Direct articulation of AD nursing students into an RN-to-BSN completion program: a research study.

A study was undertaken to investigate the educational validity of direct articulation for AD students into an upper division RN-completion program through transfer of nursing credit. The results suggested that there is a common core of content in both associate- and baccalaureate-level nursing curricula, and that transferring associate degree nursing (ADN) credit into an RN-to-BSN upper division program is defensible. Statistical analysis revealed no significant difference between ADN seniors graduating from National League for Nursing (NLN)-accredited programs and candidates for university admission in composite scores on the ACT-PEP validation battery if the student achieved a final GPA of 2.75 or above. Based on these results, the faculty has recommended the adoption of a general policy of direct articulation for students from state-approved, NLN-accredited ADN programs into the RN-to-BSN program at La Salle University.     

Encouraging associate degree nursing students to pursue a bachelor of science in nursing: The faculty role

Faculty in associate degree nursing (ADN) programs have unique opportunities to encourage and guide students to continue their nursing education. At a time when the nursing profession needs advanced clinical leaders and educators, the bachelor of science in nursing (BSN) provides ADN graduates a stepping stone to advanced education and career opportunities. Faculty approaches to encourage ongoing student education, organized from the theory of adult learning by M. S. Knowles (1970), are provided. These include engaging students in the process, showing how the BSN can be relevant to students' lives, and assisting students in finding a BSN program that fits their lifestyle.     

Recruitment and retention of associate degree nursing faculty

Associate degree nursing (ADN) programs are influenced by many of the same factors affecting the recruitment and retention of nursing faculty in baccalaureate and graduate degree nursing programs. This article examines these factors along with strategies that have the potential to affect recruitment and retention. Factors affecting recruitment include the unique nature of the ADN educator role and salary. Factors affecting retention are salary, workload, and work hours. Beginning recruitment with students, while they are still enrolled in the program, and mentoring part-time clinical faculty are possible ways to recruit full-time faculty. Numerous initiatives designed to supplement the recruitment and retention efforts of individual nursing programs, developed by the National League for Nursing, are identified. Solutions to this shortage must be identified so there are adequate numbers of full-time faculty to achieve the goal of high-quality graduates who are committed to patient safety.     

Who’s uncivil to who? Perceptions of incivility in pre-licensure nursing programs

The purpose of this study was to determine if there were differences in the perceptions of uncivil behaviors among nursing students and faculty according to pre-licensure nursing program types, and if there were any relationships in reported uncivil behaviors to the variables of age, gender, ethnic/racial background, and parental level of education. The sample was a convenience sample of 159 pre-licensure senior nursing students and 14 nursing faculty from four schools of nursing in the northeastern United States: two Bachelor of Science in Nursing (BSN) programs, one Associate Degree in Nursing (ADN) program, and one hospital-based diploma nursing program. The nursing students and nursing faculty were administered a mixed method, validated survey instrument, the Incivility in Nursing Education (INE) Survey (Clark et al., 2009). The results of the survey identified similarities and differences between the BSN, ADN, and diploma nursing programs for both the perceptions and experiences of uncivil behaviors, however no significant differences were found between the demographic variables and the occurrence of uncivil behaviors.     

Student-Centered Curricular Revisions to Facilitate Transition from Associate Degree in Nursing to Bachelor of Science in Nursing Education

Curricular revision is an ongoing process. This article reports on curricular redesign process that facilitates transition from associate degree in nursing (ADN) to bachelor of science in nursing (BSN) education. Revisions were based on; course mapping to meet the American Association of Colleges of Nursing Essentials of Baccalaureate Education, review of ADN content duplication, and consideration of student feedback. This article adds to the body of knowledge on registered nurse (RN)-to-BSN curriculum content, revision methods, and support of the seamless transition of students to meet challenges posed by the Institute of Medicine report.     

Academic success of nursing students: Does motivation matter?

