ideal EFT’s and Reasons Why ……………………………………………………………………………….……..10

Reasons for Part-Time Preference ………………………………………………………………………………11

Reasons for Full-Time Preference ……………………………………………………………………………….11

Employment Outside Manitoba ………………………………………………………………………………………………12

Remaining in Manitoba if Desired Employment Offered ………………………………………….….12

Influences and Motivational Factors for Seeking Employment Outside Manitoba ……… 12

Unemployed Graduates Seeking Employment ……………………………………………………………………..…14

New Graduates Workplace Experiences…………………………………………………………………………………..15

Bullying in the Workplace…………………………………………………………………………………………….15

Negative Acts Questionnaire………………………………………………………………………………………..15

Handling of Bullying……………………………………………………………………………………………………..16

Anxiety..…....…………………………………………………………………………………………………………………17

Components of Generalized Anxiety Score………………………………….……………………………….18

Comparison of 2015 and 2016 Grad Reports…………………………………………………………...................20

References………………………………………………………………………………………………………………………….…..22

Appendices

Appendix A ………………………………………………………………………………………………………………….A1

Appendix B ………………………………………………………………………………………………………………….B1

Appendix C ………………………………………………………………………………………………………………….C1

Appendix D ………………………………………………………………………………………………………………….D1

Appendix E …………………………………………………………………………………………………………………..E1

Appendix F …………………………………………………………………………………………………………………..F1

Appendix G………….……………………………………………………………………………………………………...G1

1

2016 Survey Highlights

96% of all graduates in both the 6 and 12 month surveys reported being currently employed

and there were no differences among the 3 nursing categories groups (RNs, LPNs, RPNs).

At 6 months post-graduation, the most common practice setting for RNs was medicine

(n=78, 27%) and emergency care (n=31, 11%), for LPNs was Geriatric/Long term care/PCH

(n=40, 41%) and medicine (n=20, 23%), and for RPNs was acute adult psychiatric care (n=16,

43%) and geriatric/long term care, PCH (n=7, 19%).

Demographic characteristics were similar among the graduates from the 3 nursing categories

except for being born outside of Canada was more prevalent among LPN graduates (LPNs

n=26, 27%; RNs n=52, 17%; RPNs n=2, 5%) who also identified more frequently that English

was their second language (LPNs n=34, 35%; RNs n=54, 18%; RPNs n=4, 10%). (6 month

survey).

At 6 months post-graduation, 18 graduates had actively sought nursing employment outside of

Manitoba (RNs n=11, LPNs and RPNs n= 7) and all but 2 of them were employed at the time.

In all three nursing categories, in both the 6 and 12 month surveys, the majority of graduates

selected EFT’s of 0.7 or 0.8 as their most ideal/preferred EFT. The most common reasons given

for part-time preference at 6 months post-graduation were that it allows for a good work/life

balance and offers flexibility in schedules.

Across all 3 categories of nursing, at 6 months post-graduation 27-30% of graduates indicated

they intend to leave their current positions in the next year (RNs n=77, 27%; LPNs n= 29, 30%;

RPNs n=10, 27%) with similar proportions recorded in the 12 month survey for RN and LPN

graduates. For the RPNs, at 12 months after graduation, a smaller proportion, 6 (19%)

intended to leave their current positions.

Many workplace supports were offered by employers, with orientations to the facility and unit

of work the most commonly experienced workplace supports. The existence of a

preceptor/buddy system on the unit/area of work was rated the most helpful by the RN and

LPN graduates but was not commonly experienced by the RPN graduates.

The incidence of bullying experienced in the last 6 months by all nursing graduate combined was

22% (n=91) in the 6 month survey and 26% (n=103) in the 12 month survey. The increase in

incidence between the two time points was due to increases in the incidence of bullying in the

LPN and RPN graduates between these two time points. The incidence increased from 15% to

24% for the LPN graduates and from 14% to 20% for the RPN graduates.

Few surveyed graduates, who identified being a victim of bullying, reported any incidence to

their employer at 6 months after graduation (19 of 71 RNs; 4 of 15 LPNs; 2 of 5 RPNs) and this

was similar at 12 months post-graduation.

The graduates were experiencing a significant amount of anxiety at both 6 and 12 months after graduation with 23% (n=96) and 26% (n=101) experiencing moderate to severe levels of anxiety at these respective time points.

2

Background

Introduction

In 2016, a total of 699 new nurses graduated from Manitoba nursing undergraduate education

programs (472 from Bachelor of Nursing (BN), 67 from Bachelor of Science in Psychiatric Nursing

(B.Sc.P.N) and 160 from a Diploma Program in Licensed Practical Nursing (LPN). New nursing graduates

are a valuable resource that must be effectively utilized by the Manitoba health care system. In order to

do this, we must have an accurate understanding of where these new nursing graduates are finding

employment, what type of employment they would prefer, and where they intend to seek employment

in the future. The rate of migration of new graduates to other provinces and/or countries, and the

reasons for their departure, must also be monitored to ensure there are no systematic problems

within Manitoba are causing graduates to leave the province.

The goal of this project was to survey all Manitoba graduates from Bachelor of Nursing, Bachelor of Science

in Psychiatric Nursing, and Diploma Programs in Licensed Practical Nursing, at both 6 and 12 months after they

have graduated from their respective nursing education programs. The survey gathered valuable

information about graduates’ employment status, location, and types of positions held; as well as

information about the positions these graduates would prefer to hold, their reasons why, and the

challenges they face trying to acquire those positions. Lastly, information was collected to assess

whether new nurses are being adequately supported as they transition into the workplace, and if they

are being subjected to undue stressors, such as workplace bullying. For this 2016 survey, questions

about the sources and level of anxiety experienced by the graduates were added as experiences of high

levels of anxiety can have a detrimental impact on the function of new nurses. The data collected in

both the 6 and 12 month surveys is a valuable contribution used to continuously monitor the status of

new nursing graduates, and also to inform healthcare institutions about how these graduates could be

further utilized and supported.

Procedures

With funding from the Nurses Retention and Recruitment Fund (NRRF) of Manitoba Health and

project assistance from each of the nursing education programs and the nursing licensing bodies in

the Province, the Manitoba Centre for Nursing and Health Research (MCNHR) conducted two surveys

of 2016 graduates from all Bachelor of Nursing programs in Manitoba (Brandon University, University

of Manitoba, Red River College, Université de St Boniface and University College of the North), the

Diploma Program in Licensed Practical Nursing (Assiniboine Community College, UCN and Université

de St. Boniface) and the Bachelor of Science in Psychiatric Nursing Program (B.Sc.P.N) at Brandon

University.

The study design was a repeated measures cross-sectional survey to examine employment, education,

and demographic characteristics of new graduates. Participation in the survey was voluntary and

informed consent was obtained prior to participation. Ethical approval to conduct this project was

3

received from the University of Manitoba Education and Nursing Research Ethics Board. Results from

all survey participants are presented in the comparison tables (see Appendices).

The MCNHR conducted the data collection, analysis, and reporting. Prior to graduation, a site

coordinator at each participating nursing program gathered contact information forms from all

potential graduates. On the form, in addition to asking for their current contact information, the

future graduates were also asked for consent to authorize their respective nursing regulatory bodies

(College of Registered Nurses of Manitoba, College of Licensed Practical Nurses of Manitoba or the

College of Registered Psychiatric Nurses of Manitoba) to provide the MCNHR with their email address

and phone number at the times the surveys were conducted. Copies of the signed contact

information forms were provided to these regulatory bodies as proof of consent to release the

information to the MCNHR. Contact information obtained from the regulatory bodies assisted in

ensuring up-to-date contact information was available for contacting the graduates at the time of the

surveys.

For the 6 month follow-up survey, graduates were contacted in August and November 2016 and April,

2017. The 12 month follow-up survey was conducted in February, May, and October, 2017.

Survey Administration

The survey of new nursing graduates was administered through Qualtrics.com, a secure online survey

provider which stores the data collected on computer servers located in Canada. All graduates were

sent a survey invitation email containing a web-link to the online survey.

The graduates who did not respond were sent two reminder emails one week apart. All three emails

sent to potential participants contained a web-link they could follow to complete the survey or opt-

out of participating. No email recipients chose to use this opt-out link. Graduates who did not respond

to the email survey request were contacted by telephone with reminders that they could complete

the survey online and to ask them if they would prefer to complete the survey over the phone.

Graduates were called at varying times of the day and evening in an effort to speak with all potential

participants and encourage survey completion.

Presented in this report is the data collected from 2016 new nursing graduates from all Manitoba

Bachelor of Nursing, Diploma in Practical Nursing and Bachelor of Science in Psychiatric Nursing programs

that completed the survey at 6 month and 12 months post-graduation.

Response Rate

Table 1 (following page) summarizes the response rate of the entire population of Manitoba graduates

from each of the three nursing programs involved in these surveys.

4

Table 1 – Nursing graduates in Manitoba – Survey response rate at 6 and 12 months after graduation.

Nursing Category

Total # of Grads

# of Participants at 6 Months

6 Month Population

Response Rate

# of Participants

at 12 Months

12 Month Population

Response Rate

RN 472 304 64% 304 64%

LPN 160 99 62% 87 54%

RPN 67 40 60% 34 51%

The sample sizes and response rates for the 3 nursing categories surveyed are presented in Table 1. The

findings in this report are limited to the graduates that completed the survey and findings may not be

generalizable to all Manitoba nursing graduates.

Acknowledgements

Funded by the Nurses Retention and Recruitment Fund, Manitoba Health.

Assistance with gathering graduate contact information from staff of the following organizations: o Nursing Regulatory Colleges (College of Registered Nurses of Manitoba, College of Licensed

Practical Nurses of Manitoba, College of Registered Psychiatric Nurses of Manitoba

o Nursing Programs (University College of the North, Brandon University, Red River College, University of Manitoba, Assiniboine Community College, Université de St Boniface)

Research Assistants who conducted data collection: o Rosemary Densmore, Jamie Graham, Sandra Ragheb

Survey questionnaire design input provided by Kathryn Chachula

5

Demographics

The demographic profiles were very similar between nursing graduates who completed the 6 and 12

month post-graduation surveys. Of the 305 RN graduates who completed the 6 month post-graduation

survey, 304 (99%) of them participated in the 12 month post-graduation survey. 87 of the 98 LPN

graduates (89%) and 34 of the 40 (85%) that participated at 6 months, also participated in the 12 month

post-graduation survey. A detailed breakdown of the demographic data frequencies can be found in

Appendix A.

The mean age for all three groups of nursing graduates combined at 6 months was 27.57 ± 6.11(SD)

(Range 19-56) and at 12 months was 28.49 ± 6.41(SD) (Range 20-57).

The gender breakdown was similar across the 3 categories with a combined distribution of 93% females

and 7% males in the 6 month survey.

At the 6 month survey, the percentage of graduates born outside of Canada was higher among the LPNs

(n=26; 27%) compared to the other nursing categories (RN n=52; 17% & RPN n=2; 5%)(Figure 1). The

percentage of graduates that spoke English as a second language was also higher among the LPN

graduates (n=34; 35%) compared to the other nursing categories (RN n=54; 18% & RPN n=4; 10%).

Similar results were found in the 12 month survey.

n=2

52

n=7

2

n=3

8

n=5

2 n=2

6

n=2

0

10

20

30

40

50

60

70

80

90

100

RN LPN RPN

Pe

rce

nt

(%)

Nursing Category

Figure 1: Nursing graduates born in Canada (6 month survey)

Yes

No

6

Employed Graduates

The employment rate was high across all nursing graduate groups with a mean of 96% of graduates

currently being employed at both 6 and 12 months post-graduation (Figure 2). The employment rate did

not change significantly between 6 and 12 months after graduation.

Most of the employed nurses were able to find employment as soon as they desired with 90% (n=258)

RNs, 91% (n=88) LPNs, and 76% (n=28) of RPNs finding employment in an acceptable timeframe. LPN

graduates experienced the most movement between positions in the first year after graduation with

65% (n=56) having held more than 1 position since graduation. Only 55% (n=17) of RPNs and 51%

(n=149) of the RN graduates had been employed in more than one position 1 year after graduation.

However, the difference in number of positions held between the 3 nursing categories was not

statistically significant (p>0.05).

n=2

88

n=9

9

n=3

7 n

=29

0 n=8

6

n=3

1

86

88

90

92

94

96

98

100

102

RN LPN RPN

Pe

rce

nt

Emp

loye

d (

%)

Nursing Category

Figure 2: Nursing graduates employment rate 6 and 12 months after graduation

6 Month Post-Grad

12 Month Post-Grad

7

n=2

14

n=2

6

n=2

7

n=3

0

n=3

1

n=1

1

n=4

4

n=2

n=3

3

n=2

7

n=2

3

n=1

n=1

8

n=1

n=1

1

n=2

n=1

1

n=6

0

10

20

30

40

50

60

70

80

Winnipeg/ChurchillHealth Region - in

Winnipeg

Northern HealthRegion

Prairie MountainHealth Region

Southern HealthRegion

Interlake EasternHealth Region

Outside of Manitobain Canada

Pe

rce

nt

(%)

Employment Locations by RHA

Figure 3: Health regions where employed nursing graduates had actively sought employment (6 month survey)

RN

LPN

RPN

Employment Search

The majority of the employed RNs had sought employment in the WRHA (n=185; 61%). The LPNs and

RPNs sought employment to a greater extent in the other Manitoba RHAs (Figure 3). The locations in

which they became employed are displayed in Appendix B3.

Practice Setting

At 6 months post-graduation, most of the RN graduates were employed in an acute care setting (n=242;

85%). Most of the LPN graduates were employed in either an acute care facility (n=49; 50%) or a long

term care/personal care home (n=41; 42%). Fifty seven percent (n=21) of the RPN graduates were

employed in an acute care facility and 22% (n=8) were employed in a long term care/personal care

home. There were no significant differences in practice settings between the 6 and 12 month surveys.

