1

2015 Manitoba New Nursing Graduates: A 6 and 12 Month

Post-Graduate Survey

Undergraduate Programs

Report Prepared by: Manitoba Centre for Nursing and Health Research

Contributors:

Beverley Temple, RN, PhD Associate Dean of Research

College of Nursing Faculty of Health Sciences

James Plohman, MSc

Research Coordinator, MCNHR

Diane Cepanec, MA Senior Research Manager

College of Nursing & MCNHR

Sandra Ragheb and Rosemary Densmore, BEd Research Assistants, MCNHR

Table of Contents Highlights ....................................................................................................................................... 1 Background .................................................................................................................................... 2

Introduction .............................................................................................................................. 2 Procedures ................................................................................................................................ 2 Survey Administration .............................................................................................................. 3 Response Rate .......................................................................................................................... 3

Demographics ................................................................................................................................ 4 Employed Graduates ...................................................................................................................... 6

Employment Location ............................................................................................................... 7 Practice Setting ......................................................................................................................... 7 Work Hours .............................................................................................................................. 8 Employment Status ................................................................................................................... 8 Transition to the Workplace ..................................................................................................... 9 Ideal EFT and Reasons Why .................................................................................................... 10 Intent in the Next Year............................................................................................................ 10 Intent to Leave ........................................................................................................................ 11

Employed Outside Manitoba ....................................................................................................... 12 Unemployed Graduates Seeking Employment ............................................................................ 13 Graduates Seeking Employment Outside of Manitoba ............................................................... 15

Length of Employment Search Outside Manitoba ................................................................. 15 Location of Employment Search ............................................................................................. 15 Influences and Motivational Factors for Seeking Employment Outside Manitoba ................ 16 Remaining in Manitoba........................................................................................................... 16

Workplace Experiences ................................................................................................................ 17 Transition into the Workplace ................................................................................................ 17 Bullying ................................................................................................................................... 18

References ................................................................................................................................... 24 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 Sandra Ragheb, Rosemary Densmore, Julie Navea, Meghan Conrad and Chioma

Ogbumuo

1

Highlights Ninety four percent of all nursing graduates surveyed reported being currently employed in a

nursing position at both 6 and 12 months after graduation.

While still over 90%, the employment rate was the lowest for the RN graduates compared to

LPN and RPN graduates (RNs n=248, 93%; LPNs n=76, 97%; RPNs 44, 98%) with the majority of

the unemployed experiencing difficulty in passing the NCLEX examination (13 of 20 at 6 months

and 13 of 17 at 12 months after graduation).

Two thirds of RN graduates were employed in the WRHA (n=168; 68%). LPN graduates were

employed more frequently in the Prairie Mountain Health Region (n=42; 55%) and to a lesser

extent in the WRHA (n=22; 29%). Half of the RPN graduates were employed more so in the

WRHA (n=22; 50%) with a significant number also working in the Prairie Mountain Health Region

(n=12; 27%) at 6 months after graduation. The distribution was similar at 12 months after

graduation for the 3 groups.

LPNs were more likely to report being born outside of Canada (RNs n=49, 19%; LPNs n=24, 31%;

RPNs n=1; 2%) and more frequently report English as their second language (RNs n=51, 19%;

LPNs n=24, 31%; RPNs n=3, 7%).

Few of the nurses surveyed, reported being employed outside of Manitoba (RNs n=4, 2%; LPNs

n=1, 1%; RPNs n=2, 5%) at 6 months after graduation with similar results at 12 months after

graduation.

Only 17 of the graduates at 6 months after graduation indicated they were currently seeking

employment outside of Manitoba. Of these 17, 13 also participated in the survey at 12 months

after graduation. All 13 reported they were still working in Manitoba and only 3 were still

seeking employment outside of Manitoba.

The incidence of bullying experienced by graduates in the past 6 months ranged from 21-25% of

employed graduates and did not vary significantly between the 3 groups of graduates surveyed

or time periods.

At 6 months after graduation, the RN and LPN graduates overall level of dissatisfaction with

their current nursing employment position was significantly related to the number and

frequency of negative acts they had experienced in the last 6 months as measured by the

Negative Acts Questionnaire which is designed to measure perceived exposure to bullying and

victimization at work. There was no significant relationship between these variables for the

RPNs.

Few surveyed graduates who had reported being a victim of bullying, reported the incidence of

bullying to their employer at 6 months after graduation (13 of 51 RNs; 3 of 18 LPNs; 2 of 10

RPNs).

Of the 18 graduates who had reported bullying at 6 months after graduation, 16

described what action was taken. Seven indicated that their employer had taken some action

that they were aware of (5 of 11 RNs, 2 No Response; 0 of 3 LPNs; 2 of 2 RPNs).

2

Background

Introduction

In 2015, Manitoba nursing education programs graduated a total of 640 new nurses from the

Bachelor of Nursing (BN), Bachelor of Science in Psychiatric Nursing (B.Sc.P.N) and Diploma Program

in Licensed Practical Nursing programs combined. These graduates are a valuable resource that must

be effectively utilized by the Manitoba health care system. We must have an accurate picture about

where these new nursing graduates are finding employment, what type of employment they want to

find, and where they intend to seek employment. The rate of migration of new graduates outside

of the province and the reasons for their departure must also be monitored to ensure there are

no systematic problems in Manitoba that are leading them to leave the province.

The goal of this project was to survey all graduates from BN, B.Sc.P.N and Diploma Programs in

Licensed Practical Nursing in the Manitoba, 6 and 12 months after they have graduated from their

respective nursing education programs to gather valuable information about their employment

status, location and types of positions held. It is also important to understand what challenges they

encounter in finding employment and what type of employment they prefer to hold. Finally, we

must ensure that new nurses are being adequately supported as they transition into the workplace

and are not being subjected to undue stressors such as workplace bullying. This data will

contribute important information for ongoing monitoring of nursing human resources in Manitoba

to ensure that new graduates are being optimally 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 a survey of all 2015

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

Manitoba, Red River College and Université de St Boniface), 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 and other

characteristics of new graduates and to explore changes over time. In most cases, results from all

survey participants are reported. However, in some cases where noted, analysis is presented involving

only those individuals that participated in the survey at both 6 and 12 months after graduation.

The MCNHR conducted the data collection, analysis and reporting. A site coordinator at each

participating nursing program gathered contact information forms from all potential graduates of their

program prior to graduation. 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

3

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 survey.

For the 6 month follow-up survey, graduates were contacted in August and November 2015 and April,

2016. The 12 month follow-up survey was conducted in February, May and October, 2016.

Survey Administration

The survey of new nursing graduates was administered through the use of a secure online survey

provider called Fluidsurvey.com. All graduates were sent a survey invitation email containing a web-link

to the online survey.

Two reminder emails sent one week apart were sent to graduates who did not respond. All three emails

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

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

survey request were contacted by telephone to remind them 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 encourage survey completion.

Presented in this report is the data collected from 2015 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 summarizes the response rate of the entire population of Manitoba graduates from each of the

three nursing programs involved in this survey.

Table 1 - Response rate of entire population of 2015 nursing graduates at 6 and 12 months after graduation including those who could not be contacted.

Nursing Category

# of Participants at

6 Months

# of Participants at

12 Months

# of Grads Contacted

Total # of Grads

6 Month Population

Response Rate

12 Month Population

Response Rate

RN 268 263 370 458 59% 57%

LPN 78 76 111 121 64% 63%

RPN 45 47 58 61 74% 77%

A total of 218 of the RN graduates participated in both the 6 and 12 month surveys, 53 LPN graduates

participated at both time points and 42 RPN graduates participated in both surveys. The results are

presented by the three groups of nursing graduates (RN, LPN, RPN). 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.

4

n=49 n=24

n=1*

n=216 n=53

n=44

0

20

40

60

80

100

BN LPN RPN

Pe

rce

nt

age

(%

)

Nursing Category

No

Yes

Demographics

The demographic profiles were very similar between the nursing graduates who completed the survey

at 6 months after graduation compared to those who completed the survey at 12 months after

graduation, owing to the significant number of participants that completed the survey at both time

points. Of the 268 RN graduates who participated at 6 months after graduation, 218 (81%) of them

participated in the survey at 12 months after graduation. Also, 53 of the 78 LPN graduates (68%) and 43

of the 45 RPNs (93%) that participated at 6 months, also participated at 12 months. A detailed

breakdown of the demographic data frequencies can be found in the Appendix A.

The mean age for all 3 groups of nursing graduates combined at 6 months was 27.5 ± 6.1(SD) (Range 20-

55) and at 12 months was 28.5 ± 6.4 (SD) (Range 21-55). No significant difference in mean age was

observed among nursing graduate categories (p > 0.05).

The gender breakdown was similar across the 3 groups with an overall distribution of 91% being female

and 9% males in the 6 month survey.

At the 6 month survey, the percentage of graduates born outside Canada was higher among LPNs (n=24;

31%) compared with the other nursing groups (RN n=49; 19% & RPN n=1; 2%)(Figure 1). Consequently,

the percentage of graduates with English as a second language was also higher in the 6 month survey

among LPN graduates (n=24; 31%) compared to the RN (n=51; 19%) and RPN (n=3; 7%) graduates.

Similar results were found in the 12 month survey.

Figure 1 – Nursing graduates born inside and outside of Canada (6

month survey)

RN

5

n=1

71

n=1

2 n

=37

n=2

7

n=1

3

n=4

n=2

n=2

3

n=1

n=4

2

n=8

n=2

n=1

0

n=2

5

n=1

n=1

3

0

n=4

n=2

0

0

10

20

30

40

50

60

70

WRHA NorthernRHA

PrairieMountain

RHA

SouthernRHA

InterlakeRHA

OutsideManitoba

OutsideCanada

Pe

rce

nt

(%)

BN

LPN

RPN

As shown in Figure 2, the majority of graduates resided in the WRHA (56% of total sample at 6 months

and 59% of total sample at 12 months). RN graduates were heavily clustered in the WRHA (64%)

compared with 30% of LPN graduates and 56% of RPN graduates at 6 months. An opposite trend was

seen in the Prairie Mountain Regional Health Authority where a significant proportion of LPN graduates

(55%) resided while only 14% of RN graduates and 29% of RPN graduates resided at 6 months. Similar

results were found in the 12 months survey (Appendix A2).

Figure 2- Health Regions of residence of all nursing graduates (6 month survey)

RN

6

Employed Graduates

The employment rate was high across all nursing graduate groups with more than 90% reporting being

currently employed at both 6 and 12 months after graduation (Figure 3). Decreases in employment rate

at 12 month post-graduation for the RPNs were related to 3 nurses going on maternity leave. The RNs

reported the lowest employment rate with the majority of the unemployed experiencing difficulty in

passing the NCLEX exam which persisted through 12 months post-graduation.

Most of the employed nurses were able to find employment as soon as they wanted with 91% (n=226)

of RNs, 91% (n=68) of LPNs and 82% (n=36) of RPNs finding employment promptly.

RPN graduates showed significantly more movement between positions in the first year after graduation

with 73% (n=32) reporting having held more than 1 position since graduation. By comparison 57%

(n=139) of the RNs and 59% (n=41) of the LPN graduates reported having held more than one position at

1 year after graduation.

n=47

n=76

n=263

n=45

n=78

n=248

90 92 94 96 98 100

RPN

LPN

RN

% Employed

Nu

rsin

g G

rou

p

6 Months Post-Grad

12 Months Post-Grad

Figure 3 – Employment rate at 6 and 12 months after graduation by nursing

group

7

Employment Location

As shown in Figure 4, the majority of the RN graduates were employed in the WRHA (n=168, 68%), LPNs

were mostly employed in the Prairie Mountain RHA (n=42, 55%) and WRHA (n=22, 29%) and the RPNs

were predominantly employed in the WRHA (n=22, 50%) and Prairie Mountain RHAs (n=12, 27%).

Practice Setting

At 6 months after graduation, most of the employed RNs surveyed were employed in acute care (n=211;

86%). Just under half of the employed LPNs were employed in long term care / personal care home

settings (n=32; 46%) with one third also in acute care (n=25; 33%). Almost half of the RPNs were

employed in acute care (n=20; 46%) and just over one-quarter were in long term care/personal care

homes (n=12; 27%). The specific areas of practice are shown in Appendix B3.

When asked if they were currently employed in the area of practice that they were seeking upon

graduation, 81% (n=199) of the RNs, 70% (n=52) of the LPNs and 77% of the RPNs answered “yes” at 6

months after graduation.