Schools of nursing around the world, including associate degree nursing (ADN) programs, continue to be challenged by retention and recruitment issues. Many efforts have been made to address the variety of complex issues that nurse educators face to increase student retention and recruitment in nursing programs. Fortunately, enrollment in many of the nursing programs is on the rise, as the economic challenges in the United States continue to be unwavering. According to the National League for Nursing Annual Nursing Data Review, ADN programs “account for majority of growth in admission and enrollment” (2009). However, with an increase in enrollment comes an increase for the potential of choosing a career in nursing not only for the desire to help others but also for the sake of having a career with job “security.” The motivating forces for choosing a career in nursing, the changing demographics of nursing students, and the students' motivation to learn can all provide challenges for nurse educators. The one challenge that educators will face with an increase in enrollment is how to increase retention among a very diverse student population. One avenue to consider is the students' motivation for learning and how that could impact his or her retention. A review of the literature suggests that locus of control (internal versus external motivation) can be one predicator of success in higher education (L. Perrot, L. Deloney, J. Hastings, S. Savell, & M. Savidge, 2001). Furthermore, motivation has been positively related to learning outcomes, and positive learning outcomes have been correlated with increased retention in higher education.     

The relationship of academic variables as predictors of success on the National Council Licensure Examination for Registered Nurses (NCLEX-RN) in a selected associate degree program.

Identifying valid variables to predict success of nursing students on the NCLEX-RN has captivated the interest of nursing educators for decades. The determination of such variables would enable nursing programs to devise pertinent admission criteria, identify and intervene with students at risk of failing, and provide needed advisement and academic supports to increase the likelihood of passing the NCLEX-RN. This study examined six academic and non-academic variables. Study variables included: pre-admission GPA, failing a clinical nursing course, two NLN test scores, age, and race. These variables have been explored in numerous past studies to predict success on the NCLEX-RN. However, the majority of studies have examined these variables in baccalaureate of science nursing (BSN) student populations. Few studies on associate degree nursing (ADN) student populations were found. The purpose of this study was to examine six academic and non-academic variables, explored in previous studies that mostly looked at BSN students, to determine if these same variables could predict success or failure on the NCLEX-RN for students of an ADN program. Data were obtained from a convenience sample of thirty-eight, May 1997 nursing student graduates from a public urban university's ADN program. Findings from the study indicated that four of the variables had significant relationships with NCLEX-RN success.     

Faculty collaboration in transitioning to NGN test item writing

This article describes the process faculty used to implement National Council of State Boards of Nursing (NCSBN) Next Generation NCLEX-RN (NGN) test item writing at an urban southeast U.S. ADN program. Attendance at several NGN workshops included learning the clinical reasoning and test question composition process and incorporating NGN test items for use in the formative evaluation process which determines student proficiency in content in the ADN program. These methods integrated by faculty should help the nursing student attain the knowledge, skills, abilities, and reflection to improve critical thinking and ensure competent clinical judgment at the entry level in their careers as registered nurses. Additionally, incorporating NGN using the Clinical Judgment Measurement Model (CJMM) will preclude the potential failure by new graduates to recognize patient complications coupled with the inability to act to rescue patients. The goal for nursing programs implementing NGN is for new graduates delivering competent nursing care, intervening early, and reducing the incidence of patient harm.     

Meeting the challenge of mobility in nursing education: one program's response

Plans for the future include exploring linkages with baccalaureate programs, developing online offerings for courses at the ADN level, and tracking retention according to admission requirements. The department head has presented a proposal to the local BSN programs that will allow selected students in the ADN program to take one of their nursing courses at the RN-BSN level prior to graduation. A lead instructor at the ADN level is participating in a Title III grant to design online course offerings. A faculty member has been assigned the responsibility to track retention and develop a retention plan for the division. So far, we have recognized the following advantages of the new curriculum. 1) The liberal articulation for CNA and LPN means that these individuals can become registered nurses in less time. 2) Students have the opportunity to become credentialed at an earlier level and enter the workforce prior to becoming a registered nurse. 3) Implementation of the new curriculum has been a way to capitalize on college resources in order to maximize enrollment. In the past, some slots in the low enrollment NA and PN programs were not filled. As a result of the implementation of the new curriculum, we admitted a total of 65 (37%) more students in 2001 than we did in 2000 because we were able to fill available spaces in these low enrollment programs with ADN students. In a time of tight fiscal resources and increasing demands for healthcare providers, this multiple entry, multiple exit program provides an effective strategy for meeting the challenges confronting nursing education in the 21st century.     