The graduate’s specific areas of practice are shown in Appendix B5.

When the graduates were asked why they were not currently employed in their first choice for area of

practice, the most prevalent reason provided for all nursing categories was that the employment of

choice was not available (n=47; 44%). The breakdown is shown in Appendix B11.

In total, in the 12 month survey, 88% (n=360) of all survey participants were very satisfied or satisfied

with their current nursing position. The breakdown is shown in Appendix B14.

Work Hours

Nursing graduates were asked to identify their primary hours of work per shift. At 6 months post-

graduation, more RN graduates worked 12 hour shifts (n=159; 56%) compared to 8 hour shifts (n=121;

42%). LPN graduates primarily were working 8 hour shifts (n=64; 66%) and the majority of RPN

8

graduates also were working 8 hour shifts (n=28; 76%). The higher prevalence of LPN and RPN graduates

working 8 hours shifts may be due to the greater availability of these shifts at their workplaces. These

percentages did not differ greatly in the 12 month survey. See Appendix B7 for more details.

Employment Status

At 12 months after graduation, more of the new graduates were employed part-time (n=228; 56%) than

full-time (n=148; 36%) and this was true within all 3 nursing categories and also in the 6 month survey

(Appendix B7). The proportion of these new nursing graduates working full-time is less than that

observed in the general Canadian nursing population, however, new graduates are known to more

commonly work in an initial part-time position before switching to full-time in later years. According to

national level statistics published by the Canadian Institute for Health Information (CIHI, 2016), in 2016,

the proportion of all RNs/NPs working full-time was 60.7%, RPN full-time employment was 60.8% and

48% of LPNs were working full-time. Most of the employed graduates indicated they were working in

their employment type of first choice at 12 months after graduation (n=303; 74%; Appendix B10). When

graduates who had not found their employment of first choice were asked what employment type they

would most prefer, the graduates that provide an answer preferred part time permanent as the most

desired employment type overall (n=70; 67%)(Appendix B11).

Transition to the Workplace

Six months after graduation, graduates were asked to rank the helpfulness of various workplace

supports designed to ease their transition into the workplace. All supports were ranked on a 5 point

scale from “not at all helpful” to “very helpful”. The preceptor/buddy system was rated as the most

helpful support that new RN and LPN graduates had experienced, with 46% (n=132) of RNs and 41%

(n=40) of LPNs rating it as being “very helpful” to them. Sixty-eight percent (n=25) of the RPN graduates

did not experience this support but the 34% that did have support from a preceptor/buddy system on

their unit rated it as being “somewhat helpful” to “very helpful”. The most helpful transition support

experienced by the RPN graduates was the orientation to their unit/area of work, with 75% experiencing

n=1

19

n=1

51

n=6

n=1

5 n

=17

n=6

1

n=5

n=5

n=1

2 n

=16

n=2

n=2

0

10

20

30

40

50

60

70

80

Full Time (Perm andTerm)

Part Time (Permand Term)

Casual Multiple Positions

Pe

rce

nt

(%)

Position Type

Figure 4: Nursing graduates employment status at 12 months

RN

LPN

RPN

9

this support and rating it as “somewhat helpful” to “very helpful”. All 3 graduate categories

predominantly rated an orientation to the facility/agency and orientation to the unit/area of work as

“somewhat helpful” to “very helpful”. Opportunities to be mentored, respectful workplace education

sessions, reasonable progression of responsibility, and an initial reduced workload were not experienced

by more than half of the graduates surveyed. (See Appendix D for more details)

First Nursing Position

Graduates were asked 6 months after graduation, what factors were influential to them when accepting

their first nursing position. Practice area I wanted to work in, first place to offer employment, and

proximity to home were the most influential factors for RN, LPN, and RPN graduates. (Appendix B8).

As shown below (Figure 5), when graduates were asked at 6 months after graduation, if their senior

clinical practicum assisted them in finding their first nursing position, about half of the LPN’s (n=55, 56%)

and RPN’s (n=20, 54%) agreed with this statement, while more than three quarters of RNs (n= 221, 77%)

agreed. Overall, a total of 173 (60%) RN graduates, 41 (42%) LPN graduates, and 12 (32%) RPN graduates

indicated that their first nursing position was in the same unit as their senior practicum.

Intent in the Next Year

Employed graduates were asked what their primary intention was in the next year in regards to

employment. At the 6 month survey, the majority of the nursing graduate’s indicated they intend to stay

in their current position with only 27% (n=116) wanting to leave their current position. The proportions

of graduates intending to leave their current positions did not differ significantly among the 3 nursing

categories. See Appendix B15.

n=2

21

n=5

5

n=2

0

n=6

6

n=4

3

n=1

7

0

10

20

30

40

50

60

70

80

90

RN LPN RPN

Pe

rce

nt

Figure 5: Percent of Graduates that senior practicum assisted to find their first nursing job

Yes

No

10

Intent to Leave

Graduates were asked what they intend to do if they plan to leave their current nursing position. At the

6 month survey, 58% of RNs (n=45), and 40% (n=4) of RPN graduates intended to find another position

with the current employer. The primary intention for 59% (n=17) of LPN graduates was to look for

another nursing position in Manitoba. At the 12 month survey the answers across all three categories

were similar. See Appendix B15 for a breakdown.

Ideal EFTs and Reasons Why

At the 12 month survey, the majority of RN, LPN and RPNs preferred a part time EFT (Figure 7). This is in

agreement to the predominantly part-time employment in which these graduates are currently working.

n=2

11

n=6

8

n=2

7

n=7

7

n=2

9

n=1

0

0

10

20

30

40

50

60

70

80

RN LPN RPN

Pe

rce

nt

(%)

Nursing Category

Figure 6: 6 month nursing graduates employment intentions in the next year

Stay in Current Position

Leave Current Positionn

=22

3

n=6

6

n=2

1

n=6

8

n=1

9 n=1

0

n=0

n=1

n=0

0

10

20

30

40

50

60

70

80

90

RN LPN RPN

Pe

rce

nt

(%)

Nursing Categories

Figure 7: Nursing graduates employment preferrences at 12 months

Part Time

Full Time

Casual

11

Reasons for Part-Time Preference

Nursing graduates were asked to provide reasons for why they preferred working a part-time position.

Allows for work/life balance and a flexible work schedule were the two most common reasons provided

by all three categories. (Appendix B12)

Reasons for Full-Time Preference

The top reason why nursing RN and RPN graduates preferred working full-time was to maximize income

to pay off student debt/loans followed by financial security. The top reason for LPNs was financial

security followed by maximize income to pay off student debt/loans. (Appendix B13)

12

Employment Outside of Manitoba

Few of the graduates who participated in the survey were employed or seeking employment outside

of Manitoba (Figure 8). Only 2 unemployed RN graduates surveyed at 6 months after graduation

were seeking employment outside of Manitoba. All other graduates that were seeking employment

outside of Manitoba were employed. The LPN and RPN graduate’s data are combined due to the low

number unemployed graduates in these two categories. At 6 months after graduation, 11 RN and 1

LPN/RPN graduate was seeking employed outside of Manitoba, while 6 RN graduates and 8 LPN/RPN

graduates were employed outside of Manitoba.

At 12 months after graduation 14 RN graduates and 1 LPN/RPN graduate were seeking employment

outside of Manitoba. Nine RN graduates and 3 LPN/RPN graduates were employed outside of

Manitoba at this same time point.

Remaining in Manitoba if Desired Employment Offered

Nurses seeking employment outside of Manitoba were asked if they would stay in Manitoba if the

type of employment they were seeking were offered in Manitoba. At 6 months after graduation, 6 of

11 RN’s said they would stay in Manitoba, and the 1 LPN/RPN graduate who was seeking employment

outside Manitoba also indicated that they would stay in Manitoba. At 12 months after graduation, 10

of 16 RN graduates said they would stay in Manitoba and the 1 LPN/RPN graduate seeking

employment outside of Manitoba said they would stay under these conditions.

Influences and Motivational Factors for Seeking Employment outside Manitoba

The graduates working outside of Manitoba or seeking employment outside of Manitoba were asked

n=1

1 n

=14

n=1

n=1

n=6

n=9

n=8

n=3

0

2

4

6

8

10

12

14

16

RN 6 Month RN 12 Month LPN and RPN 6Month

LPN and RPN 12Month

Nu

mb

er

Figure 8: Nursing Graduates Employed or Seeking Employment Outside Manitoba

Seeking employmentoutside MB

Employed outside MB

13

to select from a list of factors that influenced their decision to leave Manitoba or seek employment

outside of Manitoba. Personal/family reasons, lack of desired career opportunities, lack of

education/training, and lack of available employment in specialty areas were among the most

influential factors selected.

Factors that would be influential for these individuals to return to Manitoba are: family

considerations, job security, relocation expenses paid by employer, and more education and training

opportunities, availability of full time work, availability of work in specific areas, different scheduling

practices, better workload/work conditions, better wages and benefits, and availability of part time

work (See Appendix C).

14

Unemployed Graduates Seeking Employment

At 6 months after graduation, 11 (4%) RN graduates were not employed but would be seeking nursing

employment in the future and 3 were unemployed and currently seeking nursing employment. A similar

percentage of the RNs were unemployed 12 months after graduation. The results from the RPN and LPN

graduates were combined due to the small number unemployed. Only 3 of the RPN/LPN graduates

were unemployed and planning to seek nursing employment in the future at 6 months after graduation.

At 12 months after graduation, the 4 unemployed RPN/LPN graduates were all currently seeking nursing

employment at the time of the survey (See figure 9 below).

At 6 months after graduation, the most common reason for the RN graduates not being employed and

not currently seeking employment was that they had not yet passed the NCLEX exam (n=6). The

RPN/LPN graduates who were unemployed and not currently seeking employment at 6 months after

graduation stated maternity leave (n=2) and moving out of province (n=1) as reasons for current

unemployment.

At 12 months, 5 of the 10 unemployed RN graduates were still in the process of trying to pass the NCLEX

or had just passed this exam. No reasons were provided from the graduates who indicated they were

seeking nursing employment as to why they were not currently employed.

The unemployed LPN and RPN graduates did not provide any reasons for why they were unemployed.

n=1

1

n=1

0

n=3

n=0

n=3

n=3

n=0

n=

4

0

2

4

6

8

10

12

RN 6 Month RN 12 Month LPN and RPN 6 Month LPN and RPN 12Month

Nu

mb

er

Not employed but WILL BE seeking nursing employment in the future

Not employed but seeking nursing employment

Figure 9: Status of Unemployed Nursing Graduates

15

New Graduates Workplace Experiences

Bullying in the Workplace

Bullying is defined as the persistent act of demeaning and downgrading another person through cruel

words and negative actions that undermine another's self-confidence and self-esteem (Vogelpohl et al.,

2013). At the 6 month survey, the RN graduates reported the highest prevalence of bullying out of the

three graduate groups. 25% of RN graduates reported experiencing bullying within the last 6 month

period. Both LPN and RPN graduates experienced a lower rate of bullying with 15% and 14% of these

graduates have this experience respectively.

At the time of the 12 month survey, the graduates of the RN program reported a similar incidence of

bullying (n=77; 27%) compared to their experience at 6 months after graduation (n=71; 25%). However,

for both the LPN and RPN graduates, the incidence of reported bullying at 12 months after graduation

was greater, with 24% of LPN graduates indicating they had experienced bullying in the last 6 months (a

9% increase over the 6 month survey), and RPNs seeing a 6% increase, with 20% of graduates at the 12

month survey indicating they experienced bullying. (See figure 10 below)

Negative Acts Questionnaire

The Negative Acts Questionnaire – Revised (NAQ-R) is a 22 item tool designed to measure perceived

exposure to bullying and victimization at work (Einarsen et al., 2009). Each item is scored from 1

(never) to 5 (daily) based on the frequency of experience of each behaviour. A total scale score is

calculated along with 3 subscales; work related bullying (7 items), person-related bullying (12 item) and

physical intimidating bullying (3 item) (Appendix F). The highest possible score for the work-related

bullying would be 35, for person-related bullying it would be 60, for physical intimidating bullying it

n=7

1

n=7

7

n=1

5

n=2

0

n=5

n=6

n=2

16

n=2

11

n=8

2

n=6

5

n=3

2

n=2

4

0

10

20

30

40

50

60

70

80

90

100

RN 6 Months RN 12Months

LPN 6Months

LPN 12Months

RPN 6Months

RPN 12Months

Pe

rce

nt

(%)

Nursing Categories

Figure 10: Nursing graduates experiences of bullying in the workplace

Yes

No

16

would be 15 and the maximum total NAQ score possible would be 110. A higher NAQ Score indicates

the number and frequency of negative acts experienced is greater. Comparing the NAQ Total Scores

between nursing groups at 6 months after graduation (Table 2), shows that the RPNs had the highest

degree of negative experience followed by the RNs and then LPNs. However, there was a lot of

variability in scores within categories and differences were not statistically significantly different

between the nursing categories.

The mean NAQ scores and subscale scores were similar to those measured by Einarsen et al (2009) who

surveyed 12,350 individuals from a range of private, public and voluntary sectors in Great Britian.

Mean work related bullying score in this noted study was 13.78, person related bullying score was

14.51, mean physical intimidating bullying score was 3.88 and mean NAQ total score was 31.88.

