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The effects of an undergraduate clinical internship on the self-concept and professional role mastery of baccalaureate nursing students.

PURPOSE: The Purpose of this investigation was to determine whether an eight-week undergraduate clinical courses would enhance students' self-concepts and increase their perception of competence in critical care, teaching/collaboration, planning/evaluation, professional development, leadership and interpersonal skills, and communication. RESEARCH QUESTIONS: Is there a need for an undergraduate clinical internship? Will there be a difference in self-concept and perception of role mastery between the group of students who participated in the internship and those who did not participate? METHODOLOGY: Nursing students at the University who were between their junior and senior years were offered the opportunity to enroll in the course (didactic and clinical). Eight interns enrolled in the course; five non-interns enrolled in the didactic portion only; and the remaining 36 classmates were designated as the control group. DESIGN: A pretest-post test designed was utilized. Two instruments were used: 1) The Tennessee Self-Concept Scale and 2) The Six-Dimensional Scale of Nursing Performance. RESULTS: One way ANOVA with .05 level of significance was used as the statistical test. There were no significant differences noted.

Clinical Clerkship↗

Employment survey of Montreal dietetic internship graduates, 1975-77.

A mail survey of graduates for the previous three years from Montreal area dietetic internships was carried out in 1977-78. One objective of the survey was to collect data on employment status and job turnover. Mailing lists for graduates were obtained from internship program directors. One hundred and ninety-three questionnaires were mailed. Forty-nine percent of the questionnaires were returned. Sixty-one respondents (64%) reported they had left their first position; 73% of these left within one year. The major reason for leaving first positions was 'temporary position' (43%), and 'family reasons' was cited by 10%. Eighty-one percent of respondents were employed at the time of the survey. The major reasons for unemployment were: 'education' (33%); 'family reasons' (22%), and 'no position' (16%). Family reasons for not working were less common in this survey than in a national survey conducted in 1974. Results presented here indicate that recent dietetic graduates who are married and/or have a family are more likely to work today than in 1974, as is the trend for women in other areas of employment. The implications for new graduates are: higher job turnover, fewer permanent positions, and an increase in the number of post graduate degrees.

Analysis of Variance↗

Characteristics of critical care nursing internship programs.

Development of programs to prepare new graduate nurses to work in critical care units has been a priority for nurse educators for many years. Despite the presence of many such internship programs, little data are available about the characteristics of such programs. Results of this study suggest that the development of internship programs designed to prepare new graduate nurses in critical care nursing continues to be a priority. The standards used by these programs are individualized and are often reflective of the unique needs of the institution. Costs of these programs are quite high. Recommendations for future directions based upon the results of the study are offered.

Clinical Clerkship↗

Credentials and clinical activities of internship supervisors in neuropsychology: a comparison of VA and non-VA training sites.

Surveyed 69 VA and 101 non-VA internships to (a) delineate the credentials and activities of supervisors in clinical neuropsychology, and (b) compare the credentials and activities of the two groups. Questionnaires were returned by 83% of VA and 62% of non-VA internships. A majority of each group was trained in clinical psychology. The proportions of supervisors with board certification and relevant coursework and/or training experiences (e.g., postdoctoral fellowship) were the same for both groups. Similarities were noted in time devoted to research and training, number of interns supervised, preferred assessment tools, and favored approach to clinical evaluation. Conversely, VA instructors devoted more time to clinical practice, while non-VA personnel claimed more publications. The majority of VA supervisors were trained in VA settings, while most non-VA respondents interned at university medical centers or state hospitals. The training and credentials of both groups evidenced wide ranging competencies. The need for improved training and credentialing of practitioners and supervisors was discussed.

Journal Article↗

An evaluation of the internship program: the Jerusalem experience.

Concurrent evaluation of an internship which was part of a four year BSN programme, at the Haddassah School, of Nursing was conducted. Data for this evaluation included input from students, teachers and clinical preceptors who answered questionnaires regarding goals' accomplishments in this particular programme. The results consists of both statistical and content analysis of the evaluation. The ones which were evaluated are: students' achievements, preceptors' skills and abilities to surprise students, nursing teachers' abilities in accompanying the programme, students' grades were also evaluated in order to compare their performance during the school years and the internship programme. This evaluation allowed reviewing the intership's goals, at the Haddassah School of Nursing. Similar tools are being used at the present as part of a yearly prospective evaluation and are found to be of great value in improving the transition from students' to professional status.