Socialization of R.N. to B.S.N.

The Nurse's Professional Orientation Scale and Schwirian's Six-Dimension Scale of Nursing Performance (Six-D Scale) were used in a five-year, longitudinal study of the professional socialization of the Registered Nurse/Bachelor of Nursing Science (RN/BSN) (n = 30) and generic baccalaureate students (n = 193) in a nursing program in the Southeast United States, Program exit socialization scores between RN/BSN and generic graduates were not significantly different. Using an ANCOVA, significantly higher socialization scores were found for the generic graduates. The scores for the RN/BSN graduates were significantly higher than the generic students at graduation on the teaching/collaboration, planning/evaluation and interpersonal communication subscales of the Six-D scale. When program entry Six-D subscales score were controlled, only the professional development subscale differentiated between RN/BSN and generic graduates. The program impact on the RN/BSN student/graduate as well as the means by which this process can be studied are questioned.     

Examining the racial and ethnic diversity of associate degree in nursing programs by type of institution in the US, 2012–2018

BackgroundIncreasing nursing workforce diversity is essential to quality health care. Associate Degree in Nursing (ADN) programs are a primary path to becoming a registered nurse and an important source of nursing diversity.PurposeTo examine how the number of graduates and racial/ethnic student composition of ADN programs have changed since the Institute of Medicine's recommendation to increase the percentage of bachelor's-prepared nurses to 80%.MethodsUsing data from the Integrated Postsecondary Education System, we analyzed the number of graduates and racial/ethnic composition of ADN programs across public, private not-for-profit, and private for-profit institutions, and financial aid awarded by type of institution from 2012-2018.DiscussionRacial/ethnic diversity among ADN programs grew from 2012-2018. Although private for-profits proportionally demonstrated greater ADN student diversity and provided financial aid institutionally to a higher percentage of students, public schools contributed the most to the number and racial/ethnic diversity of ADN graduates.ConclusionGiven concerns regarding private for-profits, promoting public institutions may be the most effective strategy to enhance diversity among ADN nurses.     

Social integration of the advanced placement LPN: a peer mentoring program

The shortage of registered nurses (RN) had made licensed practical nurse (LPN) to RN educational programs common. These programs give credit for previous learning and advance place the LPN in the nursing curriculum. Faculty have developed courses to ensure that the LPN is academically prepared to enter the nursing program. However, is the LPN socially prepared to enter into a cohesive group of traditional students? The authors discuss a peer mentoring program designed to ease the social integration of the LPNs, resulting in their perception that they are an equal and valued member of the class.     

Summer sequential graduate programs in nursing.

In 1970 Texas Woman's University, College of Nursing instituted summer sequential programs in nursing whereby a student could study for a master's degree by attending the University for three summers. A different clinical focus was added each year from 1970 to 1973. Three sequences have been completed, i.e., clinical focuses of psychiatric-mental health nursing, medical-surgical nursing, and maternal-child nursing. Community health nursing is still in progress. Table II is a tabulation of the number and percentage of students who have entered, have withdrawn, are incomplete, or have graduated. Faculty and students think that the program is successful. Enrollment for the first summer of a three-summer sequence beginning the summer of 1974 was twenty-five students in medical-surgical nursing and fifteen students in psychiatric-mental health nursing.     

Becoming a registered nurse: the nurse extern experience

Little is known about the perceptions of nursing students externing in newly developed hospital-based programs that focus on socialization and transition to the registered nurse (RN) role rather than on institutional recruitment and retention goals. This qualitative study explored student nurse externs' expectations, experiences, and benefits of participation in a student-focused externship program. Externs wanted to gain experience with skills and learn what it was like to be an RN. Goals were met or exceeded by becoming comfortable in the externship role, growing in skill performance and confidence, and becoming members of the healthcare team. The experience fostered growth from the novice to advanced beginner level of nursing practice. Externs saw the program participation as a valuable way to gain experience and learn what it was like to be an RN.