Table 2: Negative Acts Questionnaire mean total scores and mean subscale scores (6 months)

RN LPN RPN

n Mean SD n Mean SD n Mean SD

Work Related Bullying 287 11.0 3.5 96 9.9 3.6 37 11.8 5.2

Person Related Bullying 281 15.4 4.4 94 14.6 4.0 36 17.1 7.9

Physical Intimidating Bullying 285 4.3 2.0 97 4.2 2.2 37 5.9 3.6

Total NAQ Bullying Score 279 30.6 8.4 93 28.5 8.2 36 35.0 15.1

Sources of Bullying and Employer Handling of Bullying

The main sources of bullying experienced by new nursing graduates were similar between the three

nursing graduate categories in both the 6 and 12 month surveys. Senior nurses were the largest source

of bullying overall, with 79% of bullied individuals experiencing bullying from senior nurses at 6 months

after graduation, and 84% at the 12 month survey. Patients and patient families closely followed, being

responsible for 66% and 62% of bullying experiences at the 6 months survey. The prevalence of bullying

from these patients and families was even greater at 12 months after graduation with 72% of bullied

individuals experiencing bullying from patients and 82% experiencing bullying form patient’s families at

12 months after graduation. Physicians had been a source of bullying for 58% of bullied individuals at

the time of the 6 month survey and 52% of bullied graduates at 12 months after graduation.

Overall, only 11% of nursing graduates who reported experiencing bullying in the 6 month survey

reported the bullying to their employers; at the 12 month survey, 21% of graduates who stated they

experienced bullying reported this bullying to their employer. 69% (n=11) of RNs and 60% (n=3) LPNs

who had been bullied, reported that no known action was taken after reporting their bullying while the

one bullied RPN who had reported bullying indicated that no action was taken.

17

Anxiety

Anxiety experienced by new nursing graduates is often a result of stresses associated with transition

shock as they become fully functioning nurses (Boychuk Duchscher, 2008). This anxiety can have an

impact on their health, performance and lead them to an increased desire to leave their position. An

established survey tool developed by Spitzer et al. (2006) called the GAD-7 was used to measure the

prevalence and severity of generalized anxiety among the graduates. The graduates were asked over

the past 2 weeks, how often they have been bothered by 7 different anxious feelings as shown in

Appendix G. They were asked to rate their experience of each of these feelings on a 4 point scale from

“not at all” to “very much so”. Their answers to these 7 questions were scored from 0 to 3 and added to

produce a total score to measure their overall level of anxiety. Their scores were categorized into 4

different levels of anxiety scores (minimal = 0-4, mild = 5-9, moderate = 11-14 and severe 15-21). The

categorized results are shown in Figure 11. The mean anxiety score of the graduates at 6 months after

graduation was 6.4 ± 5.1 for the RNs, 5.7 ± 5.4 for the RPNs and 4.6 ± 4.1 for the LPNs. The mean

anxiety score was significantly higher for the RNs compared to the LPNs (p < 0.05) but no other

statistically significant differences exist between groups. Mean anxiety scores were somewhat higher

for the RNs and LPNs and slightly lower for the RPNs at 12 months compared to 6 months but these

differences were not statistically significant (p>0.05). At 12 months after graduation, the mean anxiety

level was 6.8 ± 5.4 (SD) for the RNs, 5.6 ± 4.7 (SD) for the RPNs and 5.2 ± 5.0 (SD) for the LPNs. Using this

same anxiety survey tool, a general population of German citizens had a mean score of 2.95 ± 3.41

(Lowe et al, 2008).

The mean anxiety scores were significantly higher in those that had indicated they had experienced

bullying for all 3 nursing categories (Table 3). The RNs and LPNs that were overall dissatisfied or very

dissatisfied with their employment position also had significantly higher anxiety scores (p<0.05). Work

satisfaction was not a significant factor influencing the RPNs anxiety scores. For the RNs, those that

n=1

24

n=1

19

n=5

3

n=4

4

n=2

0

n=1

5

n=8

5

n=8

6

n=2

7

n=2

4

n=9

n=1

0

n=5

1

n=5

2

n=1

4

n=1

1

n=5

n=3

n=2

2

n=2

9

n=1

n=4

n=3

n=2

0

10

20

30

40

50

60

6 Months 12 Months 6 Months 12 Months 6 Months 12 Months

RN LPN RPN

Pe

rce

nt(

%)

Figure 11: Severity of Anxiety

Minimal

Mild

Moderate

Severe

18

indicated they plan to leave their current nursing position in the next year, had significantly higher

anxiety scores but this difference was not detected for the RPNs or LPNs.

Table 3: Mean Generalized Anxiety scores by related variables (6 months).

Mean Anxiety Score at 6 Months

RN RPN LPN

Have you been bullied in the last 6 months?

Yes 8.0 +- 5.3* 11.0 +- 9.1* 9.1 +- 4.5*

No 5.8 +- 4.9 4.9 +- 4.3 3.9 +- 3.6

How satisfied with work?

Satisfied or Very Satisfied 6.2 +- 4.9* 5.5 +- 5.4 4.3 +- 4.1*

Dissatisfied or Very Dissatisfied 10.3 +- 6.7 6.8 +- 6.1 7.4 +- 3.4

Plan to leave current position in next year?

Yes 7.7 +- 5.8* 7.5 +- 5.3 5.4 +-3.7

No 6.0 +- 4.8 5.0 +- 5.4 4.3 +-4.3

*Significantly different at p < 0.05

Components of Generalized Anxiety Score

New nursing graduates were asked to provide their degree of experience of a variety of anxiety related

feelings that they may have experienced over the past two weeks. A detailed breakdown of the nursing

groups’ anxiety levels by survey components can be found in Appendix G. On a whole, graduates from

all three programs reported the most disruptive feeling as being nervous, anxious, or on edge, with 75%

of graduates experiencing this bothering feeling ‘somewhat’ to ‘very much so’ in both the 6 and 12

month surveys. ‘Worrying too much’ and ‘trouble relaxing’ was also experienced at high levels. Two

thirds of graduates at 6 months and 63% of graduates at 12 months reported experiencing worrying too

much on a ‘somewhat’ to ‘very much so’ scale. A similar percentage of graduates, 62% of 6 month

graduates and 64% of 12 month graduates reported they had trouble relaxing ‘somewhat’ to ‘very much

so’.

Figure 12 (following page) illustrates how problem or disruptive feelings experienced by new nursing

graduates have impacted their ability to do their work, take care of things at home, or get along with

other people. Overall, at 12 months after graduation, 49% of graduates found that problem or disruptive

behaviors had somewhat of an impact on other areas of their lives, and 8% reported that the impact

made things moderately difficult to extremely difficult at the time of the 12 months survey. This was

similar to the 6 month findings with 47% of graduates finding these feelings made things somewhat

difficult, and 5% found they made things moderately to extremely difficult (Appendix G2).

19

n=1

30

n=1

16

n=5

1

n=4

3 n

=22

n=1

2 n

=14

1

n=1

45

n=4

5

n=3

5

n=1

3

n=1

7

n=1

1

n=2

5

n=0

n=5

n=0

n=0

n=5

n=2

n=1

n=1

n=2

n=1

0

10

20

30

40

50

60

70

RN 6months

RN 12months

LPN 6months

LPN 12months

RPN 6months

RPN 12months

Pe

rce

nt

(%)

Nursing Categories

Figure 12: How difficult feelings of anxiety have made it to work, take care of things at home, or get along with other people

Not difficult at all

Somewhat difficult

Moderately difficult

Extremely Difficult

20

n=1

39

n=4

1 n=3

2

n=1

49

n=5

6

n=1

7

0

10

20

30

40

50

60

70

80

RN LPN RPN

Pe

rce

nt

(%)

Figure 13: Comparison of 2015 and 2016 graduates on the percentage who had been employed in more than 1

position

2015

2016

Comparison of 2015 and 2016 Grad Reports

Employment Rate Consistent

When comparing the 2015 and 2016 graduates, the overall employment rate at 6 months after

graduation was similar for the 2016 graduates (96%) compared to the 2015 graduates (94%).

Employment rates within nursing categories were also consistent between the two years.

Holding More than One Position Since Graduation

There was a significant difference between 2015 and 2016 graduates in relation to the proportion of

employed RPN graduates who had been employed in more than 1 position by 6 months after

graduation. The percentage holding more than 1 position decreased 18% from 73% in 2015 to 55% in

2016 (p<0.05). No statistically significant differences between years were detected for the RN or LPN

graduates. The proportion of RNs who had held more than 1 position was somewhat lower in 2016

(51%) compared to 2015 (57%) but this difference was not significantly different. The proportion of

LPN’s who had been employed in more than 1 position since graduating was somewhat higher in 2016

(65%) compared to 2015 (59%) but this difference was also not statistically significant (Figure 13).

*Significantly different at p<0.05

Prevalence of Bullying

The percentage of RPN and LPN graduates surveyed at 6 months after graduation, who reported they

had been bullied in the last 6 months was significantly lower among the 2016 graduates compared to

those that graduated in 2015 (p<0.05). The percentage of LPN graduates that had been bullied was 23%

in the 2015 survey at 6 months after graduation but was only 15% in the 2016 graduate survey. The

incidence of bullying was also significantly lower for the RPN graduates of 2016 with only 14%

experiencing bullying in that group compared to the 2015 RPN graduates who reported a bullying

*

21

incidence of 22% (p<0.05). The incidence of bullying in the RN graduates was somewhat higher in 2016

compared to 2015 but this difference was not statistically significant (p>0.05).

*Significantly different at p<0.05

n=5

1

n=1

8

n=1

0

n=7

1

n=1

5

n=5

0

5

10

15

20

25

30

RN LPN RPN

Pe

rce

nt

(%)

Figure 14: Comparison of 2015 and 2016 percentage of graduates who had been bullied

2015

2016

* *

22

References

Boychuk Duchscher, J.E. 2008. Transition shock: the initial stage of role adaptation for newly graduated

Registered Nurses. Journal of Advanced Nursing, 65(5), 1103-1113.

Canadian Institute for Health Information. (2016). Regulated Nurses, 2016.

https://www.cihi.ca/sites/default/files/document/regulated-nurses-2016-report-en-web.pdf

Einarsen, S., Hoel, H. & Notelaers, G. (2009). Measuring exposure to bullying and harassment at work:

Validity, factor structure and psychometric properties of the negative acts questionnaire-revised. Work

and Stress, 23(1), 24-44.

Lowe, B., Decker, O., Muller, S., Brahler, E., Schellberg, D., Herzog, W. & Herzberg, P.Y. (2008). Validation

and standardization of the generalized anxiety disorder screener (GAD-7) in the general population. Med

Care, 46, 266-274.

Spitzer, R.L., Kroenke, K., Williams, J.B.W., Lowe, B. (2006). A brief measure for assessing generalized

anxiety disorder. Arch Intern Med, 166, 1092-1097.

Vogelpohl, D.A., Rise, R.K., Edwards, M.E. & Bork, C.E. (2013). New graduates nurses’ perception of the

workplace: Have they experienced bullying? Journal of Professional Nursing, 29(6), 414-422.

https://www.cihi.ca/sites/default/files/document/regulated-nurses-2016-report-en-web.pdf

A23

Appendix A: Comparison Table of 2016 RN, LPN, & RPN Graduate Demographics

6 & 12 Months after Graduation

RN LPN RPN TOTAL

6 Month 12 Month 6 Month 12 Month 6 Month 12 Month 6 Month 12 Month

n(%) n(%) n(%) n(%) n(%) n(%) n(%) n(%)

n=305 n=304 n=98 n=87 n=40 n=34 n=443 n=425

What is your gender?

n=305(%) n=303(%)

n=98(%) n=87(%) n=40(%) n=34(%) n=443(%) n=424(%)

Female 279(91) 280(92) 92(94) 80(92) 39(98) 31(91) 410(93) 391(92)

Male 26(9) 23(8) 6(6) 7(8) 1(2) 3(9) 33(7) 33(8)

Were you born in Canada?

n=304(%) n=304(%)

n=98(%) n=87(%) n=40(%) n=33(%) n=442(%) n=424(%)

Yes 252(83) 250(82)

54

72(73) 64(74) 38(95) 32(97) 362(82) 346(82)

No 52(17) 54(18) 26(27) 23(26) 2(5) 1(3) 80(18) 78(18)

Is English your second/additional language?

n=304(%) n=304(%)

n=98(%) n=87(%) n=40(%) n=34(%) n=442(%) n=425(%)

Yes 54(18) 62(20) 34(35) 27(31) 4(10) 2(6) 92(21) 91(21)

No 250(82) 242(80) 64(65) 60(69) 36(90) 32(94) 350(79) 334(79)

Do you self-identify as First Nations, Métis or Inuit?

n=305(%) n=304(%)

n=98(%) n=87(%) n=40(%) n=34(%) n=443(%) n=425(%)

Yes 34(11) 38(13)

266

15(15) 13(15) 5(13) 4(12) 54(12) 55(13)

No 271(89) 266(87) 83(85) 74(85) 35(88) 30(88) 389(88) 370(87)

A24

RN LPN RPN TOTAL


n(%) n(%) n(%) n(%) n(%) n(%) n(%) n(%)

What is your marital status?

n=305(%) n=304(%) n=98(%) n=86(%) n=40(%) n=34(%) n=443(%) n=424(%)

Single/never married

127(42)

111(37) 111

42(43) 23(27) 12(30) 4(12) 181(41) 138(32)

In a relationship but never married/ common-law

85(28)

78(25) 20(20) 22(26) 12(30) 13(38) 117(26) 123(29)

Married/common- law

85(28) 107(35) 31(32) 34(40) 13(33)

14(41) 129(29) 155(37)

Separated/divorced 5(2) 6(2) 5(5) 4(5) 2(5) 1(3) 12(3) 11(0)

Other 3(1) 2(1) 0 3(4) 1(3) 2(6) 4(1) 7(0)

A25

RN LPN RPN TOTAL


n(%) n(%) n(%) n(%) n(%) n(%) n(%) n(%)

What is your age?

n=303(%) n=304(%) n=97(%) n=87(%) n=40(%) n=34(%) n=440(%) n=425(%)

Mean Age 27.52

(+/-5.80) 28.28

(+/- 6.14) 28.81

(+/-6.54) 29.32

(+/-7.25) 28.40

(+/-6.61) 28.32

(+/-6.51) 27.57

(+/-6.11) 28.49

(+/-6.41)

Range 22-56 22-57 19-50 20-53 22-44 23-52 19-56 20-57

If you could choose again, would you select a career in nursing?

n=302(%) n=302(%)

n=98(%) n=87(%) n=40(%) n=34(%) n=440(%) n=423(%)

Yes 267(88) 250(83) 95(97) 80(92) 33(83) 29(85) 395(90) 359(85)

No 35(12) 52(17) 3(3) 7(8) 7(17) 5(15) 45(10) 64(15)

The reasons provided by graduates at the 6 month survey who indicated they would not select a career in nursing if they could choose again included: BN: Stressful work environment; a lack of permanent positions in some specialties; experiencing horizontal violence; heavy workloads and little support for nurses; unsafe work environment; a priority on politics and budgeting over patient safety; unsafe work environments; and not finding the career rewarding. LPN: The career was not that they thought it would be; high levels of stress and not enough staffing; and the amount of effort to become a nurse compared to the amount of money being made is not worth it (too many rules and regulations). RPN: Lack of employment opportunities; a limited professional scope; not able to become an NP; and an indication that the RN program would have been a better option. No reasons for selecting “no” to the question “If you could choose again, would you select a career in nursing?” in the 12 month survey.