Education, Nursing, Baccalaureate↗

Use of hypnosis following training in a psychiatry residency and psychology internship program: a brief communication.

Despite growing numbers of internships and residencies offering training in hypnotherapy, no systematic attempt has been made to assess hypnotherapy beliefs and use among former trainees in these settings. This study investigated posttraining hypnotherapy use and effectiveness beliefs in a sample of 77 former psychiatry residents and psychology interns. Over 50% of the study sample had sought additional hypnotherapy training beyond the standard lectures and seminars, and almost 30% had attended external hypnotherapy workshops or presentations. Beliefs in hypnotherapy effectiveness were high, but use of hypnotherapy in clinical practice was very low. Former residents and interns who had received supervised training with patients, who had attended hypnosis workshops, and who had a colleague using hypnotherapy were more likely to use hypnotherapy following training.

Adult↗

Survey of professional education in ethics in clinical psychology internship programs.

Attempted to assess the extent to which clinical psychology internship programs offer professional education in ethical standards. While almost 80% of the programs offer such training, less than half of these provide a formal, systematic, and comprehensive learning experience. Many of the programs only provide a limited exposure to ethical standards that occurs on an informal basis as issues emerge in supervision. All but two of the programs that do not offer training in ethical standards reported that this was the primary responsibility of the clinical psychology graduate school program. The immediate implementation of formal training in ethical standards is needed urgently.

Codes of Ethics↗

Medical internship as moral education: an essay on the system of training physicians.

This essay is an attempt to describe and interpret my experience as an intern in internal medicine at a major urban teaching hospital which shall be called simply the Hospital. Drawing upon the work of sociologists, anthropologists, and historians, I place that experience within a broader conceptual framework. By focusing upon the official ideology of the medical service and the unofficial language of interns and residents, upon the hospital's institutions for voicing dissent and its rituals for making status elevation, I investigate the connections among the structural conditions of work, the construction of a community of house officers, the relation of that community to the medical profession at large, and the stability and perpetuation of internship as the institutional form of training for medicine.

Anger↗

Retrospective analysis of the use of a standardized reference form in admissions to a dietetics internship program.

Although the letter of recommendation is the most commonly requested information relating to the personal qualities of applicants to dietetics internship programs, little research has focused on its value in selection decisions. The purpose of this study was to review how 318 letters of recommendation submitted on a standardized form related to the source of the reference and to the admission status of the applicants. The form contained 40 attributes that raters assigned to one of six categories. Nine of the 40 attributes were not rated by more than 75% of the raters, and 3 of the attributes were rated as outstanding by more than 60% of the raters. We concluded that these attributes did little to distinguish among applicants. The attribute maturity correlated 0.70 with 5 attributes and 0.99 with 2 attributes, so duplication of information existed. Raters were categorized as follows: adviser, major professor, other professor, employer, and other. The highest mean ratings were given by advisers; major professors rated students lowest. Analysis of variance supported a significant difference in rating by type of rater. Our findings suggest that fewer items should be used on a standardized form and that the type of rater should be specified if references are to distinguish among applicants.

Analysis of Variance↗

Implementation of a Web- and simulation-based curriculum to ease the transition from medical school to surgical internship.

BACKGROUND: Starting a surgical internship is a stressful experience. We developed a web and simulation-based curriculum to ease this transition. METHODS: We created an educational website containing a curriculum of commonly encountered on call situations. After match day in 2003, we contacted all of our new surgical interns. We performed a confidence assessment using a Likert-scale questionnaire, and the trainees were given access to the curriculum. In June 2003, we performed human patient simulator sessions. The participants were asked to provide feedback regarding the simulator experience. During the first week of residency, they were again asked to answer the confidence questionnaire. RESULTS: Sixteen residents (94%) used the web curriculum, and 17 (100%) participated in the simulations. Eleven (65%) filled out both questionnaires. The confidence score improved from 5.4 to 6.7 (P < .0001). CONCLUSIONS: A web and simulation-based curriculum for incoming house staff is feasible. Studies are underway to validate this novel method and to expand its use for surgical education.