RNs that were not employed in the area of practice they had originally been seeking were asked in

which practice area they had been seeking employment. The most popular areas for the RNs were

medicine, surgery and emergency care with 7 (15%) seeking employment in each of these areas of

practice. LPNs were most commonly seeking in medicine (n=9; 40.9%). RPNs were most commonly

searching for employment in acute adult psychiatric care (n=4; 40%).

n=1

68

n=3

4

n=9

n=2

1

n=1

1

n=3

n=1

n=2

2

n=4

2

n=3

n=8

n=1

0

0

n=2

2

n=1

2

n=7

0 n

=1

n=2

0

0

10

20

30

40

50

60

70

80

WRHA PrairieMountain

RHA

InterlakeEastern

RHA

SouthernHealth RHA

NorthernRHA

AnotherProvince

Outside ofCanada

Pe

rce

nt

(%)

Employment Locations by RHA

RN (n=247)

LPN (n=76)

RPN (n=44)

Figure 4 – Employment locations by Health Regions

8

When only those who completed the survey at both 6 and 12 months after graduation are examined,

23% of the RNs, 28% of the LPNs had changed their areas of practice. Considerably more RPNs had

changed their area of practice with 46% employed in a different area of practice at 12 months compared

to 6 months after graduation.

Work Hours

New graduates were asked to identify their primary hours of work per shift. At 6 months after

graduation, more of the RNs surveyed were working 12 hour shifts (n=136; 55%) than 8 hour shifts

(n=107; 45%). The LPNs reported working predominantly 8 hour shifts (n=51; 68%). An even greater

majority of the RPNs were working 8 hour shifts (n=38; 86%). These percentages did not differ

significant at 12 months after graduation. For more details see Appendix B4.

Employment Status

The majority of the new graduates in all 3 groups were employed in part-time positions at 6 months

after graduation and this did not differ significantly at 12 months after graduation.

When asked to rate how satisfied they were with the employment type they currently hold, at 6 months

after graduation, 79% (n=100) of the RNs working part-time and 85% of the RNs working full-time were

satisfied to very satisfied with their current employment type. For the LPNs, 74% (n=43) of the part-

time and 100% of the full-time LPNs were satisfied to very satisfied with their employment type. The

RPNs were also mostly satisfied with 89% (n=16) of the part-time RPNs and 92% of the full-time RPNs

satisfied to very satisfied with their current employment type. For more details see appendix B5.

n=9

3

n=1

33

n=8

n=1

3

n=1

7

n=4

7

0

n=1

1

n=1

3 n

=18

n=4

n=9

0

10

20

30

40

50

60

70

Full Time (Permand Term)

Part Time (Permand Term)

Casual MultipleConcurrent

Positions

Pe

rce

nt

(%)

Position Type

RN (n = 247)

LPN (n = 75)

RPN (n = 44)

Figure 5 – Types of positions of new nursing graduates at 6 months

after graduation

9

Transition to the Workplace

The employed graduates were asked to select from a list, what their primary factors were in accepting

their first nursing position. At 6 months after graduation, the most commonly selected reasons for the

RNs were that they had their senior clinical practicum there (n=139; 57%), it was the practice area they

wanted to work in (n=129; 51%) and it was the first place to offer employment (n=124; 50%). The LPN

graduates most commonly selected that it was the first place to offer employment (n=40; 53%), position

was close to home (n=36; 48%) and they had their senior clinical practicum there (n=36; 48%). The RPNs

provided the same top 3 reasons as the LPNs with 61% (n=27) saying it was the first place to offer

employment, 50% (n=22) selecting that the position was in the practice area in which they wanted to

work, and 43% (n=19) selecting that the position is close to home.

Senior practicum played an important role in where many of the new graduates found employment.

Most of the RNs (n=187; 76%) indicated that their senior practicum assisted them in finding their first

nursing position. Sixty five percent (n=49) of the LPNs and a lower percentage (n=25; 57%) of the RPNs

agreed to this statement.

When asked if their first nursing position was in the same facility as their senior practicum, 73% (n=187)

of the RNs, 65% (n=49) of the LPNs and 57% (n=25) of the RPNs answered “yes”.

When asked if their first nursing position was in the same unit as their senior practicum, 56% (n=137) of

the RNs, 43% (n=32) of the LPNs and 34% (n=15) of the RPNs answered “yes”.

When employed graduates were asked where they had sought employment, their answers mirrored the

profile of which health regions they were employed. The majority of the RNs had sought employment in

the WRHA (n=175; 71%), the LPNs had sought employment the most in the Prairie Mountain Regional

Health Authority (n=43; 59%) and WRHA (n=25; 34%) and the RPNs reported seeking employment most

commonly in the WRHA (n=26; 61%) and Prairie Mountain Regional Health Authority (n=13; 30%). Very

few of the employed graduates surveyed acknowledged that had been seeking employment outside of

Manitoba with only 8 of the RNs, none of the LPNs and only 3 of the RPNs reporting employment

searches outside the province at 6 months after graduation.

At 6 months after graduation, the new graduates were asked if the employment type (PT, FT, casual

etc.) of their current position was their first choice. Most of the RNs (n=186; 75%), LPNs (n=47; 63%)

and RPNs (n=32; 73%) indicated that they were working in their employment type of 1st choice. At 12

months after graduation, this percentage increased significantly for the LPN graduates (n=57; 78%) but

remained similar for the RNs (n=193; 79%) and RPNs (n=31; 70%).

Nurses who were not working in the employment type of 1st choice were asked to provide which

employment type they would prefer. Most of the RNs and RPNs preferred part-time positions with 66%

(n=38) of the RNs and 58% (n=7) of the RPNs preferring this employment type at 6 months after

graduation. In contrast, the LPNs who were not employed in their employment type of first choice

preferred full-time employment at 6 months (n=16; 58%) and 12 months (n=13; 81%) after graduation.

10

When new graduates who were not employed in their area of practice of first choice were asked to

select from a list of reasons why they think that is the case, the most common reason selected for all

nursing groups was that the employment of choice was not available. At 6 months after graduation,

48% (n=29) of the RNs, 57% (n=16) of the LPNs and 58% of the RPNs provided this reason. For more

details see Appendix B7.

Ideal EFTs and Reasons Why

The mean preferred EFT did not differ significantly between programs and survey time points equaling

an ideal EFT of 0.8 for all nursing groups. This agrees with the predominance of part-time employment

in which these new graduates are actually working. Working part-time allows new nurses the flexibility

to take some time off from work that they would not necessarily be able to do as new full-time nurses

who lack seniority. For more details see Appendix B7.

Table 2 – Preferred EFTs of surveyed nurses at 6 months after graduation.

RN LPN RPN

Mean SD Range Mean SD Range Mean SD Range

0.80 0.14 0.4 – 1.0 0.80 0.20 0.5 – 1.0 0.81 0.12 0.6 -1.0

Reasons for Part-Time Preference:

The nursing graduates were asked to provide reasons for why they preferred at part-time position.

Their responses were coded into themes. A work/life balance and the ability to pick up more shifts were

the two most commonly cited reason provided by all 3 nursing categories.

Reasons for Full-Time Preference:

A majority of the graduates employed full-time preferred this employment type to gain the maximum

amount of income and experience.

11

Intent in the Next Year

Employed graduates were asked what their primary intention is in the next year in regard to location of

employment. They could select all categories that apply from a list but their responses were further

categorized into the exclusive categories shown in the figure below.

Figure 6 – Intentions of nursing graduates for employment in the next year (6 month survey)

Most of the graduates were either interested in staying with their current employer or were undecided

between staying or leaving their employer. The LPNs had the higher proportion of individuals that had

only selected that they were interested in leaving their current employer. For more details see

Appendix B10.

Intent to Leave

Graduates were asked to select on a 5 point likert scale, how often in the last 6 months they had

considered leaving their current nursing position. At 6 months after graduation, 15% (n=38) of RNs, 8%

(n=6) of LPNs and 9% (n=4) of RPNs indicated they had considered leaving quite often to very often.

Graduates were also asked to select on a 5 point likert scale, how often in the last 6 months they had

considered leaving the nursing profession. At 6 months after graduation, 7% (n=18) of the RNs, none of

the LPNs and none of the RPNs had considered this quite often to very often in the last 6 months. For

more details see Appendix B9.

n=1

70

n=4

2

n=3

3

n=4

5

n=1

7

n=1

2

n=2

6

n=1

7

n=1

0

10

20

30

40

50

60

70

80

Stay with CurrentEmployer

May Stay with orLeave Current

Employer

Leave CurrentEmployer

Pe

rce

nt

(%)

Employed Graduates Intent in the Next Year

BN (n=245)

LPN (n=75)

RPN (n=44)

12

Employed Outside Manitoba

Few new graduates surveyed were employed outside of Manitoba. At 6 months after graduation, four

RN graduates (2%) were employed outside of Manitoba (1 in the US and 3 in other provinces). One LPN

graduate (1%) was also employed outside of Manitoba but did not specify a location. Two RPN

graduates (5%) reported being employed outside of Manitoba in another Canadian province. These

graduates were asked to select from a list of factors that influenced their decision to leave Manitoba.

“Personal reasons” was the most commonly selected factor. Similar results were found in the 12 months

survey (See Appendix C1).

13

Unemployed Graduates Seeking Employment

At 6 months after graduation, 15 RN graduates (8%), 2 LPN graduates (3%) and 1 RPN graduate were

unemployed. At 12 months after graduation, 17 RN graduates (6%), 3 LPN graduates (4%) and 3 RPNs

were unemployed. Some were currently seeking employment and others were planning to seek

employment in the future as indicate in Figure 7 below.

At 6 months, 2 of the RN graduates were not seeking employment due to maternity leave and 13 were

not seeking due to difficulty passing the NCLEX exam. At 12 Months, these problems persisted with 13

of 14 working on passing the NCLEX and 1 indicating she was just finishing maternity leave.

At 6 months, 1 of the LPNs was on maternity leave and 1 had failed the licensing exam. At 12 months

after graduation, the 1 LPN was still trying to pass the licensing exam.

The 3 unemployed and not seeking RPNs at 12 months were all on maternity leave.

Unemployed but Seeking Graduates

Unemployed graduates seeking nursing employment were asked about the length of time they had been

actively seeking employment. At 6 months, the majority of RN graduates (n=4; 80%) had actively sought

employment for less than a month, while at 12 months the majority of graduates (n=2; 67%) had sought

employment for 1-6 months. One RPN graduate had sought employment for less than a month at the 6

months survey. No response was obtained for the two unemployed LPN graduates at 12 months.

5 3

2 1

15

14

2

1 3

0

1

2

3

4

5

6

7

8

9

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

RN LPN RPN

Per

cen

t (%

)

Not employed but WILL BE seeking nursing emplyment in the future

Not employed but seeking nursing employment

Figure 7: Unemployed nursing graduates and whether they are seeking or WILL BE seeking

nursing employment. (Note: Numbers in the center of the bars indicate sample size in each

category)

14

Of the 6 unemployed graduates who were currently seeking employment at 6 months after graduation,

the majority (n=4; 67%) were not previously employed as a nurse. At 12 months, of the 5 unemployed

graduates currently seeking employment, 2 (40%) were not previously employed as a nurse.

At 6 months after graduation, the majority of graduates seeking employment (n=4; 67%) preferred part

time permanent employment while at 12 months the majority of graduates (n=3; 60%) preferred full

time permanent employment.

Most of the unemployed RN graduates had been seeking employment in acute care at 6 and 12 months.

Surgery (n=5; 100% of RN graduates) and Operating/Recovery Room (n= 3; 60%) were the two most

common areas of practice in which RN graduates were seeking employment. Both LPN graduates (n=2)

were seeking employment in Long-term care/PCH and one graduate was seeking employment in

Medicine. One unemployed RPN graduate (100%) was seeking employment in Acute Adult Psychiatric

Care, Long-term care/PCH, and Penitentiary/Detention Centre.

Most of the unemployed graduates were seeking employment in the WRHA at 6 months after

graduation (n=4, 67%). In total, one unemployed graduate (17%) was seeking employment outside

Manitoba at 6 months, compared with two graduates (40%) who were seeking employment outside

Manitoba at 12 months.