A26

RN LPN RPN TOTAL


n(%) n(%) n(%) n(%) n(%) n(%) n(%) n(%)

The Nurses Recruitment and Retention Fund offers a grant to recruit nurses to work in a recognized bilingual/francophone facility or program. Are you interested in employment under this program?

n=301(%) N/A n=98(%) N/A n=40(%) N/A n=439(%) N/A

Yes 40(13) N/A 26(27) N/A 2(5) N/A 68(15) N/A

No 261(87) N/A 72(73) N/A 38(95) N/A 371(85) NA

B1 Page 1

Appendix B: Comparison Table of 2016 RN, LPN, & RPN Employed Graduates 6 & 12 Months after Graduation RN LPN RPN TOTAL


n(%) n(%) n(%) n(%) n(%) n(%) n(%) n(%)

Employment Rate

n=302(%) n=303(%) n=99(%) n=87(%) n=40(%) n=34(%) n=440(%) n=424(%)

Total Employed 288(95) 290(96) 99(100) 86(99) 37(93) 31(91) 423(96) 407(96)

Currently NOT employed but I am seeking nursing employment

3(1) 3(1) 0 1(1) 0 3(9) 3(0.7) 7(2)

Currently NOT employed, but will be seeking employment in the future

11(4) 10(3) 0 0 3(8) 0 14(3) 10(2)

Comments on Employment Rate at the 6 month survey:

RN: The reasons BN graduates listed for not being currently employed included the need to pass the NCLEX exam (n=6, 43%), maternity leave (n=2, 14%), a return to university (n=1, 7%), and ongoing treatment for a medical condition (n=1, 7%).

LPN: All graduates who responded to the survey indicated they were currently employed at the time of the 6 month survey.

RPN: The reasons given for not being employed included being on maternity leave (n=2, 67%), and being in the process of transferring their license to BC (n=1, 33%).

Comments on Employment Rate at the 12 month survey:

BN: The reasons BN graduates listed for not being currently employed included the need to pass the NCLEX exam (n=6, 43%), maternity leave (n=2, 14%), a return to university (n=1, 7%), and ongoing treatment for a medical condition (n=1, 7%).

RN: The reasons BN graduates listed for not being currently employed included a need to pass the NCLEX/just passed the NCLEX (n=5, 38%); being on maternity leave (n=2, 15%); pursuing further education (n=2, 15%); and being laid off due to “restructuring of our health care system” (n=1, 8%)

LPN & RPN: No reason was provided from the graduates who indicated they were seeking nursing employment as to why they were not currently employed.

B2 Page 2

RN LPN RPN TOTAL

6 month 12 month 6 month 12 month 6 month 12 month 6 month 12 month

n(%) n(%) n(%) n(%) n(%) n(%) n(%) n(%)

The following questions were answered by employed graduates on nursing positions held

Were you able to find work as a nurse as soon as you wanted?

n=288(%) N/A n=97(%) N/A n=37(%) N/A n=422(%)

N/A

Yes 258(90) N/A 88(91) N/A 28(76) N/A 374(89) N/A

No 30(10) N/A 9(9) N/A 9(24) N/A 48(11) N/A

How many nursing positions have you held since you graduated?

n=288(%) n=291(%) n=98(%) n=86(%) n=37(%) n=31(%) n=423(%) n=408(%)

One 244(85) 142(49) 47(48) 30(35) 18(49) 14(45) 309(73) 186(46)

Two 41(14) 99(34) 36(37) 34(40) 15(41) 8(26) 92(22) 141(35)

Three or more 2(1) 50(17) 15(15) 22(25) 4(11) 9(29) 21(5) 81(20)

B3 Page 3

RN LPN RPN TOTAL


n(%) n(%) n(%) n(%) n(%) n(%) n(%) n(%)

What is the name of your primary place of employment?

n=288(%) n=246(%) n=76(%) n=86(%) n=37(%) n=246(%) n=401(%) n=332(%)

Health Sciences Centre (HSC), Winnipeg

50(17)

40(16)

3(4) 1(1) 4(11) 40(16) 57(14) 41(12)

HSC Children's Hospital

22(8)

15(6)

1(1) 0 0 15(6) 23(6) 15(5)

HSC Women's Hospital

13(5) 10(4) 0 0 0 10(4) 13(3) 10(3)

St. Boniface Hospital

55(19) 43(18) 2(3) 2(2) 1(3) 43(17) 58(14) 45(14)

Concordia Hospital 11(4) 11(5) 2(3) 3(4) 0 11(4) 13(3) 14(4)

Seven Oaks General Hospital

13(5) 10(4) 4(5) 3(4) 1(3) 10(4) 18(4) 13(4)

Victoria General Hospital

11(4) 6(2) 1(1) 3(4) 0 6(2) 12(3) 9(3)

Grace General Hospital

11(4) 11(5) 1(1) 1(1) 0 11(4) 12(3) 12(4)

Thompson General Hospital

14(5) 13(5) 0 0 0 12(5) 14(3) 13(4)

Brandon Regional Health Centre

10(3) 6(2) 5(7) 8(9) 0 6(2) 15(4) 14(4)

Misericordia Health Centre

4(1) 1(0.4) 0 0 0 1(0.4) 4(1) 1(0)

Riverview Health Centre

6(2) 8(3) 4(5) 0 0 8(3) 10(2) 8(3)

Selkirk Mental Health Centre

0 8(3) 0 0 11(30) 0 11(3) 8(3)

Deer Lodge 3(1) 4(2) 0 3(4) 0 4(2) 3(0.7) 7(2)

Boundary Trails Health Centre

6(2) 6(2) 4(5) 1(1) 0 6(2) 10(2) 7(2)

B4 Page 4

RN LPN RPN TOTAL


n(%) n(%) n(%) n(%) n(%) n(%) n(%) n(%)

Dauphin Regional Health Centre

1(0.5) 2(0.8) 0 0 0 2(0.6) 1(0.2) 2(1)

Bethesda 1(0.5) 1(0.4) 1(1) 0 0 1(0.4) 2(0.4) 1(0)

Rural/Remote 35(12) 29(12) 38(50) 37(43) 15(41) 38(15) 88(22) 66(20)

Other 21(7) 22(9) 8(11) 24(28) 5(14) 22(9) 34(8) 46(17)

B5 Page 5

RN LPN RPN Total


n (%) n (%) n (%) n(%) n (%) n(%) n (%) n(%)

What is the facility type of your primary employment? / What is the category of your employment? (CHECK ONE)

n=286(%) n=291(%) n=98(%) n=86(%) n=37(%) n=31(%) n=421(%)

n=408(%)

Acute care 242(85) 243(84)

49(50) 41(48)

21(57) 23(74) 312(74) 307(75)

Long Term Care/Personal Care Home

18(6)

20(7) 41(42)

37(43)

8(22)

4(13) 67(16)

61(15)

Community Health 9(3) 12(4) 2(2) 4(5) 2(5) 2(7) 13(3) 18(4)

Multiple positions and multiple employer types.

9(3)

6(2) 3(3)

1(1)

3(8) 0 15(4)

7(2)

Other 8(3) 10(3) 3(3) 3(3) 3(8) 2(7) 14(3) 15(4)

B6 Page 6

RN LPN RPN Total


n (%) n (%) n (%) n (%) n (%) n (%) n (%) n (%)

In which practice setting is your primary place of employment? (check one)

n=288(%) n=289(%) n=98(%) n=86(%) n=37(%) n=33(%) n=423(%)

n=408(%) Acute Adult

Psychiatric Care 0

0

0 0 16(43) 13(42) 16(4) 13(3)

Ambulatory care 0 1(0.3) 0 0 0 0 0 1(0.2)

Children/Adolescents

0

0 0 0 3(8) 3(10) 3(0.7) 3(0.7)

Community Health 5(2) 3(1) 2(2) 4(5) 0 0 7(2) 7(2)

Community Mental Health

0 0 0 0 4(11) 1(3) 4(1) 1(0.2)

Critical Care (ICU, PICU, NICU)

11(4)

14(5) 0 0 0 0 11(3) 14(3)

Emergency Care 31(11) 33(11) 3(3) 0 0 0 34(8) 33(8)

Geriatric/ Long Term Care / PCH

16(6)

19(7) 40(41) 33(38) 7(19) 4(13)

63(15)

56(14)

Forensics 0 0 0 0 2(5) 3(13) 2(0.5) 3(0.7)

Home Care 1(0.5) 5(2) 1(1) 1(1) 0 0 2(0.5) 6(1)

Maternal 25(9) 25(9) 0 0 0 0 25(6) 25(6)

Medicine 78(27) 65(22) 22(22) 20(23) 0 0 100(24) 85(21)

Oncology 3(1) 2(0.7) 0 0 0 0 3(0.7) 2(0.5)

Operating / Recovery Room

3(1)

6(2) 0 0 0 0 3(0.7) 6(1)

Palliative Care 2(0.5) 5(2) 0 0 0 0 2(0.5) 5(1)

Pediatrics 14(5) 12(4) 1(1) 2(2) 0 0 15(4) 14(3)

Psychiatric / Mental Health

5(2) 3(1) 0 0 0 0 5(1) 3(0.7)

Relief Pool 4(1) 6(2) 1(1) 4(5) 0 2(7) 5(1) 12(3)

Rehabilitation 6(2) 7(2) 5(5) 4(5) 0 0 11(3) 11(3)

Surgery 47(16) 48(17) 11(11) 8(9) 0 0 58(14) 56(14)

Public Health 2(0.5) 5(2) 0 0 0 0 2(0.5) 5(1)

B7 Page 7

RN LPN RPN TOTAL


n(%) n(%) n(%) n(%) n(%) n(%) n(%) n(%)

Occupational Health

0 0 0 0 0 0 0 0

Telehealth 0 0 0 0 0 0 0 0

Multiple clinical areas

21(7) 22(8) 10(10) 9(11) 2(5) 4(13) 33(8) 35(9)

Other 11(4) 8(3) 2(2) 1(1) 2(5) 3(10) 15(4) 12(3)

What are you primary hours of work per shift?

n=286(%) n=291(%) n=97(%) n=86 n=37(%) n=31(%) n=420(%) n=408(%)

8 hours 121(42) 131(45) 64(66) 58(67) 28(76) 24(77) 213(51) 213(52)

12 hours 159(56) 152(52) 31(32) 26(30) 6(16) 7(23) 196(47) 185(45)

Other 6(2) 8(3) 2(2) 2(2) 3(8) 0 11(3) 10(2)

Please indicate your current employment status

n=288(%) n=291(%) n=98(%) n=86(%) n=37(%) n=31(%) n=423(%) n=408(%)

Full Time - Term 51(18) 51(18) 11(11) 6(7) 6(16) 5(16) 68(16) 62(15)

Full Time - Permanent

74(26)

68(23) 7(7) 11(13) 8(22) 7(23) 89(21) 86(21)

Part Time - Term 56(19) 37(13) 23(23) 15(17) 10(27) 5(16) 89(21) 57(14)

Part Time - Permanent

88(31) 114(39) 41(42) 46(54) 5(14) 11(36) 134(32)

171(42)

Casual 6(2) 6(2) 9(9) 3(4) 4(11) 1(3) 19(4) 10(2)

Multiple Positions 13(5) 15(5) 7(7) 5(6) 4(11) 2(7) 24(6) 22(5)

B8 Page 8

RN LPN RPN TOTAL


n(%) n(%) n(%) n(%) n(%) n(%) n(%) n(%)

The following were answered by employed graduates regarding their FIRST nursing position

What were the deciding factors in accepting your FIRST nursing position? (Check ALL that apply)

n=288 N/A n=98(%) N/A n=37(%) N/A n=423(%) N/A

First place to offer employment

88(31) N/A 35(36) N/A 14(38) N/A 137(32) N/A

Position is close to home

27(9) N/A 14(14) N/A 5(14) N/A 46(11) N/A

Practice area I wanted to work in

155(54) N/A 35(35) N/A 16(43) N/A 206(49) N/A

Had senior clinical practicum there

8(3) N/A 0 N/A 0 N/A 8(2) N/A

Worked on the unit in another role

1(0.5) N/A 0 N/A 1(3) N/A 2(0.5) N/A

Positive reputation of the facility/organization

0 N/A 1(1) N/A 0 N/A 1(0.2) N/A

Recruitment strategies of facility/organization

1(0.5) N/A 0 N/A 0 N/A 1(0.2) N/A

Offered a permanent position

2(0.5) N/A 5(5) N/A 0 N/A 7(2) N/A

Other 6(2) N/A 10(10) N/A 2(5) N/A 18(4) N/A

Did your senior clinical practicum assist you in finding your FIRST nursing position?

