In the first year of practice, new graduates try to transfer the professional knowledge and skills they have acquired during their undergraduate education to clinical practice, to form their ...professional identity and to adapt to working life. However, this process is often not easy. The first year is the period in which newly graduated nurses begin to have a sense of job satisfaction, and professional commitment or leave their job/profession most frequently. Especially with the pandemic, the transition process, which is quite difficult and stressful even under normal conditions, has become even more complex. In Turkey, studies on newly graduated nurses and orientation programs are very limited. Nurse managers, educators, and nurses have different responsibilities in the management of the adaptation process of newly graduated nurses and to determine the needs of new graduates, increase their job satisfaction, and reduce stress. The first year is critical for the newly graduated nurse to decide to stay or leave the profession. This study aims to provide information about the professional adaptation process of newly graduated nurses and related theories and to examine the difficulties that newly graduated nurses face in the process of adaptation to the profession in light of the literature.
Workplace hazing in nursing: An integrative literature review Kristensen, Anette Kaagaard; Kristensen, Martin Lund; Mikkelsen, Eva Gemzøe
Health sciences review (Oxford, England),
December 2023, 2023-12-00, 2023-12-01, Volume:
9
Journal Article
Peer reviewed
Open access
This study aims to provide an integrative literature review of what characterizes the antecedents, experiences, and outcomes of nursing students’ and nurses’ workplace hazing experiences. The review ...combines theoretical and empirical studies of workplace hazing, nursing students, and newly graduated nurses’ transition experiences. An electronic database search was performed in CINAHL, Google Scholar, MEDLINE, ProQuest, PsycINFO, PUBMED, Scopus, and Web of Science. Fifty-five papers collecting data from 8,131 respondents (1,733 nursing students and 80 newly graduated nurses) published from 1968 to 2023 and reporting on research occurring in a non-virtual workplace setting, were synthesized and analyzed using thematic coding. The study found that nursing students and new nurses are typically exposed to segregation and person- and work-based workplace hazing by their experienced colleagues during the transition, adversely affecting their physical, emotional, and psychological well-being and relational quality expectations. Applying the workplace hazing perspective to the nursing literature on newcomers’ transition experiences contributes to a nuanced understanding of the phenomenon and its underlying motivation and illuminates its ambiguous moral character. Furthermore, despite prioritizing the group's welfare above that of the newcomer, hazing's adverse individual outcomes might ultimately damage the workgroup and organization and contribute to a further nursing shortage.
Aim and objectives
This study aimed to describe newly graduated nurses' experiences of introduction processes and leadership within a hospital trainee programme.
Background
For many, being a newly ...graduated nurse is associated with stress, influenced by the challenge of the transition to independent nurse, coupled with the loss of mentorship due to nurse turnover and rapidly changing demands.
Methods
A qualitative design with an inductive approach was chosen, and four focus groups were convened. A total of nineteen nurses were included in the study. Data were analysed using qualitative content analysis. COREQ was used as EQUATOR checklist.
Findings
The analysis resulted in three themes: Need for an introduction when facing a complex reality, Striving to stand on my own and The importance of having an accessible and multiskilled manager. The transition is a complex, dynamic and demanding process.
Conclusions
The orientation process from student to becoming an independent nurse is a challenging period. A flexible manager and a readily accessible leadership facilitate the newly graduated nurse's striving to become an independent nurse. The study demonstrates that a trainee programme and support are essential in this process. There are indications that today's newly graduated nurses have high expectations of coaching from the manager during the orientation process.
Relevance to clinical practice
The hospital setting and its organisation are rapidly changing in relation to the increasing number of patients and their health status. In addition, there is a need for newly graduated nurses to secure regrowth, to fill the ranks of experienced nurses leaving the field. Newly graduated nurses increasingly perceive a gap between their training and clinical realities, thus necessitating changes in tutoring and their introduction to the work.
It is important to map the clinical competence of newly graduated nurses in Nordic countries. The use of a common Nordic instrument could provide insights into nurses' levels of self-assessed ...clinical competence and perceptions of their need for professional development.
To translate and culturally adapt the original Norwegian version of the Professional Nurse Self-Assessment Scale II (PROFFNurse SAS II) into (1) Danish, (2) Finnish and (3) Icelandic versions.
The PROFFNurse SAS II was translated and cross-culturally adapted. This translation was inspired by the process used in the Guidelines for Cross-Cultural Adaptation.