15

Graduates Seeking Employment Outside of Manitoba

Few new graduates reported that they are seeking employment outside of Manitoba as summarized in

Table 3. In total only 17 new graduates were seeking employment outside of Manitoba at 6 months

after graduation and only 22 were doing so at 12 months after graduation. The table below shows the

number that reported they are seeking employment in each of the 3 groups and 2 time points.

Table 3 – Number of employed and unemployed graduates seeking employment outside of Manitoba

by nursing category.

RN LPN RPN

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

Employed Graduates Seeking Outside MB 10 13 4 4 2 3

Unemployed Graduates Seeking Outside MB 1 1 0 1 0 0

Length of Employment Search Outside Manitoba

None of the new graduates who were seeking employment outside of Manitoba at 6 months after

graduation and that also participated in the survey at 12 months after graduation, reported they were

employed outside of Manitoba at 12 months after graduation. Most of these had also stopped

searching for employment outside of Manitoba with only 3 still seeking employment in another

province.

Eight of the 11 RN graduates who had indicated they were seeking employment outside of Manitoba at

6 months after graduation, also participated in the survey at 12 months after graduation. All 8 reported

they were currently working in Manitoba and only 1 of the 8 was still seeking employment outside of

Manitoba.

Three of the 4 LPN graduates that reported they were seeking employment outside of Manitoba at 6

months after graduation participated in the survey at 12 months after graduation. Two of these 3 were

no longer seeking employment outside of Manitoba and the remaining 1 was still seeking employment

outside of Manitoba.

Both of the RPN graduates who had indicated they were seeking employment outside of Manitoba at 6

months after graduation also participated in the survey at 12 months after graduation. Both were still

working in Manitoba and 1 was still seeking employment outside of Manitoba in another province.

Location of Employment Search

Graduates were asked to provide the location of where they were searching for employment outside of

Manitoba. Some indicated they were searching for employment in more than one location. The RN

16

graduates were searching for employment in a mix of other provinces and the United States with 2

seeking employment outside of North America at 12 months after graduation. The LPN graduates were

only searching for employment in other provinces and not in other countries. The RPN graduates were

searching for employment in other provinces and other countries with one searching for employment at

6 months after graduation even though the BScPN degree is not recognized in the country.

Influences and Motivational Factors for Seeking Employment Outside Manitoba

Some of the strongest influences for new graduates seeking employment outside of Manitoba included

professional opportunities, and better pay/benefits (n=29, 78%), followed closely by travel and weather

considerations (n=27, 71%), and family/personal influences (n=24, 63%). Workload and work conditions

(n=22, 58%); cost of living (n=21, 55%); and recruitment strategies (n=18, 47%) were also selected as

influential or very influential factors for graduates seeking employment outside Manitoba.

Some of the challenges that new graduates identify as presenting a challenge to them as they seek

employment outside Manitoba include weather (n=24, 63%); family or personal issues (n=22, 58%); and

lack of employment in a specialty area (n=21, 55%). Lack of employment in specialty areas was seen as a

large challenge in graduates from the 12 month survey (n=15, 76%). Other challenges identified as

influential or very influential included: lack of permanent employment (n=20); cost of living (n=19, 50%);

not feeling valued (n=18, 47%); lack of full time employment and lack of employment in certain locations

(n=17, 45%); work conditions/workload and lack of education opportunities (n=16, 42%). (Appendix C2)

Remaining in Manitoba

At 6 months after graduation, the nurses who were working outside of Manitoba were asked if they

would stay in Manitoba if the employment type they were seeking was offered to them in Manitoba.

Seven of the 11 RNs, 2 of the 4 LPNs and 1 of the 2 RPNS said they would stay in Manitoba in this

circumstance.

17

Workplace Experiences

Transition into the Workplace

At 6 months after graduation, employed graduates were asked select from a list, what workplace

supports they had received that helped to ease their transition into the workplace and were also asked

to rate how helpful each was to them.

Table 4 – Employed new nursing graduates that found the following workplace transition supports to be somewhat helpful to very helpful.

Workplace Supports

RN (n=248) n (%)

LPN (n=78) n (%)

RPN (n=45) n (%)

Orientation to the unit/area 222(91%) 73(99%) 42(97%)

Orientation to the facility/agency 215(88%) 69(95%) 39(98%)

Preceptor/buddy system on the unit/area 205(84%) 63(86%) 34(78%)

Opportunity to be mentored by a staff member 172(72%) 61(84%) 24(55%)

General policy and procedure manual 198(82%) 67(92%) 36(82%)

Respectful workplace policy and procedure manual 163(67%) 67(92%) 34(78%)

Respectful workplace education session 139(58%) 59(82%) 30(69%)

A reasonable progression of responsibility 184(76%) 52(72%) 21(47%)

An initial reduced workload 157(65%) 52(72%) 21(47%)

New Grad Day for Nurses 97(42%) 38(53%) 6(13%)

At 12 months after graduation, the graduates were also asked to indicate which workplace supports

they had not received that they felt would have been helpful. One hundred and twenty six of the

employed RNs, 22 of the LPNs and 20 of the employed RPNs answered the question. This question was

posed as an open text response. Their answers were categorized into themes summarized in Table 5.

The most common theme related to feeling sufficiently supported. A desire for better orientation was

the most common specific suggestion for improved support for all 3 nursing groups. For more details see

Appendices D1, D2, D3.

Table 5 – Workplace transition supports employed graduates did not receive that they felt would have been helpful to aid their transition to the workplace. Some participants mentioned more than 1.

Workplace Supports Not Received

RN (n=126)

n (%)

LPN (n=22)

n (%)

RPN (n=20)

n (%)

Felt Sufficiently Supported 42(33) 17(77) 6(30)

Other 38(30) 5(23) 5(25)

Better Orientation to the Unit 32(25) 6(27) 6(30)

Having a Mentor 20(16) 1(5) 7(35)

More Training and Orientation on Job Duties 16(13) 1(5) 3(15)

Training on Documentation 15(12) 1(5) 3(15)

Regular Feedback from Managers 14(11) 1(5) 2(10)

Having a Support Group / Supportive Management 11(9) 7(32) 3(15)

Orientation to the Unit not Received 4(3) 2(9) 0

*Many respondents cited more than one support that they had not received that would have been beneficial.

18

Bullying

Bullying was defined as the “persistent act of demeaning and downgrading another person through

cruel words and negative actions that undermine another person’s self-confidence and negative actions

that undermine another’s self-confidence and self-esteem. A power disparity exists between the bully

and the victim” (Vogelpohl et al, 2013). Bullying has been identified as a problem that significantly

affects the workplace environment, contributes to the likelihood of making an error affecting patient

care (Longo & Hain, 2014; Rosenstein & O’Daniel, 2008) and increases staff turnover.

When asked if they had been bullied at their workplace in the last 6 months, 20-25% of the graduates

indicated they had experienced bullying in the workplace depending on the nursing category and survey

time point (Figure 8). In another study conducted with nurses in the Northwestern United States, 46%

of nurses reported they had been bullied in the last 6 months (Etienne, 2014) (Appendix E1).

Bullying Sources

For the RN graduates, the two most common sources of frequent bullying (daily to weekly occurrence)

were from patients (24%; n=12) and patient’s family members/visitors (20%; n=10).

LPNs also reported that patients were the most frequent source of bullying with 17% (n=3) reporting

daily to weekly occurrence from this group.

RPN graduates were bullied most frequently by patients with 40% (n=4) of bullied individuals

experiencing bullying from this group daily to weekly. For more details see appendices E1, E2.

n=51

n=18 n=10 n=55

n=15

n=11

0

5

10

15

20

25

30

RN LPN RPN

Pe

rce

nt

(%)

Nursing Group

6 Months

12 Months

Figure 8 – Employed new nursing graduates who indicated they had been

bullied at their workplace in the last 6 months (6 month and 12 month

surveys)

19

NAQ Scores by Program Type

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, 1994). 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, person related bullying and physical intimidating bullying

Each (Appendix F). The Cronbach’s alpha of this scale in this study for all data collected is 0.982

indicating a high degree of internal consistency between scale items. 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 5), shows that the RNs had the highest

degree of negative experience followed by the RPNs and then LPNs. However, the NAQ scores varied a

lot between individuals and were not significant different between nursing groups. Total NAQ score was

also not related to age, gender, Born in Canada, or ESL status.

The mean NAQ scores and subscale scores were similar to those measured by Einarsen et al (2014) 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 5 – 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 242 11.05 3.99 71 9.73 3.13 44 10.41 4.44

Person Related Bullying 240 15.74 5.98 70 14.79 4.14 44 15.02 6.15

Physical Intimidating Bullying 241 3.97 1.82 74 3.76 1.80 43 4.58 2.76

Total NAQ Bullying Score 237 30.81 10.54 70 28.36 8.20 43 29.77 12.31

There was a significant moderate correlation between the overall level of job dissatisfaction and the

NAQ Score for all nursing groups except the RPNs meaning graduates who had higher NAQ Scores were

more likely to have experienced a higher number and frequency of negative acts. Work Related Bullying

Scores were the most highly correlated with a higher level of overall job dissatisfaction.

Table 6 – Spearman’s Correlations of Negative Acts Questionnaire total scores and subscales with "Overall, how satisfied are you with your current nursing employment position?" Satisfaction was on a 5 point likert scale from very satisfied (scored 1) to very dissatisfied (scored 5).

RN LPN RPN

n rs p n rs p n rs p

Work Related Bullying 241 *0.269 <.001 71 *0.33 0.005 44 *0.201 0.191

Person Related Bullying 239 *0.191 0.003 70 *0.326 0.006 44 *0.158 0.304

Physical Intimidating Bullying 240 *0.153 0.018 74 0.137 0.246 43 -0.029 0.852

Total Bullying Score 236 *0.233 <.001 70 *0.33 0.005 43 0.132 0.398

*Significant correlations at p < 0.05

20

Workplace Reporting and Follow-up of Bullying

A majority of the graduates who reported they had been bullied indicated they had not reported any

cases of bullying to their employer.

Of the nurses who had reported being bullied in the last 6 months, only 13 of 51 RNs, 3 of 18 LPNs and 2

of 10 RPNs indicated they had reported any incidents of bullying to their employer.

There was no common method used to report incidents of workplace bullying for the RN and LPN

groups but the most common method for the RNs was through in-person communication (7 of 13) or an

incident report (3 of 13). The 3 LPNs who reported bullying did so through through in-person

communication, email to manager and incident report. All RPNs who reported bullying did so through

in-person communication. (Appendix E3)

Employer Response

When asked what action was taken by their employer after bullying was reported at 6 months after

graduation, 6 of the 11 RN graduates who answered this question reported that their employer had

indicated they would take action to address the bullying incident. The other 5 indicated that they either

didn’t know what action was taken (n=3), or said no action was taken (n=2).

The 3 LPNs who reported bullying act 6 months after graduation said no action was taken with 1 saying

the incident was recorded and the 2 RPNs said their employer had plans to deal with the bullying

incident with 1 saying the bully was spoken to by the manager.

13

3 2

38

15 8

0

10

20

30

40

50

60

BN LPN RPN

# o

f N

urs

es

Nursing Category

Did Not Report BullyingIncident

Reported Bullying

Figure 9 – Number of graduates who had been bullied and whether they

reported the incident to their employer (6 month survey)

RN

21

At 6 months after graduation, few of the employers followed-up with the graduates who had been

bullied after action was taken with 3 of the 13 RNs, none of the 3 LPNs and 1 of the 2 RPNs receiving

follow-up from their employer.

Similar results were recorded in the survey at 12 months after graduation. For more details see

Appendix E3.

Respectful Workplace

Employed new graduates were asked what strategies their employer utilizes to foster a respectful

workplace. Their responses were coded into themes. At 6 months after graduation, the RNs that

answered the question (n=173) most commonly mentioned that they did not know of any strategies

utilized 53 (31%), but those that knew of strategies mentioned a zero tolerance policy (n=26; 15%) and

26 answered that they had been told to use open communication / open-door policy with their

managers (15%).

When the question was posed to the LPNs at 6 months after graduation, the 46 who answered provided

similar responses with 15 (33%) indicating they were not aware of any strategies utilized by their

employer, 8 (17%) mentioning being educated on Respectful Workplace Policy and 7 (15%) being told

about what actions were expected of them as an employee.

For the 35 RPNS who answered this question, 13 (37%) mentioned the policies that were in place such

as zero tolerance/open door policies, 6 (17%) mentioned they were unaware of any strategies utilized by

their employer and an equal number (n=6; 17%) recalled receiving training on Respectful Workplace

Policies. For more details see Appendix E4.