n=287(%) N/A n=98(%) N/A n=37(%) N/A n=422(%) N/A

Yes 221(77) N/A 55(56) N/A 20(54) N/A 296(70) N/A

No 66(23) N/A 43(44) N/A 17(46) N/A 126(30) N/A

B9 Page 9

RN LPN RPN TOTAL


n(%) n(%) n(%) n(%) n(%) n(%) n(%) n(%)

Was your FIRST nursing position in the same facility as your senior clinical practicum?

n=288(%) N/A n=98(%) N/A n=37(%) N/A n=423(%) N/A

Yes 213(74) N/A 50(51) N/A 14(38) N/A 277(65) N/A

No 75(26) N/A 48(49) N/A 23(62) N/A 146(35) N/A

Was your FIRST nursing position in the same unit as your senior clinical practicum?

n=288(%) N/A n=97(%) N/A n=37(%) N/A n=422(%) N/A

Yes 173(60) N/A 41(42) N/A 12(32) N/A 226(54) N/A

No 115(40) N/A 56(58) N/A 25(68) N/A 196(46) N/A

The following were answered by employed graduates on employment preferences

In what health regions of Manitoba have you actively sought nursing employment? (Check ALL that apply)

n=288(%) n=304(%) n=98(%) n=87(%) n=37(%) n=34(%) n=423(%) n=425(%)

Winnipeg/Churchill Health Region - in Winnipeg

211(73)

185(61) 43(44) 33(38) 18(49) 15(44) 272(64) 233(55)

Winnipeg/Churchill Health Region - in Churchill

3(1)

4(1) 1(1) 3(3) 0 0 4(1) 7(2)

Northern Health Region

26(9) 26(9) 2(2) 5(6) 1(2) 1(3) 29(7) 32(8)

Prairie Mountain Health Region

27(9) 22(7) 33(34) 24(28) 11(30) 10(29) 71(17) 56(13)

Southern Health Region

30(10) 25(8) 27(28) 23(27) 2(5) 3(9) 59(14) 51(12)

Interlake Eastern Health Region

31(11) 37(12) 23(23) 12(14) 11(30) 8(24) 65(15) 57(13)

Outside of Manitoba in Canada

10(3) 11(4) 1(1) 1(1) 6(16) 3(9) 17(4) 15(4)

of Canada

1(0.3) 5(2) 0 1(1) 0 0 1(0.2) 6(1)

B10 Page 10

At the 6 month survey: The graduates who indicated they have sought employment outside Manitoba indicated Alberta, Saskatchewan, BC, Cold Lake Health Centre, Nova Scotia, and the Federal Corrections Services (First Nations Health Canada) as alternate places they sought employment. The one graduate who indicated they were looking outside of Canada indicated USA as the other country they were actively looking for employment.

At the 12 month survey: The graduates who indicated they have sought employment outside Manitoba indicated Alberta, Nova Scotia, Saskatchewan, British Colombia (Vancouver), Ontario (Toronto), and the Yukon…The graduates who indicated looking outside of Canada for employment indicated the USA (California., Idaho, Minnesota, and Nevada) as the other country they were exploring for employment options.

RN LPN RPN TOTAL


n(%) n(%) n(%) n(%) n(%) n(%) n(%) n(%)

Is the employment type (i.e. Part-time, full-time, casual, etc.) of your current position your 1st choice?

n=288(%) n=291(%) n=98(%) n=86(%) n=37(%) n=31(%) n=423(%) n=408(%)

Yes 204(71) 223(77)

59(60) 59(69) 25(68) 21(68) 288(68) 303(74)

No 84(29) 68(23) 39(40) 27(31) 12(32) 10(32) 135(32) 105(26)

B11 Page 11

RN LPN RPN TOTAL


n(%) n(%) n(%) n(%) n(%) n(%) n(%) n(%)

If not your 1st choice, what employment type were you seeking?

n=84(%) n=68(%) n=39(%) n=27(%) n=12(%) n=9(%) n=135(%) n=104(%)

Full Time Term (1.0 EFT)

0 0 2(5) 0 0 0 2(1) 0

Full Time Permanent (1.0 EFT)

21(25) 14(21) 15(38) 11(41) 6(50) 2(22) 42(31) 27(26)

Part Time Term 7(8) 5(7) 4(10) 0 1(8) 2(22) 12(9) 7(7)

Part Time Permanent 53(63) 49(72) 17(44) 16(59) 4(33) 5(56) 74(55) 70(67)

Other 1(1) 0 1(3) 0 1(8) 0 3(2) 0

If you have not obtained the area of practice of your 1st choice, which statement best describes why? (Check ALL that apply)

n=63(%) n=53(%) n=33(%) n=25(%) n=12(%) - n=108(%) n=78(%)

Employment of choice not available

25(40) 28(53) 17(52) 12(48) 5(42) - 47(44) 30(38)

Did not have experience required

11(17) 5(9)

3(9) 2(8) 3(25) - 17(16) 7(9)

Did not have high enough seniority

12(19) 17(32) 5(15) 7(28) 2(17) - 19(18) 24(31)

Did not have qualifications required

2(3)

0 0 1(4) 0 - 2(2) 1(1)

I don't know 7(11) 0 3(9) 1(4) 1(8) - 11(10) 1(1)

Other 6(10) 3(6) 5(15) 2(8) 1(8) - 12(11) 5(6)

**None of the 11 RPN graduates who indicated they have not obtained employment in the area of practice of their 1st choice provided information on what statement best described why this was. As to what best describes why this was

B12 Page 12

RN LPN RPN TOTAL


n(%) n(%) n(%) n(%) n(%) n(%) n(%) n(%)

What is the ideal / most preferred EFT for you? (select one)

n=287(%) n=291(%) n=98(%) n=86(%) n=37(%) n=31(%) n=422(%) n=408(%)

0.1 1(0.5) 3(1) 1(1) 0 0 0 2(0.5) 3(0.7)

0.2 0 0 0 0 1(3) 0 1(0.2) 0

0.3 0 0 0 0 0 0 0 0

0.4 2(0.5) 4(1) 0 0 1(3) 0 3(0.7) 4(1)

0.5 5(2) 3(1) 0 3(4) 0 0 5(1) 6(1)

0.6 19(7) 25(9) 9(9) 6(7) 3(8) 1(3) 31(7) 32(8)

0.7 66(23) 74(26) 23(23) 20(23) 3(8) 7(23) 92(22) 101(25)

0.8 106(37) 106(36) 38(38) 35(41) 17(46) 12(39) 161(38) 153(38)

0.9 5(2) 8(3) 7(7) 2(2) 2(5) 1(68) 14(3) 11(3)

1 83(29) 68(23) 18(18) 19(22) 9(24) 10(32) 110(26) 97(24)

Casual 0 0 2(2) 1(1) 1(3) 0 3(0.7) 1(0.2)

Why is this your ideal EFT? (part time/casual) - more than one response may apply

n=205(%) n=222(%) n=78(%) n=67(%) n=29(%) n=21(%) n=312(%) n=310(%)

Allows for work/life balance

120(59) 129(58) 40(51) 34(51) 19(66) 13(62) 179(57) 176(57)

Sufficient income/shifts

13(6) 14(6) 16(21) 3(5) 1(3) 0 30(10) 17(5)

Can pick-up more shifts

2(1) 0 1(1) 1(1) 0 0 3(1) 1(0.3)

Flexible schedule (cluster shifts to allow vacation period)

71(35) 71(32) 25(32) 27(40) 8(28) 5(24) 104(33)

103(33)

Other 1(0.5) 8(4) 2(3) 2(3) 1(3) 3(14) 4(1) 13(4)

B13 Page 13

RN LPN RPN TOTAL


n(%) n(%) n(%) n(%) n(%) n(%) n(%) n(%)

Why is this your ideal EFT? (full time) - more than one response may apply

n=83(%) n=67(%) n=16(%) n=19(%) n=9(%) n=10(%) n=108(%) n=96(%)

Maximize income to pay off student debt/loans

26(31) 17(25) 5(31) 4(21) 4(44) 5(50) 35(32)

26(27)

Gain maximum experience

23(28) 15(22) 5(31) 3(16) 1(11) 0 29(27)

18(19)

Financial security/need/Make more money

21(25) 23(34) 4(25) 7(37) 3(33) 4(40) 28(26)

34(35)

Benefits/seniority /fixed schedule

13(16) 10(15) 2(13) 3(16) 1(11) 0 16(15)

13(14) Other 3(4) 2(3) 0 2(11) 0 1(10) 3(3) 5(5)

Is your current employment position part of a relief pool?

n=286(%) n=291(%) n=96(%) n=86(%) n=37(%) n=31(%) n=419(%) n=408(%)

Yes 50(17) 39(13) 22(23) 16(19) 7(19) 9(29) 79(19) 64(16)

No 236(83) 252(87) 74(77) 70(81) 30(81) 22(71) 340(81) 344(84)

Does your organization utilize mandated overtime?

N/A n=291(%) N/A n=86(%) N/A n=31(%) N/A n=408(%)

Yes n/a 144(49) n/a 42(49) n/a 16(52) n/a 202(50)

No n/a 147(51) n/a 44(51) n/a 15(48) n/a 206(50)

B14 Page 14

Overall, how satisfied are you with your current nursing employment position?

n=288(%) n=291(%) n=98(%) n=86(%) n=37(%) n=31(%) n=423(%) n=408(%)

Very satisfied 98(34) 96(33) 29(30) 30(35) 11(30) 9(29) 138(33) 135(33)

Satisfied 173(60) 170(58) 59(60) 36(42) 20(54) 19(61) 252(60) 225(55)

Neither satisfied nor dissatisfied

0

0 0

9(11) 0 0 0

9(2)

Dissatisfied 17(6) 25(9) 10(10) 11(13) 6(16) 2(7) 33(8) 38(9)

Very dissatisfied 0 0 0 0 0 1(3) 0 1(0.2)

RN LPN RPN Total


n (%) n(%) n (%) n(%) n (%) n (%) n (%) n (%)

If yes, about how often are you mandated to work overtime each month?

N/A n=136(%) N/A n=39(%) N/A n=15(%) N/A n=190(%)

1 time per month n/a 108(79) n/a 33(85) n/a 12(80) n/a 153(81)

2 times per month n/a 11(8) n/a 3(8) n/a 1(7) n/a 15(8)

3 times per month n/a 4(3) n/a 0 n/a 1(7) n/a 5(3)

4 times per month n/a 1(1) n/a 0 n/a 1(7) n/a 2(1)

More than once per week

n/a 12(9) n/a 3(8) n/a 0

n/a 15(8)

B15 Page 15

RN LPN RPN Total


n (%) n(%) n (%) n(%) n (%) n (%) n (%) n (%)

Which statement describes your primary intention in the next year?(Check all that apply)

n=288(%) n=291(%) n=97(%) n=86(%) n=37(%) n=31(%) n=422(%) n=408(%)

Remain in my current position

211(73) 199(68) 68(70) 59(69) 27(73) 25(81) 306(73) 283(69)

Leave current position

77(27) 92(32) 29(30) 27(31) 10(27) 6(19) 116(27) 125(31)

If you plan to leave your current position, what do you primarily intend to do? n=77(%) n=92(%) n=29(%) n=27(%) n=10(%) n=6(%) n=116(%) n=125(%)

Look for another position with current employer

45(58)

48(52) 11(38)

11(41)

4(40) 4(67) 60(52)

63(50) Look for another

nursing position in Manitoba

26(34)

29(32) 17(59)

16(59)

5(50) 1(17) 48(41)

46(37)

Look for another position in another province

3(4)

7(8) 0

0

1(10) 1(17) 4(3)

8(6)

Look for another position in the U.S.

2(3)

0 0

0

0 0 2(2)

0

Look for another position in another country other than the US

0

5(5) 0

0

0 0 0

5(4)

B16 Page 16

RN LPN RPN TOTAL


n(%) n(%) n(%) n(%) n(%) n(%) n(%) n(%)

Return from a different country or province and look for a nursing position

1(1) 0 0 0 0 0 1(1) 0

Other 0 3(3) 0 0 0 0 0 3(2)

C1

Appendix C: Comparison Table of 2016 RN, LPN, & RPN Graduates on Employment and Job

Prospects as a Nurse 6 & 12 Months after Graduation

RN BN

LPN LPN

RPN TOTALS

6 Month 12 Month 6 Month 12 Months 6 Month 12 Months 6 Month 12 Month

n (%) n (%) n (%) n(%) n (%) n (%) n (%) n(%)

Employed Graduates that are Employed or Seeking Employment Outside of MB

n=288(%) n=291(%) n=98(%) n=87(%) n=37(%) n=31(%) n=423(%) n=409(%)

Yes, Employed Outside of MB

6(2) 9(3) 4(4) 0 4(11) 3(10) 14(3) 12(3)

Yes, Seeking Outside of MB 11(4) 14(5) 0 1(1) 1(3) 0 12(3) 15(4)

No 271(94) 268(92) 94(96) 86(99) 32(86) 28(90) 397(94) 382(93)

Graduates Employed Outside of Manitoba

Employment Location

n=6(%) n=9(%) n=2(%) n=0(%) n=4(%) n=3(%) n=12(%) n=12(%)

Other Country not US 0 0 0 0 0 0 0 0

United States 1(17) 1(11) 0 0 0 0 1(9) 1(9)

Other Province 5(83) 8(89) 2(100) 0 4(100) 3(100) 11(91) 11(91)

The six (2%) BN graduates who were employed outside Manitoba at the 6 month survey indicate the influential to very influential factors for leaving Manitoba

included: personal/family reasons (n=5, 83%); lack of desired career opportunities (n=2, 33%); desired better pay/benefits (n=1, 17%); and lack of employment in

specialty areas (n=1, 17%). Factors that would be motivational to very motivational for these graduates to return include: Family considerations, job security,

relocation expenses paid by employer, and more education and training opportunities (n=3, 50%); availability of full time work, availability of work in specific areas,

different scheduling practices, and better workload/work conditions (n=2, 33%); better wages and benefits, and availability of part time work (n=1, 17%).