The translation and cultural adaptation processes employed the required steps and provided specific details. In addition, practical issues encountered during the translation process while translating and adapting instruments that may influence future translations were revealed. This study found that having a professional bilingual/bicultural agency translator was partly problematic in the process of translation and found that it is important to adjust the translations to each country's specific words used in nursing.
Translating the PROFFNurse SAS II instrument into all Nordic languages enables us to use the instrument from a Nordic perspective and across various countries. This is important when comparing self-awareness and reflecting on nurses' clinical competencies. Professional development is central to valuing and developing clinical competence and allowing for the discovery of gaps in clinical competence.
Aim
The aim of this work was to examine the mediating role of transition shock on the relationships between resilience, social support, work environment, and turnover intention in newly graduated ...nurses.
Background
Reports assessing the associations between nurses' resilience, social support, work environment, and turnover intention, both directly and through the mediating effect of transition shock, are scarce.
Methods
This was a cross‐sectional study, which recruited 361 Chinese newly graduated nurses with <1 year of work experience.
Results
Resilience, social support, and work environment directly and significantly predicted transition shock (direct effect −0.158 to −0.350, p < .01). Resilience, work environment, and transition shock directly and significantly affected turnover intention (direct effect −0.118 to −0.257, p < .05). Transition shock mediated the relationships between resilience, social support, work environment, and turnover intention indirectly and significantly (indirect effect −0.019 to −0.041, p < .05).
Conclusions
The results suggest that nurse managers could enhance resilience and social support and establish a positive work environment to reduce transition shock and turnover intention.
Implications for Nursing Management
Nurse managers could continuously provide resilience training and develop a supportive workplace climate for newly graduated nurses to facilitate smooth transition into clinical practice, could alleviate their transition shock and turnover intention.
Successful preparation of newly graduated nurses (NGN) is a critical concern for the healthcare sector. This study explores the learning processes enacted in a transition program with NGNs ...implemented in hospitals in western Sweden. Group interviews with NGNs and ward managers were conducted, with the data analyzed using qualitative thematic analysis. The following themes were identified as the learning processes secured through the program: Recognizing the NGNs' role as novice practitioners, Emphasizing newly graduated nurses as learners, and Progressing towards a comprehensive nursing role. To support these learning processes, the program should provide opportunies to consolidate and reconcile NGNs’ experiences as novices in healthcare environments where effective performance is crucial. If NGNs are supported in these ways, the program can make salient contributions to develop the knowledge bases of their occupational expertise.
•Transitioning from undergraduate education to nursing work practice is a challenging process.•Transition programs provide formal arenas for sharing knowledge and learning across sites.•Transition programs needs to be integrated into everyday work to support novice practitioners as learners.•The everyday work environment and management influence learning processes in transition programs.•Several educational components must be addressed for development of occupational expertise.
Background: Transition issues have been discussed for many decades, yet little is known about successful transition expectations in the context of Chinese culture. Purpose: This article was designed ...to describe the expectations of newly graduated nurses in China regarding successful transition. Methods: A qualitative, descriptive study design was employed, and a purposive sampling method was used to recruit interviewees. All of the one-to-one conversations were held in a quiet room to ensure privacy. All of the interviews were transcribed and then analyzed using thematic analysis. Results: Nineteen new nurses were recruited from seven tertiary hospitals and participated in the in-depth interview process. Transition success, that is, ＂professional metamorphosis,＂ was revealed through the four themes of ＂being competent in nursing work,＂ ＂establishing a professional identity,＂ ＂establishing comfortable interpersonal relationships,＂ and ＂achieving balance between work and life.＂ Conclusions/Implications for Practice: Chinese new nurses expect their successful transition to achieve a professional metamorphosis in many aspects. A successful transition is not only a journey of professionalization but also a process of socialization. New nurses expect to achieve both maturity in their work and wisdom in life. The results of this study provide a greater understanding of transition issues in the context of Chinese culture. Thus, support and strategies cannot be limited to interventions designed to improve working competence but should be individualized to help new nurses achieve a smooth transition.
Background
Burnout affects the quality of work and health of newly graduated nurses, increases the turnover rate among newly graduated nurses and leads to a shortage of nurses. Reducing job burnout ...among newly graduated nurses is critical. However, the factors that impact burnout among newly graduated nurses are currently not well known.