Effect of Negative Behaviours on Intention to Leave

At 6 months after graduation, those graduates who had indicated they experienced bullying were asked

if over the past 6 months, negative behaviours experienced at work have made them consider leaving a

nursing position. Sixty percent (n=31) of the RNs and a similar percentage of the LPNs (n=11; 61.1%) and

RPNs (n=7; 70%) answered “yes” to this question at 6 months after graduation.

When these same nurses were asked if negative behaviours experienced at work in the last 6 months

had made them consider leaving the nursing profession, 28% (n=14) of the RNs, 28% (n=5) of the LPNs

and only 1 of the 10 RPNs answered “yes” (Appendix F5).

Relationship between NAQ Scores and Intention to Leave

Those individuals who had indicated that negative behaviours experienced at work had made them

consider leaving a nursing position also experienced a greater frequency and number of negative acts as

measured by the NAQ Scores. As shown in Table 7, the NAQ score and subscale scores were all

significantly higher in the group that had considered leaving their position compared to those who said

the bullying had not made them want to leave except for the physical intimidating bullying scores which

were not significantly different between the two groups.

22

Table 7 – Negative Acts Questionnaire mean total scores and mean subscale scores (6 months survey)

for those who had and had not considered leaving a nursing position in the last 6 months due to

negative behaviours experienced at work.

All Nursing Graduates Who Were Bullied

Considered Leaving Nursing

Position Did Not Consider Leaving Nursing

Position

n Mean SD n Mean SD

Work Related Bullying 47 *14.96 5.24 30 *11.70 4.35

Person Related Bullying 47 *23.38 8.81 30 *17.47 5.09

Physical Intimidating Bullying 47 5.83 3.29 30 4.73 2.32

Total NAQ Bullying Score 46 *44.28 15.56 30 *33.90 10.30

*Significant differences between those that considered leaving nursing position and those that didn’t at

p < 0.05

The same relationships existed between the NAQ scores and subscale scores of those who indicated that

negative behaviours had made them consider leaving the nursing profession (Table 8). With all scores

significantly higher in the group who had considered leaving the nursing profession compared to those

who had not considered leaving as a result of the bullying they had experienced. However, again the

physical intimidating bullying scores were not significantly different between these two groups.

Table 8 – Negative Acts Questionnaire mean total scores and mean subscale scores (6 months survey)

for those who had and had not considered leaving the nursing profession in the last 6 months due to

negative behaviours experienced at work.

All Nursing Graduates Who Were Bullied

Considered Leaving Nursing

the Nursing Profession Did Not Consider Leaving Nursing

the Nursing Profession

n Mean SD n Mean SD

Work Related Bullying 18 *16.83 5.06 59 *12.73 4.80

Person Related Bullying 18 *25.94 8.75 59 *19.59 7.31

Physical Intimidating Bullying 19 5.16 2.54 58 5.48 3.12

Total NAQ Bullying Score 18 *48.06 13.69 58 *37.74 14.07

*Significant differences between those that considered leaving nursing position and those that didn’t at

p < 0.05

These relationships were true for the RN graduates at 6 and 12 months after graduation and for the

entire nursing graduate population as a whole. There were insufficient numbers to determine with

confidence if this was true for the RPN and LPN graduates alone.

23

References

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.

Etienne, E. (2014). Exploring workplace bullying in nursing. Professional Practice, 62(1), 6-11.

Longo, J., Hain, D. (2014). Bullying: A hidden threat to patient safety. Nephrology nursing journal:

Journal of the American Nephrology Nurses’ Association. 41(2), 193-199.

Rosenstein, A.H. & O’Daniel, M. (2008). A survey of the impact of disruptive behaviours and

communication defects on patient safety. Joint Commission Journal on Quality and Patient Safety, 34(8),

464-471.

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.

A1

Appendix A: Comparison Table of 2015 RN, LPN, RPN Graduate Demographics

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(%)

Total Sample n=268 n=263 n=78 n=76 n=45 n=47 n=391 n=386

What is your gender?

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

n=265 n=262 n=77 n=73 n=45 n=47 n=387 n=382

Female 241 (91) 235(90) 68 (88) 63 (86) 42 (93) 44 (94) 351(91) 342(90)

Male 24 (9) 27(10) 9 (12) 10 (14) 3 (7) 3 (6) 36(9) 40(10)

Were you born in Canada?

n=265 n=260 n=77 n=73 n=45 n=47 n=387 n=380

Yes 216 (81.5) 212(82) 53 (69) 45 (62) 44 (98) 46 (98) 313(81) 303(80)

No 49 (18.5) 48(18) 24 (31) 28 (38) 1 (2) 1 (2) 74(19) 77(20)

Is English your second/additional language?

n=264 n=261 n=77 n=73 n=44 n=47 n=385 n=381

Yes 51 (19) 50(19) 24 (31) 30 (41) 3 (7) 2 (4) 78(20) 82(22)

No 213 (81) 211(81) 53 (69) 43 (59) 41 (93) 45 (96) 307(80) 299(78)

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

n=262 n=262 n=76 n=73 n=45 n=47 n=383 n=382

Yes 19 (7) 22(8) 8 (10.5) 7 (10) 8 (18) 8 (17) 35(9) 37(10)

No 243 (93) 240(92) 68 (89.5) 66 (90) 37 (82) 39 (83) 348(91) 345(90)

What is your marital status?

n=266 n=262 n=77 n=73 n=45 n=47 n=388 n=382

Single/never married

161(61)

150(57)

44 (57)

34 (47)

24 (53)

21 (45)

229(59)

205(54)

Married/common- law

91 (34)

100(38)

29 (38)

34 (47)

20 (44)

24 (51 )

140(36)

158(41)

Separated/divorced 10 (4) 10(4) 3 (4) 3 (4) 1 (2) 1 (2) 14(4) 14(4)

Other 4 (1) 2 (1) 1 (1.3) 2 (2.7) 0 1 (2) 5(1) 5(1)

A2

RN RPN

RPN

Total

12 Month

6 Month

12 Month

6 Month

12 Month

6 Month

12 Month

6 Month

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

What is your region of residence? What is your region of residence? What is your region of residence? What is your region of residence? What is your region of residence? What is your region of residence? What is your region of residence? What is your region of residence? What is your region of residence?

n=266 n=261 n=77 n=73 n=45 n=47 n=388 n=381

WRHA 171(64 ) 179(67) 23(30) 23(32) 25(56) 23(49) 219(56) 25(59)

Northern RHA

12(4.5)

12(5)

1(1)

1(1)

1(2)

0

14(4)

13(3)

Prairie Mountain RHA

37(14)

32(12)

42(55)

38(52)

13(29)

15(32)

92(24)

85(22)

Southern RHA

27(10)

21(8)

8(10)

7(10)

0

0

35(9)

28(7)

Interlake RHA 13(5) 11(4) 2(2.6) 2(2.7) 4(9) 6(13) 19(5) 19(5)

Outside Manitoba

4(2)

4(2)

1(1)

2(2.7)

2(4)

3(6)

7(2)

9(2)

Outside Canada

2(10)

2 (1)

0

0

0

0

2(0.5)

2(0.5)

n=264 n=261 n=77 n=72 n=45 n=47 n=386 n=380

Mean Age 27.4 ±

5.8 28.4 ±

6.0 28.1 ±

7.7 29.8 ±

8.8 26.5 ±

3.9 27.1 ±

3.8 27.5 ±

6.1 28.5 ±

6.4

Range 22-55 22-55 20-52 21-53 22-43 22-43 20-55 21-55

B1

Appendix B: Comparison Table of 2015 RN, LPN, RPN Employed Graduates

RN LPN RPN Total

6 Mont

h

12 Month

6 Month

12 Month

6 Month

12 Month

6 Month

12 Month

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

Employment Rate

n=268 n=263 n=78 n=76 n=45 n=47 n=391 n=386

Total Employed 248(93) 245(93) 76(97) 73(96) 44(98) 44(94) 368(94) 362(94)

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

n=247 N/A n=75 N/A n=44 N/A n=366 N/A

Yes 226(91) - 68(91) - 36(82) - 330(90) -

No 21(9) - 7(9) - 8(18) - 36(10) -

How many nursing positions have you held since you graduated?

n=246 n=245 n=75 n=69 n=44 n=44 n=365 n=358

One 147(60) 106(43) 45(60) 28(41) 22(50) 12(27) 214(59) 146(41)

Two 84(34) 87(36) 20(27) 21(30) 18(41) 24(55) 122(33) 132(37)

Three or more 15(6) 52(21) 10(13) 20(29) 4(9) 8(18) 29(8) 80(22)

B2

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(%)

What is the name(s) of your primary place(s) of employment? (Check all that apply)

n=247 n=244 n=75 n=68 n=44 n=44 n=366 n=356

Health Sciences Centre (HSC), Winnipeg

36(15)

37(15)

2(3)

2(3)

5(11)

4(9)

43(12)

43(12)

HSC Children's Hospital

13(5)

14(6)

1(1)

1(2)

0

0

14(4)

15(4)

HSC Women's Hospital

13(5)

13(5)

0

0

0

0

13(4)

13(4)

St. Boniface Hospital

62(25)

62(25)

1(1)

0

5(11)

6(14)

68(19)

68(19)

Concordia Hospital 9(4) 10(4) 1(1) 0 0 0 10(3) 10(3)

Seven Oaks General Hospital

10(4)

10(4)

4(5)

2(3)

4(9)

4(9)

18(5)

16(4)

Victoria General Hospital

5(2)

4(2)

0

0

1(2)

1(2)

6(2)

5(1)

Grace General Hospital

12(5)

13(5)

2(3)

1(2)

0

0

14(4)

14(4)

Thompson General Hospital

6(2)

6(3)

0

0

0

0

6(2)

6(2)

Brandon Regional Health Centre

16(7)

17(7)

8(11)

8

1

0

25(7)

25(7)

Misericordia Health Centre

4(2)

5(2)

0

2(3)

0

0

4(1)

7(2)

Riverview Health Centre

5(2)

4(2)

0

1

0

0

5(1)

5(1)

Selkirk Mental Health Centre

2(0.8)

1(0.4)

0

0

8(18)

10(23)

10(3)

11(3)

Deer Lodge 1(0.4) 1 (0.4) 0 1(2) 2(5) 1(2) 3(1) 3(1)

Boundary Trails Health Centre

2(0.8)

1(0.4)

1(1)

3(4)

0

0

3(1)

4(1)

Dauphin Regional Health Centre

3(1)

1(0.4)

5(7)

3

0

0

8(2)

1(0.3)

Bethesda 9(4) 6(3) 0 0 0 0 9(2) 6(2)

Other 57(23) 84(34) 62(83) 59(87) 22(50) 35(80) 141(39) 178(50)

B3

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 (%)

What is the facility type of your primary employment? / What is the category of your employment? (Check one- 6 months; Check ALL that apply-12 months)

n=246 n=245 n=75 n=69 n=44 n=44 n=365 n=358

Acute care 211(86) 205(84) 25(33) 32(46) 20(46) 23(52) 330(90) 260(73) Long Term

Care/Personal Care Home

14(6)

27(11)

32(43)

44(64)

12(27)

16(36)

58(16)

87(24)

Community Health 7(3) 15(6) 1(1) 4(6) 4(9) 9(21) 12(3) 28(8)

Multiple positions and multiple employer types.