Two (2%) LPN graduates at the 6 month survey who shared the influential factors influencing them to leave Manitoba identified personal reasons including family

and friends (n=1, 50%) as somewhat influential, and that the “current government is not health care friendly” (n=1, 50%). These two graduates indicated aspects

that would motivate them to return to Manitoba would include better benefits and wages (n=1, 50%); family considerations (n=1, 5-%), and better workload and

conditions (n=1, 50%) as very motivational, and improved education and training opportunities as motivational (n=1, 50%).

The four RPN graduates at the 6 month survey indicated family considerations (n=4, 100%); signing bonus and relocation fees (n=3, 75%); lack of

C2

education/training (n=2, 50%); lack of available employment in specialty areas (n=1, 25%); and the graduate program offered in BC (n=1, 25%) as influential to very

influential factors to leave Manitoba. All of these graduates indicated better pay/wages, and family considerations as motivational to very motivational factors for

returning to Manitoba (n=4, 100%). Three of these graduates (75%) also indicated Paid relocation, full time work, job security, availability in specialty areas, and

improved training and education as additional motivational to very motivational factors in considering a return to Manitoba.

At the time of the 12 month survey 9 BN graduates indicated they were employed in either the USA (n=1, 11%), or another province (n=8, 89%). These graduates

indicated a lack of desired career opportunity, lack of desired hours, better pay/benefits, and lack of employment in specialty areas as influences to leaving

Manitoba.

There were no responding LPN graduates who were employed outside of Manitoba at the time of the 12 month survey.

There were 3 RPN graduates who indicated they were employed outside of Manitoba (in another province). These graduates indicated personal/family reasons,

lack of education/training, and relocation expenses/signing bonus as factors that were somewhat to very influential in their decision to leave Manitoba. They

highlight availability of full time employment, relocation expenses paid, better wages, family/personal considerations, availability of employment in specialty areas,

job security, and better workload/work conditions as motivational or very motivational factors to consider returning to Manitoba.

RN LPN RPN TOTAL


n(%) n(%) n(%) n(%) n(%) n(%) n(%) n(%)

If the employment type that you are seeking was offered to you in Manitoba, would you stay in Manitoba?

n=11(%) n=16(%) N/A n=1(%) n=1(%) N/A n=12(%) n=17(%)

Yes 6(55) 10(63) N/A 0 1(100) N/A 7(58) 10(59)

No 5(45) 6(37) N/A 1(100) 0 N/A 5(42) 7(41)

D1

Appendix D: Comparison Table of 2016 RN, LPN, & RPN Graduates on Supports Received in

Transition to the Workplace 6 Months after Graduation

RN

BN

LPN RPN TOTAL


n(%) n(%) n(%) n(%) n(%) n (%) n(%) n(%)

The following is a list of supports that employers can provide to ease the transition of new nurses into the workplace. Please indicate how helpful each support was to you

An orientation to the unit/area of work

n=288(%) N/A

N/

n=98(%) N/A n=37(%) N/A n=423(%) N/A

Not experienced 23(8) N/A 8(8) N/A 6(16) N/A 37(9) N/A

Very helpful 88(31) N/A 40(41) N/A 9(24) N/A 137(32) N/A

Helpful 117(41) N/A 39(40) N/A 10(27) N/A 166(39) N/A

Somewhat helpful 55(19) N/A 11(11) N/A 9(24) N/A 75(18) N/A

Not very helpful 5(2) N/A 0 N/A 2(5) N/A 7(2) N/A

Not at all helpful 0 N/A 0 N/A 1(3) N/A 1(0.2) N/A

An orientation to the facility/agency

n=288(%) N/A n=98(%) N/A n=37(%) N/A n=423(%) N/A





Not very helpful 15(5) N/A 2(2) N/A 2(5) N/A 0) N/A

Not at all helpful 0 N/A 0 N/A 1(3) N/A 19(4) N/A

A preceptor/buddy system on the unit/area of work

n=288(%) N/A n=98(%) N/A n=37(%) N/A n=423(%) N/A



D2

General policy and procedure manual

n=288(%) N/A n=98(%) N/A n=37(%) N/A n=423(%) N/A





Not very helpful 12(4) N/A 3(3) N/A 3(8) N/A 18(4) N/A

Not at all helpful 1(0.5) N/A 1(1) N/A 0 N/A 2(0.5) N/A

Respectful workplace policy and procedure manual

n=288(%) N/A n=98(%) N/A n=37(%) N/A n=423(%) N/A





RN LPN RPN TOTAL


n(%) n(%) n(%) n(%) n(%) n (%) n(%) n(%)



Not very helpful 2(0.5) N/A 1(1) N/A 0 N/A 3(1) N/A

Not at all helpful 0 N/A 0 N/A 0 N/A 0 N/A

An opportunity to be mentored by a staff member

n=288(%) N/A n=98(%) N/A n=37(%) N/A n=423(%) N/A





Not very helpful 5(2) N/A 0 N/A 0 N/A 5(1) N/A

Not at all helpful 0 N/A 0 N/A 1(3) N/A 1(0.2) N/A

D3

RN LPN RPN TOTAL


n(%) n(%) n(%) n(%) n(%) n (%) n(%) n(%)


Not at all helpful 2(0.5) N/A 0 N/A 0 N/A 2(0.5) N/A

Respectful workplace education session

n=288(%) N/A n=98(%) N/A n=37(%) N/A n=423(%) N/A







A reasonable progression of responsibility

n=288(%) N/A n=98(%) N/A n=37(%) N/A n=423(%) N/A





Not very helpful 0 N/A 0 N/A 0 N/A 0 N/A


D4

RN LPN

PN

RPN Total

6 Month 12 Month 6 Month 12 Month 6 Month 12 Month 6 Month 12 Months

n(%) n(%) n(%) n(%) n(%) n(%) n(%) n(%)

An initial reduced workload

n=288(%) N/A n=98(%) N/A n=37(%) N/A n=423(%) N/A





Not very helpful 0 N/A 0 N/A 0 N/A 0 N/A

Not at all helpful 0 N/A 0 N/A 0 N/A 0 N/A

New Grad Day for Nurses

n=288(%) N/A n=98(%) N/A n=37(%) N/A n=423(%) N/A



Helpful 36(13) N/A 9(9) N/A 0 N/A 45(11) N/A

Somewhat helpful 25(9) N/A 1(1) N/A 0 N/A 26(6) N/A

Not very helpful 5(2) N/A 0 N/A 0 N/A 5(1) N/A

Not at all helpful 2(0.5) N/A 2(2) N/A 0 N/A 4(1) N/A

E1

Appendix E: Comparison Table of 2016 RN, LPN, & RPN Employed Graduates Experience of Bullying in the Workplace 6 and 12 Months after Graduation

RN

BN

LPN

LPN

RPN Total


n(%) n(%) (%)

n(%) n(%) n(%) n(%) n(%) n(%)

Have you been bullied at your workplace in the last 6 months?

n=287(%) n=288(%) n=97(%) n=85(%) n=37(%) n=30(%) n=421(%) n=403(%)

Yes 71(25) 77(27) 15(15) 20(24) 5(14) 6(20) 91(22) 103(26)

No 216(75) 211(73) 82(85) 65(77) 32(86) 24(80) 330(78) 300(74)

The following questions related to the source of bullying were answered by those who reported experiencing bullying in the workplace.

Have experienced bullying from nurses with a similar level of seniority

n=71(%) n=77(%) n=14(%) n=20(%) n=5(%) n=6(%) n=90(%) n=103(%)

Never 52(73) 45(58) 7(50) 13(65) 3(60) 5(83) 62(69) 63(61)

Now and Then 12(17) 16(21) 6(43) 5(25) 2(40) 1(17) 20(22) 22(21)

Monthly 4(6) 11(14) 1(7) 1(5) 0 0 5(6) 12(12)

Weekly 2(3) 3(4) 0 1(5) 0 0 2(2) 4(4)

Daily 1(1) 2(3) 0 0 0 0 1(1) 2(2)

Have experienced bullying from nurses more senior to you

n=71(%) n=77(%) n=14(%) n=20(%) n=5(%) n=6(%) n=90(%) n=103(%)

Never 15(21) 9(12)

40

19

6

3

2(14) 7(35) 2(40) 1(17) 19(21) 17(16)

Now and Then 27(38) 40(52) 10(71) 6(30) 3(60) 3(50) 40(44) 49(48)

Monthly 18(25) 19(25) 0 5(25) 0 2(32) 18(20) 26(25)

Weekly 9(13) 6(8) 2(14) 2(10) 0 0 11(12) 8(8)

Daily 2(3) 3(3) 0 0 0 0 2(2) 3(3)

E2

RN LPN RPN TOTAL


n(%) n(%) (%)

n(%) n(%) n(%) n(%) n(%) n(%)

Have experienced bullying from nurse managers

n=71(%) n=77(%) n=14(%) n=20(%) n=5(%) n=6(%) n=90(%) n=103(%)

Never 54(76) 45(58) 13(93) 17(85) 5(100) 4(67) 72(80) 66(64)

Now and Then 10(14) 23(30) 1(7) 1(5) 0 1(17) 11(12) 25(24)

Monthly 6(8) 6(8) 0 0 0 0 6(7) 6(6)

Weekly 1(1) 2(3) 0 1(5) 0 1(17) 1(1) 4(4)

Daily 0 1(1) 0 1(5) 0 0 0 2(2)

Have experienced bullying from physicians

n=70(%) n=77(%) n=14(%) n=20(%) n=5(%) n=6(%) n=89(%) n=103(%)

Never 27(39) 32(42) 7(50) 14(70) 3(60) 2(33) 37(42) 48(47)

Now and then 27(39) 27(35) 7(50) 4(20) 0 2(33) 34(38)

33(32)

Monthly 10(14) 14(18) 0 2(10) 1(20) 1(17) 11(12) 17(17)

Weekly 6(9) 4(5) 0 0 1(20) 1(17) 7(8) 5(5)

Daily 0 0 0 0 0 0 0 0

Have experienced bullying from patients

n=70(%) n=77(%) n=15(%) n=20(%) n=5(%) n=6(%) n=90(%) n=103(%)

Never 24(34) 20(26) 5(33) 7(35) 2(40) 2(33) 31(34) 29(28)

Now and Then 21(30) 21(27) 6(40) 5(25) 1(20) 1(17) 28(31) 27(26)

Monthly 11(16) 21(27) 3(20) 6(30) 0 0 14(16) 27(26)

Weekly 9(13) 9(12) 1(7) 2(10) 1(20) 3(50) 11(12) 14(14)

Daily 5(7) 6(8) 0 0 1(20) 0 6(7) 6(6)

E3

RN LPN RPN TOTAL


n(%) n(%) (%)

n(%) n(%) n(%) n(%) n(%) n(%)

Have experienced bullying from patient's family members/visitors

n=71(%) n=77(%) n=14(%) n=20(%) n=5(%) n=6(%) n=90(%) n=103(%)

Never 24(34) 14(18) 7(50) 5(25) 3(60) 0 34(38) 19(18)

Now and andandThen

29(41) 29(38) 5(36) 12(60) 1(20) 3(50) 35(39) 44(43)

Monthly 10(14) 20(26) 2(14) 2(10) 0 3(50) 12(13) 25(24)

Weekly 7(10) 8(10) 0 1(5) 0 0 7(8) 9(9) Daily 1(1) 6(8) 0 0 1(20) 0 2(2) 6(6)

Have experienced bullying from support staff

n=71(%) n=77(%) n=14(%) n=20(%) n=5(%) n=6(%) n=90(%) n=103(%)

Never 43(61) 51(66) 5(36) 11(55) 2(40) 2(33) 50(56) 64(62)

Now and Then 15(21) 14(18) 5(36) 5(25) 1(20) 3(50) 21(23) 22(21)

Monthly 2(3) 7(9) 1(7) 3(15) 0 0 3(3) 10(10)

Weekly 9(13) 4(5) )

2(14) 1(5) 0 0 11(12) 5(5)

Daily 2(3) 1(1) 1(7) 0 2(40) 1(17) 5(6) 2(2)

Have experienced bullying from allied health professionals

n=71(%) n=77(%) n=15(%) n=20(%) n=5(%) n=6(%) n=91(%) n=103(%)

Never 59(83) 65(84) 14(93) 19(95) 2(40) 2(33) 75(82) 86(83)

Now and Then 9(13) 10(13) 1(7) 1(5) 2(40) 4(67) 12(13) 15(15)

Monthly 3(4) 0 0 0 0 0 3(3) 0

Weekly 0 2(3) 0 0 1(20) 0 1(1) 2(2)

Daily 0 0 0 0 0 0 0 0

E4

RN LPN RPN TOTAL


n(%) n(%) n(%) n(%) n(%) n(%) n(%) n(%)

The below questions are about the reporting of bullying to employers if it was experienced

Have you reported any incidence of bullying to your employer in the last 6 months?

n=178(%) n=77(%) n=54(%) n=20(%) n=5(%) n=6(%) n=237(%) n=103(%)

Yes 19(11) 16(21) 4(7) 5(25) 2(40) 1(17) 25(11) 22(21)

No 159(89) 61(79) 50(93) 15(75) 3(60) 5(83) 212(89) 81(79)

How did you report the bullying?(More than one response may apply for each participant)

n=19(%) n=21(%) n=4(%) n=5(%) n=2(%) n=1(%) n=25(%) n=27(%)