Adult↗

Nursing reflections from journaling during a perioperative internship.

AN IMPORTANT CONCERN in nursing practice and education is the difficulties nurses experience as they transition into a new clinical area. THIS STUDY compared the reflective journals of 26 experienced and inexperienced nurses participating in a nine-week perioperative internship. THE STUDY examined self-regulated learning strategies used to enhance metacognitive critical thinking abilities.

Adult↗

Evaluating a critical care internship program.

The authors describe the evaluation of their Critical Care Internship Program. The program was evaluated by job knowledge and clinical performance of graduate nurses compared to nurses with past critical care or medical-surgical experience.

Critical Care↗

Cost effective clinical engineering internships in community hospitals.

A cooperative Clinical Engineering Internship Program has been developed jointly by California State University, Sacramento, and Sutter Community Hospital of Sacramento, California. The program, in existence since 1972, was developed and continues to operate on a cost-effective basis. The hospital has benefitted through the utilization of skilled professional personnel (interns), and the university has benefitted from the availability of a clinical engineering "laboratory" for experiential training.

Biomedical Engineering↗

A clinical internship program in biomedical engineering, Part II: Administration of the program.

This paper discusses the administration of a clinical internship for biomedical engineering students. The interns rotate through sequences of hospital services, divided into four sets, separated by intervening elective periods, and spread over different clinical facilities. Rotations include orientation conferences, counseling sessions with staff personnel, and on-the-job training in each hospital service. Students keep logs of their experiences and submit service reports summarizing each rotation. They also write brief reports illustrating engineering contributions to health care delivery. The reports are graded and serve, together with staff and faculty evaluations, to rate the students' overall performance in the program.

Biomedical Engineering↗

RN internship: outcomes of a one-year pilot program.

Faced with a threatened shortage of highly skilled, acute care pediatric nurses, an RN Internship in Pediatrics program for new graduates was brought from vision to reality. Goals of the program were to: 1) facilitate transition of the new graduate nurse to professional registered nurse (RN); 2) prepare a beginning level staff nurse who is confident and who provides competent and safe patient care; and 3) increase the commitment and retention of new graduate nurses within the organization. A 1-year pilot program evaluation demonstrated that the interns who had an average of 8 months of RN experience were comparable or better on all measures than were control group participants who obtained up to 2 years of RN experience. A return on investment of 67.3% was established.

Adult↗

Perceptions of leadership competence between interns and mentors in a cooperative nurse internship.

The ongoing nature of leadership development and a marketplace that requires strong clinical competence call for programs that enhance leadership and clinical skills for new nurses. The author describes an internship designed and implemented by baccalaureate and associate degree faculty and nurse administrators at a local community hospital. Ten new graduates, employed full time, were mentored by nurse managers and taught leadership and clinical skills by nursing faculty during the one-year program. Perceptions of leadership competence between interns and mentors improved in the six categories measured.

Acute Disease↗

The internship year: a study of sleep, mood states, and psychophysiologic parameters.

Previous reports have suggested that first-year graduate physicians have a high incidence of psychologic distress and may show cognitive impairment as a result of sleep deprivation. We periodically evaluated 27 interns during their training year to determine amount of sleep, mood states, reaction time, critical flicker fusion, and symptoms of depression. We found the incidence of major depression in our subjects (four of 27) to be lower than previously reported but higher than expected for that age group in the general population. Risk factors for depression during the internship year were history of major depression, female sex, and unmarried status. The only significant change in average mood state was that anger progressively increased during the year. Subjects slept an average of 5.95 hours per 24-hour day during the year. Correlational analysis indicated that, contrary to predictions, performance on reaction time and critical flicker fusion improved with less sleep. At the end of the year, subjects regarded the year as stressful but not more so than had been anticipated.

Adult↗

Cross-training for obstetrics using an internship program.

During these changing times in the healthcare environment, staff development and management must work together to provide competent staffing models. This article focuses on an innovative pilot internship program that was developed and implemented collaboratively by the management/staff development team. The article describes a cross-training program for new graduates in obstetrics at a major southeastern university hospital. The article focuses on a present and future opportunity for staff development--"cross-training."

Academic Medical Centers↗