10(4)

0

11(15)

0

4(9)

0

25(7)

0

Other 4(2) 34(14) 6(8) 5(7) 4(9) 11(25) 14(4) 50(14)

B4

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 (%)

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

n=246 n=245 n=75 n=71 n=44 n=44 n=365 n=360

Acute Adult Psychiatric Care

0

0

0

0

16(36)

13(30)

16(4)

13(4)

Ambulatory care 1(0.4) 1(0.4) 0 0 0 0 1(0.2) 1(0.3)

Children/Adolescents

0

0

0

0

5(11)

3(7)

5(1)

0

Community Health 4(2) 6(2) 1(1) 1(1) 0 0 5(1) 3(1)

Community Mental Health

0

0

0

0

7(16)

8(187)

7(2)

8(2)

Critical Care (ICU, PICU, NICU)

9(4)

10(4)

0

0

0

0

9(2)

10(3)

Emergency Care 36(15) 28(11) 0 0 0 0 36(10) 28(8)

Geriatric/ Long Term Care / PCH

10(4)

12(5)

37(49)

35(49)

10(23)

8(187)

57(16)

55(15) Home Care 2(0.8) 2(0.8) 0 1(1) 0 0 2(0.5) 3(1)

Maternal 25(10) 24(9) 1(1) 1(1) 0 0 26(7) 25(7)

Medicine 54(22) 47(18) 18(24) 11(11) 0 0 72(20) 58(16) Oncology 1(0.4) 4(2) 0 8(11) 0 0 1(0.2) 12(3)

Operating / Recovery Room

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

Palliative Care 3(1) 5(2) 3(4) 4(6) 0 0 6(2) 9(3)

Pediatrics 10(4) 7(3) 1(1) 1(1) 0 0 11(3) 8(2)

Psychiatric / Mental Health

2(0.8)

1(0.4)

0

0

0

0

2(0.5)

1(0.3)

Relief Pool 9(4) 6(2) 1(1) 4(6) 0 0 10(3) 10(3)

Rehabilitation 4(2) 8(3) 2(3) 3(4) 0 0 6(2) 11(3)

Surgery 43(18) 41(16) 6(8) 3(4) 0 0 49(13) 44(12)

Public Health 0 0 0 0 0 0 0 0

Occupational Health

0

0

0

0

0

0

0

0

Telehealth 0 0 0 0 0 0 0 0

Multiple clinical areas

17(7)

29(11)

5(7)

3(4)

0

4(97)

22(6)

36(10)

Other 11(5) 9(3) 0 3(4) 6(14) 8(187) 17(5) 20(6)

What are you primary hours of work per shift?

n=246 n=245 n=75 n=72 n=44 n=44 n=365 n=361

8 hours 107(44) 114(43) 51(68) 51(71) 38(86) 37(84) 196(54) 202(56) 12 hours 136(55) 122(46) 24(32) 20(28) 6(14) 6(14) 166(45) 148(41) Other 3(1) 9(3) 0 1(1) 0 1(2) 3(0.8) 11(3)

B5

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 (%)

Please indicate your current employment status

n=247 n=245 n=75 n=72 n=44 n=44 n=366 n=361

Full Time - Term 35(14) 24(10) 8(11) 6(8) 5(11) 5(11) 48(13) 35(10)

Full Time - Permanent

58(23)

73(30)

9(12)

8(11)

8(18)

12(27)

75(20)

93(26)

Part Time - Term 45(18) 27(11) 18(24) 13(18) 7(16) 7(16) 70(19) 47(13)

Part Time - Permanent

88(36)

104(42)

29(39)

38(53)

11(25)

7(16)

128(35)

149(41)

Casual 8(3) 7(3) 0 0 4(9) 2(5) 12(3) 9(2)

Multiple Positions 13(54) 10(4) 11(15) 7(10) 9(20) 11(25) 23(6) 28(8)

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=246 n=244 n=75 n=72 n=44 n=44 n=365 n=360

First place to offer employment

124(50)

136(56)

40(53)

38(53)

27(61)

29(66)

191(52)

203(56)

Position is close to home

93(38)

102(42)

36(48)

35(49)

19(42)

22(50)

148(41)

159(44)

Practice area I wanted to work in

129(51)

128(53)

20(27)

19(26)

22(50)

14(32)

171(47)

161(45)

Had senior clinical practicum there

139(57)

128(53)

32(43)

31(43)

18(41)

16(36)

189(52)

175(49)

Worked on the unit in another role

11(5)

9(4)

8(11)

11(15)

7(16)

8(18)

26(7)

28(78)

Had student clinical placement there

22(9) 21(9) 11(15) 17(24)

10(23) 6(14) 43(12) 44(12)

Worked on another unit within facility/organization

28(11)

27(11)

8(11)

7(10)

5(11)

4(10)

41(11)

57(11)

Positive reputation of the facility/organization

67(27)

71(29)

15(20)

18(25)

13(30)

8(18)

95(26)

97(27)

Recruitment strategies of facility/organization

21(8)

21(9)

8(12)

13(18)

7(16)

10(23)

36(10)

44(12)

Other 20(8) 18(7) 2(3) 7(10) 3(7) 4(9) 25(7) 29(8)

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

n=247 N/A n=75 N/A n=44 N/A n=366 N/A

Yes 187(76) - 49(65) - 25(57) - 261(71) -

No 60(24) - 26(33) - 19(43) - 105(29) -

B6

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 (%)

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

n=247 N/A n=75 N/A n=44 N/A n=366 N/A Yes 179(73) - 44(59) - 20(45) - 243(66) -

No 68(27) - 31(41) - 24(55) - 123(34) -

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

n=247 - n=74 - n=44 - n=365 N/A Yes 137(55) - 32(43) - 15(34) - 184(50) -

No 110(45) - 42(57) - 29(66) - 181(50) -

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=246 n=237 n=73 n=71 n=43 n=42 n=362 n=350

Winnipeg/Churchill Health Region - in Winnipeg

175(71)

184(78)

25(34)

24(34)

26(60)

21(50)

226(62)

229(65)

Winnipeg/Churchill Health Region - in Churchill

1(0.4)

2(0.8)

0

0

0

1(2)

11(0.3)

3(1)

Northern Health Region

16(7)

15(6)

1(1)

1(1)

1(2)

2(5)

18(5)

18(5)

Prairie Mountain Health Region

35(14)

30(13)

43(59)

40(56)

13(30)

15(36)

91(25)

85(24)

Southern Health Region

34(14)

24(10)

12(16)

13(18)

1(2)

4(10)

47(13)

41(12)

Interlake Eastern Health Region

21(9)

19(8.0)

5(7)

3(4)

8(19)

8(19)

34(9)

30(9)

Outside of Manitoba in Canada

6(2)

6(3)

0

0

3(7.0)

4(10)

9(2)

10(3)

Outside of Canada 2(0.8) 2(0.8) 0 0 0 1(2) 2(0.6) 3(1)

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

n=247 n=243 n=75 n=72 n=44 n=44 n=366 n=359

Yes 186(75) 193(79) 47(63) 56(78) 32(73) 31(70) 265(72) 283(79)

No 61(25) 50(21) 28(37) 16(22) 12(27) 13(30) 101(28) 76(21)

B7

RN LPN RPN Total

6 Month

12 Month

6 Monthhhhhh

h

12 Month

6 Month

12 Month

6 Month

12 Month

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

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

n=57 n=50 n=25 n=16 n=12 n=13 n=94 n=79 Full Time Term (1.0 EFT)

0

1(2)

1(4)

0

1(8)

0

2(2)

1(1)

Full Time Permanent (1.0 EFT)

19(33) 15(29) 15(54)

13(81) 4(33) 2(15) 38(40) 30(38)

Part Time Term 3(5) 5(10) 0 0 0 2(15) 3(3) 7(9)

Part Time Permanent 35(61) 28(55) 8(29) 3(19) 7(58) 9(69) 50(53) 40(51)

Other 0 1(2) 0 0 0 0 0 1(1)

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

that apply)

n=61 n=46 n=28 n=15 n=12 n=13 n=101 n=74

Employment of choice not available

29(48) 26(57) 16(57) 11(73) 7(58) 8(62) 52(51) 45(61)

Did not have experience required

10(16) 14(30) 2(7) 1(7) 5(42) 2(15) 17(17) 17(23)

Did not have high enough seniority

0 2(4) 0 0 0 0 0 2(3)

Did not have qualifications required

4(7) 6(13) 1(4) 1(7) 2(17) 1(8) 7(7) 8(11)

I don't know 3(5) 3(7) 6(21) 1(7) 0 2(15) 9(9) 6(8)

Not Applicable 0 7(15) 2(7) 4(27) 3(25) 4(31) 5(5) 15(20)

Other 0 4(9) 4(14) 2(13) 0 0 4(4) 6(8)

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

n=247 n=245 n=74 n=72 n=44 n=44 n=365 n=361

0.1 1(0.4) 4(2) 0 2(3) 0 0 1(0.3) 6(2)

0.2 0 0 0 0 0 0 0 0

0.3 0 0 0 0 0 0 0 0

0.4 1(0.4) 4(2) 1(1) 0 0 0 2(0.6) 4(1)

0.5 4(2) 8(3) 1(1) 2(3) 0 0 5(1) 10(3)

0.6 23(9) 17(7) 7(10) 3(4) 3(7) 5(11) 33(9) 25(7)

0.7 60(24) 58(24) 22(30) 20(28)

10(23) 12(27) 92(25) 90(25)

0.8 93(38) 86(35) 16(22) 21(29)

20(46) 13(30) 129(35) 120(33)

0.9 3(1) 2(0.8) 1(1) 2(3) 0 1(2) 4(1) 5(1)

1 59(24) 68(28) 26(35) 24(33)

11(25) 13(30) 96(26) 105(29)

Casual 3(1) 2(0.8) 0 0 0 0 3(1) 2(0.5)

B8

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 (%)

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

n=185

n=177 n=48 n=48 n=33 n=31 n=266 n=256

Allows for work/life balance

102(55)

96(54)

19(37)

19(40)

18(54)

15(48)

139(52)

130(51)

Sufficient income/shifts

40(22)

34(19)

2(4)

9(19)

7(21)

6(19)

49(22)

49(19)

Can pick-up more shifts

66(36)

57(32)

22(46)

10(21)

13(39)

9(29)

101(38)

76(30)

Flexible schedule (cluster shifts to allow vacation period)

34(18)

41(23)

8(17)

8(17)

6(18)

7(23)

48(18)

56(22)

Avoid burnout 38(21) 24(14) 1(2) 2(4) 7(21) 7(23) 46(17) 33(13)

Tax implications 7(4) 2(1) 3(6) 2(4) 2(6) 1(3) 12(5) 5(2)

Other commitments/Can work casual in other positions

5(3)

1(0.5)

1(2)

4(8)

2(6)

1(3)

8(3)

6(2)

Other 0 16(9) 3(6) 1(2) 2(6) 4(13) 5(2) 21(8)

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

n=59 n=68 n=26 n=24 n=11 n=13 n=96 n=105

Wants full time(young, no other commitments)

15(25)

19(28)

5(19)

2(8)

3(27)

2(15)

23(24)

23(22)

Gain maximum experience

9(15)

8(12)

6(23)

2(8)

2(18)

1(8)

17(18)

11(10)

Financial security/need/Make more money

31(53)

32(47)

14(54)

7(29)

4(36)

4(31)

49(51)

43(41)

Benefits/seniority /fixed schedule

7(12)

13(19)

5(19)

9(38)

4(36)

4(31)

16(17)

26(25)

Other 11(19) 6(9) 1(4) 4(2) 1(9) 1(8) 13(14) 11(10)

Is your current employment position part of a relief pool?

n=247 n=244 n=75 n=72 n=44 n=44 n=366 n=360

Yes 44(18) 28(11) 17(23) 12(17) 5(11) 4(9) 66(18) 44(12)

No 203(82) 216(82) 58(7) 60(83) 39(89) 40(91) 300(82) 316(88)

B9

The below questions explore employed graduates overall employment satisfaction

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

n=247 n=245 n=75 n=72 n=44 n=44 n=366 n=361

Very satisfied 79(32) 90(36.7) 19(25) 23(32) 16(36) 11(25) 114(31) 124(34)

Satisfied 121(49) 109(44.5) 47(63) 38(53) 22(50) 23(52) 190(52) 170(47)

Neither satisfied or dissatisfied

36(15)

33(14)

7(9.3)

10(14)

3(7)

9(21)

46(13)

52(14)

Dissatisfied 10(4) 13(5) 2(2.7) 1(1) 1(2) 0 13(4) 14(4)

Very dissatisfied 1(0.4) 0 0 0 2(5) 1(2) 3(0.8) 1(0.2)

Over the past 6 months, how often have you considered leaving your current nursing position?

n=246 n=244 n=75 n=72 n=44 n=44 n=365 n=360

Never 68(28) 54(22) 28(37) 30(42) 15(34) 7(16) 111(30) 91(25)

Rarely 62(25) 69(28) 21(28) 16(22) 12(27) 15(34) 95(26) 100(28)

Sometimes 79(32) 85(35) 20(27) 23(32) 13(30) 18(41) 112(31) 126(35)

Quite often 28(11) 25(10) 6(8) 1(1) 2(5) 2(5) 36(10) 28(8)

Very often 9(4) 11(5) 0 2(3) 2(5) 2(5) 11(3) 15(4)

Over the past 6 months, how often have you considered leaving your current nursing profession?

n=246 n=245 n=75 n=72 n=44 n=44 n=365 n=361

Never 150(61) 155(63) 59(79) 55(76) 31(71) 30(68) 240(67) 240(66)

Rarely 49(20) 45(18) 11(15) 12(17) 13(29) 8(18) 73(20) 65(18)

Sometimes 29(12) 30(12) 5(7) 4(6) 0 6(14) 34(9) 40(11)

Quite often 14(6) 9(4) 0 1(1) 0 0 14(4) 10(3)

Very often 4(2) 6(2) 0 0 0 0 4(1) 6(2)

Although you currently have a position, are you looking for another position?

n=257 n=242 n=75 n=71 n=43 n=44 n=375 n=357

Yes 108(42) 94(39) 44(59) 34(48) 24(56) 22(50) 176(47) 150(42)

No 149(58) 148(56) 31(41) 37(52) 19(44) 22(50) 199(53) 207(58)

RN LPN RPN Total

6 Month

12 Month

6 Mont

h

12 Month

6 Month

12 Month

6 Mont

h

12 Month

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

B10

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

n=248 n=244 n=75 n=72 n=44 n=44 n=367 n=360

Remain in my current position

145(59)

162(66)

42(56)

50(69)

29(66)

33(75)

216(59)

245(68)

Look for another position with current employer

101(41)

107(44)

30(40)

22(29)

22(50)

19(43)

153(42)

148(41)

Look for another nursing position in Manitoba

53(21)

40(16)

24(32)

18(24)

16(36)

7(16)

93(25)

65(18)

Look for another position in another province

12(5)

18(7)

3(4)

4(5)

3(7)

2(5)

18(5)

24(7)

Look for another position in the U.S.