Objective
This exploratory study aims to identify the factors that influence burnout among newly graduated nurses in China.
Methods
We conducted a cross‐sectional study of newly graduated nurses from 15 cities in 13 provinces in China. We used online questionnaires to conduct the survey and obtain the results in this study. A STROBE checklist was used to report the results.
Results
Of the 2400 questionnaires distributed, 2071 (86.29%) were returned. Job satisfaction, professional rank, hospital level, professional values and core competence were negatively correlated with burnout, while negative emotions were positively correlated with burnout. Women were more prone to burnout than men.
Conclusions
Burnout among newly graduated nurses was divided into three dimensions based on the Maslach Burnout Inventory Scale. Our findings provided new evidence that newly graduated nurses had average levels of emotional exhaustion and depersonalisation and low levels of personal accomplishment. Job satisfaction, professional rank, hospital level, gender, professional values, negative emotions and core competence were predictors of job burnout among NGNs in China.
Relevance to clinical practice
Nursing managers should pay attention to burnout management, standardise training about professional values, core competence and coping mechanisms and promote mental health and job satisfaction among newly graduated nurses.
The purpose of this study is to investigate and clarify the relationships between occupational stress, personal factors, buffer factors and stress responses of newly graduated nurses, based on the ...NIOSH model. A questionnaire survey was conducted on 320 newly graduated nurses working at university hospitals where research cooperation was obtained. Data from 107 people was collected by mail (the response rate of 33.4%). In the results of the analysis, the GHQ-12 scores of the nurses on the three-shift system (23.5 ± 7.04) were found to be higher than those on the two-shift system (18.88 ± 6.03) (P = 0.007). The GHQ-12 score was significantly higher in the high stressor group (24.1 ± 6.20), who had higher job demand and lower work ratings than the low stressor group (18.93 ± 6.14) (P = 0.001, t = -3.44). The results of a multiple logistic regression analysis using high/low GHQ groups defined by a cut-off point of 4 in the GHQ-12 (GHQ method) as the dependent variables and the associated variables as the independent variables showed that the basic role identity and colleague support were found to have a significant relationship. The results of a Hosmer-Lemeshow test were P = 0.643, and the coefficient of determination was as high as 81.0%. This study was conducted approximately 6 months after the nurses entered employment, which is in the middle of the critical transition period from a student to a working member of society and can be assumed to be the most exhausting state of the year both physically and mentally. The results of this study suggest that various stressors might cause serious stress reactions. Also, as shown in previous literature, newly graduated nurses tend not to seek support from their bosses or preceptors throughout the year. Their main sources of support are family members, friends, and colleagues. Taken together, it became clear from our study that support from colleagues in the workplace is the most powerful buffer against stress and an indispensable resource to overcome the “reality shock” of working life.
A critical component for nurses to provide safe and quality care with strong patient outcomes is clinical judgment. This study aimed to identify the difference in the clinical judgment score in newly ...graduated nurses by implementing Tanner's Clinical Judgment Model. This study followed an experimental design with a pretest-posttest and involved thirty-two newly graduated nurses from three private hospitals in Indonesia. The intervention group had a scheduled post-conference with their preceptors using Tanner's Clinical Judgment Model's guidelines with high-level, open-ended questions for two consecutive weeks. Independent samples t-test was used to compare pre-and post-test scores utilizing the valid and reliable Indonesia version of the Lasater Clinical Judgment Rubric. There was no significant difference between the pre-test results of the intervention and control groups, with a significance value of 0.647. The results indicated a significant difference in the mean clinical judgment scores between the intervention and control groups after two weeks of intervention, where the intervention group's scores were higher than the control group's with a significance value of <0.001 with a mean difference of 6.75 and CI of 95 % (4.18–9.31). Tanner's Clinical Judgment Model showed a significant impact in increasing clinical judgment scores. The Indonesia version of the Lasater Clinical Judgment Rubric is a valuable tool for assessing and evaluating the development of clinical judgment and provides detailed targeted areas needing improvement. Preceptors and nursing leaders in the clinical setting should continue to use this model and tools to assist newly graduated nurses in developing clinical judgment skills during their transition period.
•Tanner's Clinical Judgment Model is relevant in the clinical setting.•High-level, open-ended questions significantly increase clinical judgment.•LCJR allows for feedback on areas of weakness that need improvement.
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