Incident Report 3(16) 4(19) 1(25) 0 1(50) 0 5(20) 4(15)

Spoke to Manager 16(84) 14(67) 4(100) 4(100) 2(100) 1(100) 22(88) 19(70)

Spoke to Human Resources Rep

0 2(10) 1(25) 1(25) 1(50) 0 2(8) 3(11)

Other 1(5) 1(5) 0 0 0 0 1(4) 1(4)

What action was taken by your employer? (some reported multiple actions)

n=20(%) n=16(%) n=4(%) n=5(%) n=2(%) n=1(%) n=26(%) n=22(%)

Manager spoke with person who had bullied 8(40) 5(31) 2(50) 1(20) 1(50) 0 11(42) 6(27)

Recorded incident/Incident Report 1(5) 0 0 0 0 0 1(4) 0

Apology 0 0 0 0 0 0 0 0

Unspecified action was taken

0 0 0 0 0 0 0 0

Unknown action 0 0 0 0 1(50) 1(100) 1(4) 1(5)

No action taken 10(50) 11(69) 2(50) 3(60) 0 0 12(46) 14(64)

Other 0 0 0 1(20) 0 0 0 1(5)

E5

RN LPN RPN TOTAL


n(%) n(%) n(%) n(%) n(%) n(%) n(%) n(%)

Did your employer follow-up with you after they took action?

n=18(%) n=16(%) n=4(%) n=5(%) n=2(%) n=1(%) n=24(%) n=22(%)

Yes 6(33) 5(31) 1(25) 2(40) 1(50) 0 8(33) 7(32)

No 12(67) 11(69) 3(75) 3(60) 1(50) 1(100) 16(67) 15(68)

E6

RN LPN RPN Total


n(%) n(%) n(%) n(%) n(%) n(%) n(%) n(%)

Below outline strategies employers use to foster a respectful workplace

Strategies utilized by your workplace to foster a respectful workplace (select all that apply)

n=288(%) n=304(%) n=98(%) n=87(%) n=37(%) n=34(%) n=423(%) n=425(%)

Open Communication and/or Group Meetings

184(64) 180(59) 60(61) 59(68) 21(57) 23(68) 265(63)

262(62)

Respectful Workplace Policy 188(65) 215(71)

78(80)

71(82) 28(76) 23(68) 294(70) 309(73)

Team Building Events

72(25) 67(22) 24(24) 20(23) 11(30) 9(27) 107(25) 96(23)

Workshops, Videos, or Other Informational Resources

52(18) 78(26) 31(32) 25(29) 9(24) 8(24) 92(22) 111(26)

Approachable, Supportive Managers

183(64) 173(57) 58(59) 44(51) 21(57) 21(62)

262(62)

238(56)

Don’t Know of Any Strategies Used

39(14) 42(14) 12(12) 5(6) 6(16) 3(9) 57(13) 50(12)

G1

Appendix F: Comparison Table 2016 RN, LPN, & RPN Graduates on Negative Behaviours Experienced in the Workplace 6 and 12 Months after Graduation

RN LPN RPN Total


n(%) n(%) n(%) n(%) n(%) n(%) n(%) n(%)

Indicate the frequency at which you have experienced the following behaviours directed towards you at your workplace in the last 6 months. The following 22 items make up the Negative Acts Questionnaire Survey Tool (NAQ-R).

Someone withholding information which affects your performance (work-related bullying)

n=288(%) n=287(%) n=96(%) n=85(%) n=37(%) n=30(%) n=421(%) n=402(%)

Never 165(57) 147(51) 59(61) 49(58) 22(59) 13(43) 246(58) 209(52)

Now and Then 106(37) 110(38) 36(38) 31(37) 11(30) 13(43) 153(36) 153

(36)

154(38)

Monthly 7(2) 13(5) 0 5(6) 0 1(3) 7(2) 19(5)

Weekly 10(3) 13(5) 1(1) 0 3(8) 3(10) 14(3) 16(4)

Daily 0 4(1) 0 0 1(3) 0 1(0.2) 4(1)

Being humiliated/ridiculed in connection with your work (person-related bullying)

n=288(%) n=288(%) n=95(%) n=85(%) n=37(%) n=30(%) n=420(%) n=403(%)

Never 184(64) 153(53) 66(69) 48(57) 26(70) 19(63) 276(66) 220(55)

Now and Then 81(28) 109(38) 25(26) 30(35) 10(27) 8(27) 116(28) 147(36)

Monthly 15(5) 17(6) 2(2) 6(7) 0 0 17(4) 23(6)

Weekly 6(2) 8(3) 2(2) 1(1) 0 2(7) 8(2) 11(3)

Daily 2(0.5) 1(0.3) 0 0 1(3) 1(3) 3(1) 2(0.5)

Being ordered to do work below your level of competence (work-related bullying)

n=288(%) n=287(%) n=96(%) n=85(%) n=37(%) n=30(%) n=421(%) n=402(%)

Never 162(56) 137(48) 64(67) 47(55) 17(46) 10(33) 243(58) 194(48)

Now and Then 93(32) 106(37) 26(27) 26(31) 13(35) 13(43) 132(31) 145(36)

Monthly 14(5) 15(5) 0 4(5) 1(3) 2(7) 15(4) 21(5)

Weekly 10(3) 17(6) 4(4) 2(2) 2(5) 1(3) 16(4) 20(5)

Daily 9(3) 12(4) 2(2) 6(7) 4(11) 4(13) 15(4) 22(5)

F2

RN LPN RPN Total


n(%) n(%) n(%) n(%) n(%) n(%) n(%) n(%)

Having key areas of responsibility removed/replaced with more trivial/unpleasant tasks (person-related bullying)

n=288(%) n=288(%) n=96(%) n=85(%) n=37(%) n=30(%) n=421(%) n=403(%)

Never 215(75) 184(65) 75(78) 57(67) 30(81) 19(63) 320(76) 260(65)

Now and Then 59(20) 78(27) 18(19) 19(22) 5(14) 8(27) 82(19) 105(26)

Monthly 6(2) 10(3) 1(1) 5(6) 1(3) 0 8(2) 15(4)

Weekly 4(1) 10(3)

3

2(2) 3(4) 1(3) 1(3) 7(2) 14(3)

Daily 4(1) 6(2) 0 1(1) 0 2(7) 4(1) 9(2)

Spreading gossip/rumors about you (person-related bullying)

n=288(%) n=288(%) n=96(%) n=85(%) n=37(%) n=30(%) n=421(%) n=403(%)

Never 206(72) 183(64) 76(79) 59(69) 25(68) 20(67) 307(73) 262(65)

Now and Then 57(20) 81(28) 17(18) 21(25) 9(24) 6(20) 83(20) 108(27)

Monthly 15(5) 10(3) 3(3) 0 0 1(3) 18(4) 11(3)

Weekly 6(2) 11(4) 0 5(6) 1(3) 1(3) 7(2) 17(4)

Daily 2(0.5) 3(1) 0 0 2(5) 2(7) 4(1) 5(1)

Being ignored/excluded (person-related bullying)

n=288(%) n=288(%) n=95(%) n=84(%) n=36(%) n=30(%) n=419(%) n=402(%)

Never 171(59) 157(54) 65(68) 53(63) 20(56) 16(53) 256(61) 226(56)

Now and Then 89(31) 95(33) 23(24) 23(27) 12(33) 11(37) 124(30) 129(32)

Monthly 16(6) 14(5) 0 6(7) 0 1(3) 16(4) 21(5)

Weekly 8(3) 17(6) 6(6) 2(2) 2(6) 1(3) 16(4) 20(5)

Daily 3(1) 5(2) 1(1) 0 2(6) 1(3) 6(1) 6(1)

Having insulting or offensive remarks made about your person, attitudes, or private life (person-related bullying)

n=288(%) n=286(%) n=96(%) n=85(%) n=37(%) n=30(%) n=421(%) n=401(%)

Never 222(77) 199(70) 76(79) 63(74) 28(76) 21(70) 326(77) 283(71)

Now and Then 47(16) 62(22) 12(13) 20(24) 3(8) 6(20) 62(15) 88(22)

F3

RN LPN RPN Total


n(%) n(%) n(%) n(%) n(%) n(%) n(%) n(%)

Monthly 13(5) 16(6) 4(4) 2(2) 0 1(3) 17(4) 19(5)

Weekly 6(2) 7(2) 3(3) 0 3(8) 2(7) 12(3) 9(2)

Daily 0 2(0.7) 1(1) 0 3(8) 0 4(1) 2(0.5)

Being shouted at or being the target of spontaneous anger (physically intimidating bullying)

n=287(%) n=287(%) n=96(%) n=85(%) n=37(%) n=30(%) n=420(%) n=402(%)

Never 169(59) 133(46) 62(65) 44(52) 17(46) 10(33) 248(59) 187(47)

Now and Then 77(27) 98(34) 24(25) 31(37) 7(19) 6(20) 108(26) 135(34)

Monthly 17(6) 27(9) 3(3) 2(2) 7(19) 5(17) 27(6) 34(8)

Weekly 21(7) 21(7) 4(4) 6(7) 1(3) 6(20) 26(6) 33(8)

Daily 3(1) 8(3) 3(3) 2(2) 5(14) 3(10) 11(3) 13(3)

Intimidating behaviours such as finger pointing, invasion of personal space, shoving, or blocking your way (physical intimidating bullying)

n=288(%) n=288(%) n=96(%) n=85(%) n=37(%) n=30(%) n=421(%) n=403(%)

Never 221(77) 208(72) 76(79) 60(71) 19(51) 28(93) 316(75) 296(73)

Now and Then 45(16) 53(18) 14(15) 20(24) 11(30) 1(3) 70(17) 74(18)

Monthly 15(5) 16(6) 1(1) 3(4) 1(3) 0 17(4) 19(5)

Weekly 4(1) 6(2) 3(3) 2(2) 1(3) 1(3) 8(2) 9(2)

Daily 3(1) 5(2) 2(2) 0 5(14) 0 10(2) 5(1)

F4

RN

BN

LPN

LPN

RPN Total


n(%) n(%) n(%) n(%) n(%) n(%) n(%) n(%)

Hints or signals from others that you should quit your job (person-related bullying)

n=288(%) n=287(%) n=95(%) n=85(%) n=37(%) n=30(%) n=420(%) n=402(%)

Never 268(93) 259(90) 88(93)

9

993)

79(93) 30(81) 28(93) 386(92) 366(91)

Now and Then 13(5) 20(7) 7(7) 4(5) 6(16) 1(3) 26(6) 25(6)

Monthly 5(2) 5(2) 0 2(2) 0 0 5(1) 7(2)

Weekly 1(0.5) 2(0.7) 0 0 0 1(3) 1(0.2) 3(0.7)

Daily 0 1(0.3) 0 0 1(3) 0 1(0.2) 1(0.2)

Repeated reminders of your errors or mistakes (person-related bullying)

n=287(%) n=287(%) n=96(%) n=85(%) n=37(%) n=30(%) n=420(%) n=402(%)

Never 222(77) 221(77) 74(77) 62(73) 28(76) 24(80) 324(77) 307(76)

Now and Then 52(18) 53(18) 18(19) 15(18) 6(16) 4(13) 76(18) 72(18)

Monthly 7(2) 8(3) 0 8(9) 1(3) 0 8(2) 16(4)

Weekly 6(2) 3(1) 4(4) 0 1(3) 2(7) 11(3) 5(1)

Daily 0 2(0.7) 0 0 1(3) 0 1(0.2) 2(0.5)

Being ignored or facing a hostile reaction when you approach (person-related bullying)

n=288(%) n=286(%) n=96(%) n=85(%) n=37(%) n=30(%) n=421(%) n=401(%)

Never 204(71) 188(66) 72(75) 60(71) 16(43) 12(40) 292(69) 260(65)

Now and Then 67(23) 73(26) 19(20) 18(21) 16(43) 12(40) 102(24) 103(26)

Monthly 8(3) 12(4) 1(1) 5(6) 0 1(3) 9(2) 18(4)

Weekly 9(3) 8(3) 3(3) 2(2) 2(5) 3(10) 14(3) 13(3)

Daily 0 5(2) 1(1) 0 3(8) 2(7) 4(1) 7(2)

Persistent criticism of your errors or mistakes (person-related bullying)

n=288(%) n=286(%) n=96(%) n=85(%) n=37(%) n=30(%) n=421(%) n=401(%)

Never 240(83) 239(84) 85(89) 71(84) 31(84) 26(87) 356(85) 336(84)

Now and Then

41(14) 36(13) 6(6) 11(13) 4(11) 3(10) 51(12) 50(12)

F5

RN

BN

LPN

LPN

RPN Total


n(%) n(%) n(%) n(%) n(%) n(%) n(%) n(%)

Monthly 4(1) 8(3) 1(1) 3(4) 1(3) 0 6(1) 11(3)

Weekly 1(0.5) 1(0.3) 4(4) 0 0 1(3) 5(1) 2(0.5)

Daily 1(0.5) 2(0.7) 0 0 1(3) 0 2(0.4) 2(0.5)

65

Having your opinions ignored (work-related bullying)

n=287(%) n=287(%) n=96(%) n=85(%) n=37(%) n=30(%) n=420(%) n=402(%)

Never 161(56) 128(45) 61(64) 41(48) 13(35) 12(40) 235(56) 181(45)

Now and Then 99(34) 125(44) 25(26) 31(37) 21(57) 13(43) 145(35) 169(42)

Monthly 19(7) 19(7) 4(4) 9(11) 0 2(7) 23(5) 30(7)

Weekly 6(2) 9(3) 4(4) 4(5) 1(3) 2(7) 11(3) 15(4)

Daily 2(0.5) 6(2) 2(2) 0 2(5) 1(3) 6(1) 7(2)