15(6)

12(5)

1(1)

1(1)

0

2(5)

16(4)

15(4)

Look for another position in another country other than the US

6(2)

3(1)

0

2(3)

0

2(5)

6(2)

7(2)

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

0

1(0.4)

0

0

0

0

0

1(0.2)

Other

17(7)

17(7)

5(7)

7(10)

2(5)

3(7)

24(7)

20(6)

RN LPN RPN Total

6 Month

12 Month

6 Mont

h

12 Month

6 Month

12 Month

6 Month

12 Month

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

C1

Appendix C: Comparison Table of 2015 RN, LPN, RPN Graduates on Employment and Job

Prospects as a Nurse

RN LPN RPN TOTALS

6 Month

12 Month

6 Month

12 Month

6 Month

12 Month

6 Month

12 Month

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

Employed Graduates that are Employed or Seeking Employment Outside of MB

n=245 n=243 n=75 n=72 n=44 n=44 n=364 n=359

Yes, Employed Outside of MB 4(2) 4(2) 1 (1) 0 2(5) 2(5) 7(2) 6(1)

Yes, Seeking Outside of MB 10(4) 13(5) 4 (5) 4(6) 2(5) 3(7) 16(4) 20(6)

No 231(94) 226(93) 70 (90) 68(94) 40(90) 39(89) 341(94) 333(93)

Graduates employed outside of Manitoba

Employment Location

n=4 n=4 n=0 n=0 n=2 n=2 n=6 n=6

Other Country not US 0 1(25) - - 0 0 0 1(17)

United States 1(25) 1(25) - - 0 0 1(17) 1(17)

Other Province 3(75) 2(50) - - 2(100) 2(100) 5(83) 4(67)

Employment in MB at any Point

n=4 n=4 n=0 n=0 n=2 n=2 n=6 n=6

Yes 1(25) 2(50) - - 0 1 (50) 1(17) 3(50)

No 3(75) 2(50) - - 2(100) 1 (50) 5(83) 3(50)

Position secured outside of MB prior to leaving province

n=4 n=4 n=1 n=0 n=2 n=2 n=7 n=6

Yes 1(25) 1(25) 0 - 1(50.0) 0 2(29) 1(17)

No 3(75) 3(75) 1 (100) - 1(50.0) 2 (100) 5(71) 5(83)

The most influential factors influencing people to leave Manitoba included personal reasons including family and friends

(n=10, 83%) and was consistent in both the 6 month survey and 12 month survey. Signing bonuses and relocation

assistance (n=3, 25%); a lack of desired career opportunities (n=2, 17%); and better pay and benefits (n=2, 17% for the 6

month survey only) were also factors that were influential to very influential influencing people to leave Manitoba.

Factors that would motivate new graduates to return to Manitoba to work would include family considerations (n=9,

69%); and better wages and benefits (n=7, 54%). Available employment in specific areas; job security; education and

training opportunities; different scheduling opportunities; and better workload conditions, were indicated as

motivational or very motivational by 46% of respondents as well (n=6).

C2

RN LPN RPN TOTALS

6 Month

12 Month

6 Month

12 Month

6 Month

12 Month

6 Month

12 Month

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

Are you currently seeking employment outside of Manitoba?

Currently Seeking Employment Outside of MB

n=11 n=14 n=4 n=5 n=2 n=3 n=17 n=22

Employed - Seeking outside MB 10(91) 13(93) 4(100) 4(80) 2(100) 3(100) 16(94) 20(91)

Unemployed - Seeking outside MB 1(9) 1(7) 0 1(20) 0 0 1(6) 2(9)

Where Outside of MB are you Seeking Nursing Employment (Check all that apply)

n=10 n=14 n = 4 n=5 n=2 n=3 n=16 n=22

United States 4(40) 8(57) 0 (0) 0 1 (50) 0 5(31) 8(36)

Other Provinces 6(60) 8(57) 3 (75) 4 (80) 1 (50) 2 (67) 10(63) 14(64)

Other Countries 0 2(14) 0 (0) 0 0 1 (33) 0 3(14)

Not Specified 0 0 1 (25) 1 (20) 0 1 (33) 1(6) 2(9)

Some of the strongest influences for new graduates seeking employment outside of Manitoba included professional

opportunities, and better pay/benefits (n=29, 78%), followed closely by travel and weather considerations (n=27, 71%),

and family/personal influences (n=24, 63%). Workload and work conditions (n=22, 58%); cost of living (n=21, 55%); and

recruitment strategies (n=18, 47%) were also selected as influential or very influential factors for graduates seeking

employment outside Manitoba.

Some of the challenges that new graduates identify as presenting a challenge to them as they seek employment outside

Manitoba include weather (n=24, 63%); family or personal issues (n=22, 58%); and lack of employment in a specialty

area (n=21, 55%) – lack of employment in specialty areas was seen as a large challenge in graduates from the 12 month

survey (n=15, 76%). Other challenges identified as influential or very influential included: lack of permanent employment

(n=20); cost of living (n=19, 50%); not feeling valued (n=18, 47%); lack of full time employment and lack of employment

in certain locations (n=17, 45%); work conditions/workload and lack of education opportunities (n=16, 42%).

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

n=11 n=14 n = 4 n=5 n=2 n=3 n=17 n=22

Yes 7(64) 8(57) 2 (50) 5(100) 1(50) 2(67) 10(59) 15(68)

No 4(36) 6(43) 2 (50) 0 1(50) 1(33) 7(41) 7(32)

D1

Appendix D: Comparison Table of 2015 RN, LPN, RPN Graduates on Supports Received in

Transition to the Workplace

RN LPN RPN Total

6 Month

12 Month

6 Months

12 Months

6 Months

12 Month

6 Month

12 Month

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=243 N/A n=74 N/A n=44 N/A n=361 N/A

Not experienced 4(2) - 0 - 1(2) - 5(1) -

Very helpful 99(41) - 35(47) - 13(30) - 147(41) -

Helpful 91(37) - 25(34) - 20(46) - 136(38) -

Somewhat helpful 32(13) - 13(18) - 9(21) - 54(15) -

Not very helpful 14(6) - 1(1) - 0 - 15(4) -

Not at all helpful 3(1) - 0 - 1(2) - 4(1) -

An orientation to the facility/agency

n=242 N/A n=73 N/A n=44 N/A n=359 N/A

Not experienced 7(3) - 2(2) - 2(4.5) - 11(3) -

Very helpful 64(26) - 29(40) - 12(27) - 105(29) -

Helpful 93(38) - 29(40) - 15(34) - 137(38) -

Somewhat helpful 58(24) - 11(15) - 12(27) - 81(23) -

Not very helpful 18(7) - 2(3) - 2(5) - 22(6) -

Not at all helpful 2(0.8) - 0 - 1(2) - 3(1) -

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

n=243 N/A n=73 N/A n=44 N/A n=360 N/A

Not experienced 28(12) - 6(8) - 9(21) - 43(12) -

Very helpful 131(54) - 40(55) - 17(39) - 188(52) -

Helpful 56(23) - 20(27) - 14(32) - 90(25) -

Somewhat helpful 18(7) - 3(4) - 3(7) - 24(7) -

Not very helpful 9(4) - 1(1) - 1(2) - 11(3) -

Not at all helpful 1(0.4) - 3(4) - 0 - 4(1) -

An opportunity to be mentored by a staff member

n=240 N/A n=73 N/A n=44 N/A n=357 N/A

Not experienced 57(24) - 9(12) - 20(46) - 86(24) -

Very helpful 99(41) - 32(44) - 12(28) - 143(40) -

Helpful 54(23) - 24(33) - 11(25) - 89(25) -

Somewhat helpful 19(8) - 5(7) - 1(2) - 25(7) -

Not very helpful 9(4) - 2(3) - 0 - 11(3) -

Not at all helpful 2(0.8) - 1(1) - 0 - 3(1) -

D2

RN LPN RPN Total

6 Month

12 Month

6 Months

12 Months

6 Months

12 Month

6 Month

12 Month

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

General policy and procedure manual

n=243 N/A n=73 N/A n=44 N/A n=360 N/A

Not experienced 16(7) - 3(4) - 4(9) - 23(6) -

Very helpful 42(17) - 26(36) - 4(9) - 72(20) -

Helpful 99(41) - 28(38) - 22(50) - 149(41) -

Somewhat helpful 57(24) - 13(18) - 10(23) - 80(22) -

Not very helpful 26(11) - 3(4) - 3(7) - 32(9) -

Not at all helpful 3(1) - 0 - 1(2) - 4(1) -

Respectful workplace policy and procedure manual

n=243 N/A n=73 N/A n=44 N/A n=360 N/A

Not experienced 43(18) - 4(6) - 7(16) - 54(15) -

Very helpful 34(14) - 29(40) - 6(14) - 69(19) -

Helpful 75(31) - 25(34) - 20(46) - 120(33) -

Somewhat helpful 54(22) - 13(18) - 8(18) - 75(21) -

Not very helpful 29(12) - 2(3) - 2(5) - 33(9) -

Not at all helpful 8(3) - 0 - 1(2) - 9(3) -

Respectful workplace education session

n=243 N/A n=72 N/A n=44 N/A n=359 N/A

Not experienced 75(31) - 11(15) - 18(4) - 104(29) -

Very helpful 26(11) - 23(32) - 4(9) - 53(15) -

Helpful 58(24) - 26(36) - 13(30) - 97(27) -

Somewhat helpful 55(23) - 10(14) - 7(16) - 72(20) -

Not very helpful 22(9) - 2(3) - 2(5) - 26(7) -

Not at all helpful 7(3) - 0 - 0 - 7(2) -

A reasonable progression of responsibility

n=242 N/A n=73 N/A n=44 N/A n=359 N/A

Not experienced 54(22) - 3(4) - 10(23) - 67(19) -

Very helpful 75(31) - 27(37) - 11(25) - 113(31) -

Helpful 87(36) - 38(52) - 17(39) - 142(40) -

Somewhat helpful 22(9) - 3(4) - 2(5) - 27(8) -

Not very helpful 2(0.8) - 2(3) - 4(9) - 8(2) -

Not at all helpful 2(0.8) - 0 - 0 - 2(0.6) -

D3

RN LPN RPN Total

6 Month

12 Month

6 Months

12 Months

6 Months

12 Month

6 Month

12 Month

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

An initial reduced workload

n=241 N/A n=72 N/A n=44 N/A n=357 N/A

Not experienced 75(31) - 16(22) - 21(48) - 112(31) -

Very helpful 69(29) - 19(26) - 8(18) - 96(27) -

Helpful 68(28) - 26(36) - 8(18) - 102(29) -

Somewhat helpful 20(8) - 7(10) - 5(11) - 32(9) -

Not very helpful 8(3) - 4(6) - 2(5) - 14(4) -

Not at all helpful 1(0.4) - 0 - 0 - 1(0.3) -

New Grad Day for Nurses

n=237 N/A n=72 N/A n=44 N/A n=353 N/A

Not experienced 130(55) - 28(39) - 32(72) - 190(54) -

Very helpful 37(16) - 17(24) - 1(2) - 55(16) -

Helpful 37(16) - 15(21) - 4(9) - 56(16) -

Somewhat helpful 23(10) - 6(8) - 1(2) - 30(8) -

Not very helpful 7(3) - 5(7) - 4(9) - 16(5) -

Not at all helpful 3(1) - 1(1) - 2(5) - 6(2) -

E1

Appendix E: Comparison Table of 2015 RN, LPN, RPN Employed Graduates On Bullying in the Workplace

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(%)

Have you been the subject of bullying in the last 6 months?

n= 242 n=244 n=75 n=73 n=44 n=44 n=361 n=361

Yes 51(21) 55(23) 18(24) 15(20) 10(23) 11(25) 79(22) 81(22)

No 191(79) 189(78) 57(76) 58(80) 34(77) 33(75) 282(78) 280(78)

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=51 n=55 n=18 n=14 n=10 n=10 n=79 n=79

Never 39(77) 28(51) 11(61) 7(50) 8(80) 7(70) 58(73) 42(53)

Now and Then 8(16) 20(36) 3(17) 3(21) 1(10) 1(10) 12(15) 24(30)

Monthly 1(2) 3(6) 2(11) 1(7) 1(10) 1(10) 4(5) 5(6)

Weekly 2(4) 4(7) 2(11) 2(14) 0 1(10) 4(5) 7(9)

Daily 1(2) 0 0 1(7) 0 0 1(1) 1(1)

Have experienced bullying from nurses more senior to you

n=51 n=55 n=18 n=14 n=10 n=11 n=79 n=80

Never 9(18) 12(22) 4(22) 4(29) 5(50) 5(46) 18(23) 21(26)

Now and Then 23(45) 26(47) 8(44) 7(50) 2(20) 2(18) 33(42) 35(44)

Monthly 11(22) 9(16) 4(22) 1(7) 2(20) 2(18) 17(22) 12(15)

Weekly 5(10) 5(9) 1(6) 1(7) 1(10) 2(18) 7(9) 8(10)

Daily 3(6) 3(6) 1(6) 1(7) 0 0 4(5) 4(5)

Have experienced bullying from nurse managers

n=51 n=54 n=18 n=14 n=10 n=11 n=79 n=78

Never 40(78) 34(63) 13(72) 10(71) 5(50) 8(72) 58(73) 52(67)

Now and Then 6(12) 13(24) 4(22) 2(14) 2(20) 3(27) 12(15) 18(23)

Monthly 1(2) 2(4) 0 1(7) 2(20) 0 3(4) 3(4)

Weekly 3(6) 4(7) 1(6) 1(7) 1(10) 0 5(6) 5(6)

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

E2

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(%)

Have experienced bullying from physicians

n=51 n=55 n=18 n=14 n=10 n=11 n=79 n=79

Never 22(43) 20(36) 10(56) 6(43) 9(90) 4(36) 41(52) 30(38)

Now and Then 19(37) 24(44) 7(39) 6(43) 1(10) 4(36) 27(34) 34(43)

Monthly 3(6) 6(11) 0 0 0 3(27) 3(4) 9(11)

Weekly 5(10) 4(7) 1(6) 1(7) 0 0 6(8) 5(6)

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

Have experienced bullying from patients

n=51 n=55 n=18 n=14 n=10 n=11 n=79 n=79

Never 19(37) 15(27) 4(22) 2(14) 4(40) 4(36) 27(34) 21(27)

Now and Then 13(26) 21(38) 9(50) 8(57) 2(20) 1(9) 24(30) 30(38)

Monthly 7(14) 7(13) 2(11) 1(7) 0 2(18) 9(11) 10(13)

Weekly 8(16) 9(16) 0 2(14) 1(10) 2(18) 9(11) 13(16)

Daily 4(8) 3(6) 3(17) 1(7) 3(30) 2(18) 10(13) 6(8)

Have experienced bullying from patient's family members/visitors

n=51 n=55 n=18 n=14 n=10 n=11 n=79 n=79

Never 25(49) 14(26) 9(50) 4(29) 7(70) 4(36) 41(52) 22(28)

Now and Then 8(16) 21(38) 7(39) 8(57) 2(20) 4(36) 17(22) 33(42)

Monthly 8(16) 6(11) 1(6) 2(14) 0 2(18) 9(11) 10(13)

Weekly 8(16) 12(22) 1(6) 0 1(10) 1(9) 10(13) 13(16)

Daily 2(4) 2(4) 0 0 0 0 2(3) 2(3)

Have experienced bullying from support staff

n=51 n=55 n=18 n=14 n=10 n=11 n=79 n=79

Never 31(61) 30(55) 8(44) 9(64) 8(80) 7(64) 47(59) 46(58)

Now and Then 15(29) 20(36) 6(33) 4(29) 1(10) 2(18) 22(28) 26(33)

Monthly 3(6) 3(6) 2(11) 1(7) 1(10) 1(9) 6(8) 5(6)

Weekly 1(2) 2(4) 2(11) 0 0 1(9) 3(4) 3(4)

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

Have experienced bullying from allied health professionals

n=49 n=55 n=18 n=14 n=10 n=11 n=77 n=79

Never 37(76) 42(76) 14(78) 12(86) 8(80) 7(64) 59(77) 61(77)

Now and Then 10(20) 10(18) 3(17) 2(14.) 2(20) 4(36) 15(19) 16(20)

Monthly 1(2) 3(6) 0 0 0 0 1(1) 3(4)

Weekly 1(2) 0 1(6) 0 0 0 2(3) 0

Daily 0 0 0 0 0 0 0 0

E3

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 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=51 n=55 n=18 n=14 n=10 n=11 n=79 n=81

Yes 13(25) 11(20) 3(17) 4(29) 2(20) 6(55) 18(23) 21(26)

No 38(75) 44(80) 15(83) 10(71) 8(80) 5(45) 61(77) 59(74)

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

n=13 n=11 n=3 n=4 n=2 n=6 n=18 n=21

In person 7(54) 6(55) 1(33) 2(50) 2(100) 5(80) 10(56) 13(62)

Incident Reports 3(23) 4(36) 1(33) 1(25) 0 0 4(22) 5(24)

Formal Letter 1(8) 0 0 1(25) 0 0 1(6) 1(5)

RL6 1(8) 1(9) 0 0 0 0 1(6) 1(5)

PPCO 1(8) 0 0 0 0 0 1(6) 0

Email 0 1(9) 1(33) 0 0 0 1(6) 1(5)

2nd Party Reported bullying 1(8) 0 0 0 0 0 1(6) 0

What action was taken by your employer? (some reported multiple actions)

n=11 n=11 n=3 n=4 n=2 n=6 n=16 n=21

Spoke with person bullying 3(27) 7(64) 0 0 1(50) 1(17) 4(25) 8(38)

Recorded incident 0 0 1(33) 1(25) 1(50) 0 2(13) 1(5)

Encouragement to be assertive 0 1(9) 0 0 1(50) 1(17) 1(6) 2(10)

Encouragement to inform unit manager

0

0

0

0

0

1(17)

0

1(5)

Individual bullying removed from ward

0

1(9)

0

0

0

0

0

1(5)

Follow up on bullied individuals emotional well being

0

1(9)

0

0

0

0

0

1(5)

Apology 0 0 0 0 0 1(17) 0 1(5)

Voluntarily Handled by Bullied Individual

1(9) 0 0 0 0 0 1(6) 0

Unspecified action was taken 2(18) 0 0 0 0 0 2(13) 0

Unknown action 3(27) 2(18) 0 1(25) 0 0 3(19) 3(14)

No action taken 2(18) 2(18) 2(66) 2(50) 0 2(34) 3(19) 5(24)

Did your employer follow-up with you after they took action?

n=12 n=11 n=3 n=4 n=2 n=6 n=17 n=21

Yes 3(25) 4(36) 0 0 1(50) 1(17) 4(24) 5(24)

No 9(75) 7(64) 3(100) 4(100) 1(50) 5(83) 13(76) 16(76)

E4

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(%)

Below outline strategies employers use to foster a respectful workplace

Strategies utilized by your workplace to foster a respectful workplace

n=173 n=190 n=46 n=49 n=35 n=31 n=254 n=270

Staff and Daily Meetings 12(7) 19(10) 0 4(8) 3(9) 3(10) 15(6) 26(10)

Respectful Workplace 19(11) 7(4) 8(17) 11(22) 6(17) 8(26) 33(13) 26(10)

Communication 26(15) 15(8) 6(13) 6(12) 5(14) 0 37(15) 21(8)

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

Policies in Place (e.g. zero tolerance/open door)

26(15)

31(16)

4(9)

8(16)

13(37)

8(26)

43(17)

47(17)

Good Management and Staff 16(9) 16(8) 1(2) 6(12) 0 2(7) 17(7) 24(9)

Overall Respect 9(5) 0 0 1(2) 2(6) 0 11(4) 1(1)

Teamwork/Teambuilding 16(9) 15(8) 6(13) 2(4) 5(14) 1(3) 27(11) 18(7)

Posters/Newsletters 4(2) 9(5) 3(7) 1(2) 3(9) 2(7) 10(4) 12(4)

Team Steps 2(1) 4(2) 0 0 0 0 2(1) 4(2)

Covered in Orientation 5(3) 2(1) 0 0 0 0 5(2) 2(1)

Incident Reporting 1(1) 4(2) 1(2) 0 3(9) 2(7) 5(2) 6(2)

Issues Promptly Addressed 0 2(1) 1(2) 0 0 0 1(1) 2(1)

Personal Actions/Expectations 0 3(2) 7(15) 2(4) 0 1(3) 7(3) 6(2)

Unknown 53(31) 25(13) 15(19) 6(12) 6(17) 9(29) 74(29) 40(15)

F1

Appendix F: Comparison Table 2015 RN, LPN, and RPN Graduates on Negative Behaviours Experienced in the Workplace

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(%)

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

n= 243 n=244 n=71 n=72 n=44 n=44 n=358 n=360

Never 146(60) 124(51) 49(69) 44(61) 31(71) 23(52) 226(63) 191(53)

Now and Then 79(33) 92(38) 16(23) 24(33) 8(18) 14(32) 103(29) 130(36)

Monthly 7(3) 16(7) 1(1) 2(3) 1(2) 4(9) 9(3) 22(6)

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

Daily 3(1) 2(1) 1(1) 0 1(2) 1(2) 5(1) 3(1)

Being humiliated/ridiculed in connection with your work

n=243 n=244 n=74 n=72 n=44 n=44 n=361 n=360

Never 160(66) 147(60) 52(70) 49(68) 32(73) 27(61) 244(68) 223(62)

Now and Then 55(22.5) 74(30) 18(24) 19(26) 8(18) 10(23) 81(22) 103(29)

Monthly 17(7) 16(7) 1(1) 2(3) 0 5(11) 18(5) 23(6)

Weekly 10(4) 5(2) 3(4) 1(1) 3(7) 2(5) 16(4) 8(2)

Daily 1(0.5) 2(1) 0 1(1) 1(2) 0 2(0.5) 3(1)

Being ordered to do work below your level of competence

n=243 n=244 n=74 n=72 n=44 n=44 n=361 n=360

Never 138(57) 119(49) 44(60) 39(54) 29(66) 23(52) 211(58) 181(50)

Now and Then 79(33) 91(37) 24(32) 21(29) 10(23) 17(39) 113(31) 129(36)

Monthly 9(4) 8(3) 1(1) 5(7) 0 2(5) 10(3) 15(4)

Weekly 9(4) 13(5) 3(4) 3(4) 4(9) 1(2) 16(4) 17(5)

Daily 8(3) 13(5) 2(3) 4(7) 1(2) 1(2) 11(3) 18(5)

Having key areas of responsibility removed/replaced with more trivial/unpleasant tasks

n=242 n=244 n=72 n=72 n=44 n=44 n=358 n=360

Never 183(76) 157(64) 53(74) 49(68) 35(80) 30(68) 271(76) 236(66)