F6

RN LPN RPN Total


n(%) n(%) n(%) n(%) n(%) n(%) n(%) n(%)

Practical jokes carried out by people you don't get along with

n=287(%) n=287(%) n=96(%) n=85(%) n=37(%) n=30(%) n=420(%) n=402(%)

Never 274(95) 262(91) 93(97) 76(89) 36(97) 29(97) 403(96) 367(91)

Now and Then 11(4) 22(8) 3(3) 6(7) 0 1(3) 14(3) 29(7)

Monthly 0 2(1) 0 3(4) 0 0 0 5(1)

Weekly 2(0.5) 0 0 0 1(3) 0 3(0.7) 0

Daily 0 1(0) 0 0 0 0 0 1(0.2)

Being given tasks with unreasonable deadlines

n=287(%) n=287(%) n=96(%) n=85(%) n=37(%) n=30(%) n=420(%) n=402(%)

Never 196(68) 173(60) 75(78) 57(67) 27(73) 17(57) 298(71) 247(61)

Now and Then 61(21) 80(28) 12(13) 18(21) 6(16) 9(30) 79(19) 107(27)

Monthly 18(6) 10(4) 3(3) 5(6) 1(3) 2(7) 22(5) 17(4)

Weekly 6(2) 17(6) 6(6) 4(5) 1(3) 1(3) 13(3) 22(5)

Daily 6(2) 7(2) 0 1(1) 2(5) 1(3) 8(2) 9(2)

Having allegations made against you

n=287(%) n=287(%) n=96(%) n=84(%) n=37(%) n=30(%) n=420(%) n=401(%)

Never 267(93) 254(86) 92(96) 72(86) 31(84) 29(97) 390(93) 355(89)

Now and Then 16(6) 27(9) 4(4) 10(12) 4(11) 1(3) 24(6) 38(9)

Monthly 3(1) 3(1) 0 2(2) 1(3) 0 4(1) 5(1)

Weekly 0 1(0) 0 0 1(3) 0 1(0.2) 1(0.2)

Daily 1(0.5) 2(1) 0 0 0 0 1(0.2) 2(0.5)

Excessive monitoring of your work

n=287(%) n=287(%) n=95(%) n=84(%) n=37(%) n=30(%) n=419(%) n=401(%)

Never 230(83) 206(72) 82(86) 69(82) 32(86) 24(80) 344(82) 299(75)

Now and Then 47(16) 61(21) 13(14) 10(12) 2(5) 5(17) 62(15) 76(19)

F7

Monthly 6(2) 9(3) 0 3(4) 0 0 6(1) 12(3)

Weekly 1(0.5) 5(2) 0 2(2) 2(5) 1(3) 3(0.7) 8(2)

Daily 3(1) 6(2) 0 0 1(3) 0 4(1) 6(1)

Pressure not to claim something to which by right you are entitled (e.g. sick leave)

n=287(%) n=287(%) n=96(%) n=84(%) n=37(%) n=30(%) n=420(%) n=401(%)

Never 221(77) 186(65) 86(90) 63(75) 33(89) 18(60) 340(81) 267(67)

Now and Then 46(16) 66(23) 8(8) 17(20) 2(5) 10(33) 56(13) 93(23)

Monthly 15(5) 22(8) 2(2) 3(4) 0 1(3) 17(4) 26(6)

Weekly 4(1) 9(3) 0 1(1) 0 1(3) 4(1) 11(3)

Daily 1(0.5) 4(1) 0 0 2(5) 0 3(0.7) 4(1)

F8

RN LPN RPN Total


n(%) n(%) n(%) n(%) n(%) n(%) n(%) n(%)

Being the subject of excessive teasing and sarcasm

n=285(%) n=287(%) n=96(%) n=84(%) n=37(%) n=30(%) n=418(%) n=401(%)

Never 252(88) 256(89) 89(93) 75(89) 33(89) 28(93) 374(89) 359(90)

Now and Then 28(10) 25(9) 7(7) 7(8) 1(3) 1(3) 36(9) 33(8)

Monthly 1(0.5) 2(1) 0 2(2) 0 1(3) 1(0.2) 5(1)

Weekly 3(1) 3(1) 0 0 2(5) 0 5(1) 3(0.7)

Daily 1(0.5) 1(0) 0 0 1(3) 0 2(0.5) 1(0.2)

Being exposed to an unmanageable workload

n=287(%) n=287(%) n=96(%) n=84(%) n=37(%) n=30(%) n=420(%) n=401(%)

Never 83(29) 62(22) 43(45) 25(30) 14(38) 9(30) 140(33) 96(24)

Now and Then 127(44) 103(36) 38(39) 39(46) 15(41) 11(37) 180(43) 153(38)

Monthly 39(14) 56(20) 2(2) 9(11) 1(3) 5(17) 42(10) 70(17)

Weekly 28(10) 45(16) 10(10) 9(11) 3(8) 3(10) 41(10) 57(14)

Daily 10(3) 21(7) 3(3) 2(2) 4(11) 2(7) 17(4) 25(6) )

Threats of violence of physical abuse or actual abuse

n=286(%) n=285(%) n=96(%) n=83(%) n=37(%) n=30(%) n=419(%) n=398(%)

Never 231(81) 215(75) 80(83) 61(74) 21(57) 15(50) 332(79) 291(73)

Now and Then 35(12) 43(15) 10(10) 15(18) 10(27) 6(20) 55(13) 64(16)

Monthly 12(4) 12(4) 2(2) 7(8) 2(3) 5(17) 16(4) 24(6)

Weekly 5(2) 10(4) 3(3) 0 2(3) 4(13) 10(2) 14(4)

Daily 3(1) 5(2) 1(1) 0 2(3) 0 6(1) 5(1)

Over the past 6 months, have negative behaviours at work made you consider leaving a nursing position?

n=178(%) n=288(%) n=55(%) n=85(%) n=5(%) n=30(%) n=238(%) n=403(%)

Yes 52(29) 110(38) 18(33) 27(32) 1(20) 15(50) 71(30) 152(38)

No 126(71) 178(62) 37(67) 58(67) 4(80) 15(50) 167(70) 251(62)

F9

Over the past 6 months, have negative behaviours at work made you consider leaving the nursing profession?

n=178(%) n=288(%) n=55(%) n=85(%) n=5(%) n=30(%) n=238(%) n=403(%)

Yes 24(13) 57(20) 9(16) 11(13) 3(60) 8(27) 36(15) 76(19)

No 154(87) 231(80) 46(84) 74(87) 2(40) 22(73) 202(85) 327(81)

Mean NAQ Scores at 6 month survey.

RN LPN RPN

Work Related Bullying 11.05(3.99SD) 10.95(3.54SD) 9.73(3.13SD) 9.95(3.63SD) 10.41(4.44SD) 11.76(5.22SD)

Person Related Bullying 15.74(5.98SD) 15.35(4.45SD) 14.79(4.14SD) 14.63(4.01SD) 15.02(6.15SD) 17.14(7.89SD)

Physically Intimidating Bullying

3.97(1.82SD) 4.3(2.02SD) 3.76(1.80SD) 4.18(2.19SD) 4.58(2.76SD) 5.92(3.62SD)

Total NAQ Score 30.81(10.54SD) 30.64(8.44SD) 28.36(8.20SD) 28.54(8.23SD) 29.78(12.31SD)

)

34.97(15.14SD)

G0

Appendix G: Comparison Table 2016 RN, LPN, & RPN Graduates on Problems or Disruptive Feelings Experienced by Graduates 6 and 12 Months after Graduation

RN LPN RPN Total

6 Month 12 Month 6 Month 12 Months 6 Month 12 Month 6 Month 12 Month

n(%) n(%) n(%) n(%) n(%) n(%) n(%) n(%)

Graduates were asked to report on how often they were bothered by the following problems in the past 2 weeks

Feeling nervous, anxious, or on edge

n=286(%) n=288(%) n=96(%) n=84(%) n=37(%) n=30(%) n=419(%) n=402(%)

Not at all 66(23) 64(22) 31(32) 30(36) 9(24) 6(20) 106(25) 100(25)

Somewhat 117(41) 115(40) 45(47) 31(40) 19(51) 18(60) 181(43) 164(41)

Moderately So 73(26) 73(25) 18(19) 19(23) 5(14) 4(13) 96(23) 96(24)

Very Much So 30(10) 36(13) 2(2) 4(5) 4(11) 2(7) 36(9) 42(10)

Not being able to stop or control your worrying

n=286(%) n=287(%) n=96(%) n=84(%) n=37(%) n=30(%) n=419(%) n=401(%)

Not at all 130(45) 128(45) 48(50) 46(55) 19(51) 15(50) 197(47) 189(47)

Somewhat 92(32) 83(29) 36(38) 23(27) 12(32) 10(33) 140(33) 116(29)

Moderately So 44(15) 50(17) 10(10) 12(14) 3(8) 3(10) 57(14) 65(16)

Very Much So 20(7) 26(9) 2(2) 3(4) 3(8) 2(7) 25(6) 31(8)

Worrying too much about different things

n=287(%) n=287(%) n=97(%) n=84(%) n=37(%) n=30(%) n=421(%) n=401(%)

Not at all 93(32) 97(34) 40(41) 35(42) 12(32) 13(43) 145(34) 145(36)

Somewhat 116(40) 105(35) 40(41) 34(40) 19(51) 14(47) 175(42) 153(38)

Moderately So 58(20) 63(22) 14(14) 11(13) 2(5) 0 74(18) 74(18)

Very Much So 20(7) 22(8) 3(3) 4(5) 4(11) 3(10) 27(6) 29(7)

G1

RN LPN RPN Total

6 Month 12 Month 6 Month 12 Months 6 Month 12 Month 6 Month 12 Month

n(%) n(%) n(%) n(%) n(%) n(%) n(%) n(%)

Trouble Relaxing

n=285(%) n=287(%) n=96(%) n=84(%) n=37(%) n=30(%) n=418(%) n=401(%)

Not at all 104(36) 95(33) 44(46) 38(45) 13(35) 12(40) 161(39) 145(36)

Somewhat 118(41) 117(41) 34(35) 33(39) 16(43) 13(43) 168(40) 163(41)

Moderately So 43(15) 52(18) 17(18) 9(11) 5(14) 3(10) 65(16) 64(16)

Very Much So 20(7) 23(8) 1(1) 4(5) 3(8) 1(3) 24(6) 28(7)

Being so Restless that it’s Hard to Sit Still

n=287(%) n=287(%) n=94(%) n=84(%) n=37(%) n=30(%) n=418(%) n=401(%)

Not at all 194(68) 179(62) 70(74) 59(70) 25(68) 19(63) 289(69) 257(64)

Somewhat 65(23) 75(26) 18(19) 17(20) 7(19) 6(20) 90(22) 98(24)

Moderately So 18(6) 23(8) 5(5) 6(7) 3(8) 4(13) 26(6) 33(8)

Very Much So 10(3) 10(4) 1(1) 2(2) 2(5) 1(3) 13(3) 13(3)

Becoming Easily Annoyed or Irritable

n=287(%) n=287(%) n=96(%) n=83(%) n=37(%) n=30(%) n=420(%) n=400(%)

Not at all 111(39) 84(29) 49(51) 36(43) 13(35) 10(33) 173(41) 130(33)

Somewhat 112(39) 113(39) 33(34) 32(39) 18(49) 16(53) 163(39) 161(40)

Moderately So 46(16) 68(24) 14(15) 10(12) 4(11) 4(13) 64(15) 82(21)

Very Much So 18(6) 22(8) 0 5(6) 2(5) 0 20(5) 27(7)

Feeling afraid as if something awful might happen

n=287(%) n=287(%) n=97(%) n=84(%) n=37(%) n=30(%) n=421(%) n=401(%)

Not at all 114(40) 124(43) 56(58) 47(56) 23(62) 14(47) 193(46) 185(46)

Somewhat 96(33) 80(28) 29(30) 21(25) 9(24) 11(37) 134(32) 112(28)

G2

Moderately So 53(18) 53(19) 7(7) 11(13) 2(5) 2(7) 62(15) 66(16)

Very Much So 23(8) 30(11) 5(5) 5(6) 3(8) 3(10) 31(7) 38(9)

How difficult have these feelings made it for you to do your work, take care of things at home, or get along with other people?

n=287(%) n=288(%) n=97(%) n=84(%) n=37(%) n=30(%) n=421(%) n=402(%)

Not Difficult At All 130(45) 116(40) 51(53) 43(51) 22(59) 12(40) 203(48) 171(43)

Somewhat Difficult 141(49) 145(50) 45(46) 35(42) 13(35) 17(57) 199(47) 197(49)

Moderately Difficult

11(4) 25(9) 0 5(6) 0 0 11(3) 30(7)

Extremely Difficult 5(2) 2(1) 1(1) 1(1) 2(5) 1(3) 8(2) 4(1)

Severity of Anxiety

n=282(%) n=286(%) n=95(%) n=83(%) n=37(%) n=30(%) n=414(%) n=399(%)

Minimal 124(44) 119(42) 53(56) 44(53) 20(54) 15(50) 197(48) 178(45)

Mild 85(30) 86(30) 27(28) 24(29) 9(24) 10(33) 121(29) 120(30)

Moderate 51(18) 52(18) 14(15) 11(13) 5(14) 3(10) 70(17) 66(17)

Severe 22(8) 29(10) 1(1) 4(5) 3(8) 2(7) 26(6) 35(9)

Mean General Anxiety Scores

n=282 n=286 n=95 n=83 n=37 n=30 n=414 n=399

Mean 6.41 6.79 4.63 5.16 5.70 5.57 16.74 17.52

Std. Deviation 5.08 5.44 4.10 4.97 5.45 4.70 14.63 15.11

2016 manitoba new nursing graduates: 6 and 12 month post ... · for the 6 month follow-up survey,...

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