Now and Then 39(16) 63(26) 18(25) 16(22) 5(11) 13(30) 62(17) 92(26)

Monthly 10(4) 10(4) 1(1) 3(4) 2(5) 1(2) 13(4) 14(4)

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

Daily 6(3) 10(4) 0 2(3) 1(2) 0 7(2) 21(3)

F2

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(%)

Spreading gossip/rumors about you

n=243 n=244 n=73 n=72 n=44 n=44 n=360 n=360

Never 185(76) 165(68) 51(69.9) 42(58.3) 34(77) 29(65.9) 270(75) 23(66)

Now and Then 39(16) 64(26) 17(23.3) 27(37.5) 9(20.5) 10(22.7) 65(18) 101(28)

Monthly 10(4) 8(3) 2(2.7) 1(1.4) 0 3(6.8) 12(3) 12(3)

Weekly 5(2) 3(1) 3(4.1) 2(2.8) 0 2(4.5) 8(2) 7(2)

Daily 4(2) 4(2) 0 0 1(2.3) 0 5(1) 4(1)

Being ignored/excluded

n=242 n=243 n=73 n=72 n=44 n=44 n=359 n=359

Never 143(59) 132(54) 52(71) 45(63) 31(71) 26(59.1) 226(63) 203(57)

Now and Then 69(29) 89(37) 17(23) 25(35) 10(23) 13(30) 96(27) 127(35)

Monthly 9(4) 9(4) 1(1) 1(1) 1(2) 2(5) 11(3) 12(3)

Weekly 17(7) 9(4) 3(4) 1(1) 0 3(7) 20(6) 13(4)

Daily 4(2) 4(2) 0 0 2(5) 0 6(2) 4(1)

Having insulting or offensive remarks made about your person, attitudes, or private life

n=243 n=243 n=73 n=72 n=44 n=44 n=360 n=359

Never 193(79) 184(76) 59(81) 55(76) 40(91) 33(75) 292(81) 272(76)

Now and Then 35(14) 43(18) 11(15) 17(24) 3(7) 4(9) 49(14) 64(18)

Monthly 7(3) 6(3) 2(3) 0 0 5(11) 9(3) 11(3)

Weekly 5(2) 7(3) 1(1) 0 0 2(5) 6(2) 9(3)

Daily 3(1) 3(1) 0 0 1(2) 0 4(1) 3(1)

Being shouted at or being the target of spontaneous anger

n=243 n=244 n=74 n=72 n=44 n=44 n=361 n=360

Never 158(65) 126(52) 58(78) 49(68) 28(64) 29(66) 244(68) 204(57)

Now and Then 58(24) 93(38) 9(12) 18(25) 8(18) 10(23) 75(21) 121(34)

Monthly 14(6) 9(4) 3(4) 2(3) 2(5) 1(2) 19(5) 12(3)

Weekly 9(4) 8(3) 2(3) 1(1) 3(7) 3(7) 14(4) 12(3)

Daily 4(2) 8(3) 2(3) 2(3) 3(7) 1(2) 9(2) 11(3)

In timidating behaviours such as finger pointing, invasion of personal space, shoving, or blocking your way n=242 n=241 n=74 n=72 n=44 n=44 n=360 n=357

Never 202(84) 191(79) 64(87) 59(82) 35(80) 34(77) 301(84) 284(80)

Now and Then 29(12) 31(13) 6(8) 10(14) 4(9) 7(16) 39(11) 48(13)

Monthly 5(2) 7(3) 2(3) 0 1(2) 2(5) 8(2) 9(3)

Weekly 3(1) 7(3) 1(1) 3(4) 2(5) 1(2) 6(2) 11(3)

Daily 3(1) 5(2) 1(1) 0 2(5) 0 6(2) 5(1)

F3

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(%)

Hints or signals from others that you should quit your job

n=243 n=244 n=73 n=72 n=44 n=44 n=360 n=357

Never 225(93) 220(90) 68(93) 65(90) 41(93) 43(98) 334(93) 328(91)

Now and Then 13(5) 17(7) 3(4) 6(8) 2(5) 1(2) 18(5) 24(7)

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

Weekly 3(1) 2(1) 0 0 0 0 3(1) 2(0.6)

Daily 0 1(0.5) 0 0 1(2) 0 1(0.3) 1(0.3)

Repeated reminders of your errors or mistakes

n=242 n=243 n=74 n=72 n=44 n=44 n=360 n=359

Never 182(75) 186(77) 56(76) 57(79) 37(84) 31(71) 275(76) 274(76)

Now and Then 43(18) 47(19) 14(19) 13(18) 4(9) 9(21) 61(17) 69(19)

Monthly 9(4) 4(2) 3(4) 1(1) 1(2) 1(2) 13(4) 6(2)

Weekly 5(2) 6(2) 1(1) 1(1) 1(2) 3(7) 7(2) 10(3)

Daily 3(1) 0 0 0 1(2) 0 4(1) 0

Being ignored or facing a hostile reaction when you approach

n=243 n=243 n=73 n=72 n=44 n=44 n=360 n=359

Never 164(68) 156(64) 58(80) 58(81) 32(73) 25(57) 254(71) 239(67)

Now and Then 58(24) 63(26) 11(15) 11(15) 6(14) 16(36) 75(21) 90(25)

Monthly 11(5) 11(5) 1(1) 1(1) 4(9) 2(4) 16(4) 14(4)

Weekly 8(3) 11(5) 2(3) 2(3) 1(2) 1(2) 11(3) 14(4)

Daily 2(0.8) 2(0.8) 1(1) 0 1(2) 0 4(1) 2(0.6)

Persistent criticism of your errors or mistakes

n=243 n=244 n=74 n=72 n=44 n=44 n=361 n=360

Never 202(83) 197(81) 62(84) 62(86) 39(89) 31(71) 303(84) 290(81)

Now and Then 30(12) 34(14) 11(15) 7(10) 2(5) 9(21) 43(12) 50(14)

Monthly 4(2) 10(4) 0 2(3) 1(2) 2(5) 5(1) 14(4)

Weekly 5(2) 3(1) 1(1) 1(1) 1(2) 2(5) 7(2) 6(2)

Daily 2(0.8) 0 0 0 1(2) 0 3(1) 0

Having your opinions ignored

n=242 n=242 n=74 n=72 n=44 n=43 n=360 n=357

Never 127(53) 109(45) 45(61) 43(60) 27(61) 19(44) 199(55) 171(48)

Now and Then 88(36) 106(44) 22(30) 22(31) 10(23) 18(42) 120(33) 146(41)

Monthly 14(6) 16(7) 3(4) 2(3) 2(5) 1(2) 19(5) 19(5)

Weekly 10(4) 8(3) 4(5) 3(4) 3(7) 4(9) 17(5) 17(5)

Daily 3(1) 3(1) 0 2(3) 2(5) 1(2) 5(2) 6(2)

F4

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(%)

Practical jokes carried out by people you don't get along with

n=243 n=244 n=74 n=72 n=44 n=44 n=361 n=360

Never 225(93) 224(92) 70(95) 68(94) 43(98) 42(95) 338(94) 334(93)

Now and Then 12(5) 17(7) 4(5) 4(6) 1(2) 2(4) 17(5) 23(6)

Monthly 3(1) 1(0.5) 0 0 0 0 3(1) 1(0.3)

Weekly 1(0.5) 2(1) 0 0 0 0 1(0.3) 2(0.6)

Daily 2(1) 0 0 0 0 0 2(0.6) 0

Being given tasks with unreasonable deadlines

n=243 n=243 n=74 n=72 n=44 n=44 n=361 n=359

Never 168(69) 153(63) 63(85) 53(74) 36(82) 29(66) 267(74) 235(65)

Now and Then 51(21) 61(25) 9(12) 15(21) 6(14) 11(25) 66(18) 87(24)

Monthly 10(4) 12(5) 1(1) 4(6) 1(2) 3(7) 12(3) 19(5)

Weekly 9(4) 11(5) 1(1) 0 1(2) 1(2) 11(3) 12(3)

Daily 5(2) 6(3) 0 0 0 0 5(1) 6(2)

Having allegations made against you

n=243 n=244 n=74 n=72 n=44 n=44 n=361 n=360

Never 221(91) 215(88) 70(95) 65(90) 41(93) 40(91) 332(92) 320(89)

Now and Then 18(7) 23(9) 4(5) 7(10) 3(6) 4(9) 25(7) 34(9)

Monthly 3(1) 2(0.8) 0 0 0 3(1) 2(0.6)

Weekly 1(0.5) 3(1) 0 0 0 0 1(0.1) 3(1)

Daily 0 1(0.5) 0 0 0 0 0 1(0.3)

Excessive monitoring of your work

n=243 n=243 n=74 n=72 n=44 n=44 n=361 n=359

Never 189(78) 193(79) 62(84) 52(72) 37(84) 35(80) 288(80) 280(78)

Now and Then 41(17) 36(15) 10(14) 17(24) 4(9) 7(16) 55(15) 60(17)

Monthly 7(3) 5(2) 1(1) 2(3) 2(5) 1(2) 10(3) 8(2)

Weekly 3(1) 6(3) 1(1) 0 1(2) 1(2) 5(1) 7(2)

Daily 3(1) 3(1) 0 1(1) 0 0 3(1) 4(1)

Pressure not to claim something to which by right you are entitled (e.g. sick leave)

n=243 n=244 n=74 n=72 n=44 n=44 n=361 n=360

Never 200(82) 183(75) 63(85) 60(83) 37(84) 34(77) 300(83) 277(77)

Now and Then 31(13) 41(17) 10(14) 9(13) 1(2) 9(21) 42(12) 59(16)

Monthly 6(3) 17(7) 1(1) 2(3) 4(9) 0 11(3) 19(5)

Weekly 5(2) 3(1) 0 1(1) 1(2) 1(2) 6(2) 5(1)

Daily 1(0.5) 0 0 0 1(2) 0 2(0.5) 0

F5

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(%)

Being the subject of excessive teasing and sarcasm

n=243 n=244 n=74 n=72 n=44 n=44 n=361 n=360

Never 219(90) 213(87) 69(93) 69(96) 43(98) 40(91) 331(92) 322(89)

Now and Then 19(8) 26(11) 5(7) 3(4) 1(2) 2(5) 25(7) 31(9)

Monthly 5(2) 2(1) 0 0 0 1(2) 5(2) 3(1)

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

Daily 0 1(0.5) 0 0 0 0 0 1(0.3)

Being exposed to an unmanageable workload

n=243 n=243 n=74 n=72 n=44 n=44 n=361 n=359

Never 85(35) 58(24) 42(57) 32(44) 23(52) 20(46) 150(42) 110(31)

Now and Then 87(36) 90(37) 22(30) 34(47) 16(36) 16(36) 125(35) 140(39)

Monthly 30(12) 40(17) 5(7) 1(1) 1(2) 3(7) 36(10) 44(12)

Weekly 29(12) 31(13) 5(7) 4(6) 2(5) 4(9) 36(10) 39(11)

Daily 12(5) 24(10) 0 1(1) 2(5) 1(2) 14(4) 26(7)

Threats of violence of physical abuse or actual abuse

n=242 n=243 n=74 n=72 n=44 n=44 n=360 n=359

Never 212(88) 195(80) 67(91) 60(83) 36(84) 35(80) 315(88) 290(81)

Now and Then 19(8) 26(11) 5(7) 11(15) 4(9) 6(14) 28(8) 43(12)

Monthly 8(3) 10(4) 1(1) 1(1) 0 1(2) 9(3) 12(3)

Weekly 2(1) 8(3) 1(1) 0 1(2) 1(2) 4(1) 9(3)

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

Over the past 6 months, have negative behaviours at work made you consider leaving a nursing position?

n=51 n=56 n=18 n=14 n=10 n=11 n=79 n=81

Yes 31(61) 31(55) 11(61) 5(36) 7(70) 6(55) (70)

49(62) 42(52)

No 20(39) 25(45) 7(39) 9(64) 3(30) 5(45) 30(38) 39(48)

Over the past 6 months, have negative behaviours at work made you consider leaving the nursing profession?

n=51 n=56 n=18 n=14 n=10 n=11 n=79 n=81

Yes 14(28) 16(29) 5(28) 2(14) 1(10) 2(18) 20(25) 20(25)

No 37(73) 40(71) 13(72) 12(86) 9(90) 9(82) 59(75) 61(75)

F6