Communication is an integral part of nursing practice-with patients and their relatives, other nurses and members of the healthcare team, and ancillary staff. Through interaction with the 'other', ...language and silence creates and recreates social realities. Acceptance, rejection or modification of social realities depends on what is expressed and by whom. Narratives that are offered can tell of some experiences and not others. Some nurses choose to be silent while others are silenced. In nursing situations recognising and allowing silence to speak is a challenging but uniquely personal experience that embraces reflection in and on experiences, practice and self as a person and a professional. If enabled and truly heard, silence can speak more loudly than the hubbub of daily practice, allowing us to collectively question and challenge inherent assumptions and biases as professionals, and as a profession. Through a microcosm of Newly Graduated Nurses' lived experiences of nursing situations and expressions of silence individuals' discomfort and private efforts to ascribe meaning to experiences are reflected on. Returning to silence is to return to a constant process of professional transformation that can enable ways of knowing and being that can reform our profession from within and enable us to cast off shackles that bind us to a shameful cultural underbelly.
This study investigated occupational stress and the related factors among newly graduated nurses working in acute care departments, focusing especially on resilience, a psychological characteristic ...that facilitates recovery from negative events. A total of 454 participants were surveyed using an anonymous self-administered questionnaire to investigate demographic data, as well as the Brief Occupational Stress Questionnaire, the Bidimensional Resilience Scale, and the evaluation of support content(emotional, evaluative, instrumental, and informational support); 128 valid responses were analyzed. Multiple regression analysis was employed to analyze the factors associated with the psychological stress response in participants divided into high-and-low-innate resilience score groups. The results indicate that “work and life satisfaction” was negatively associated with the psychological stress response in both groups, but some factors differed. In the low-resilience group, “qualitative psychological workload” was associated with psychological stress as a positive factor, whereas in the high-resilience group, “stress in interpersonal relationships at work” was associated with psychological stress as a positive factor and “information support” with as a negative one. Our findings highlight that factors reducing psychological stress vary depending on the level of innate resilience.
Aims and objectives
To explore newly graduated nurses' strategies for, and experiences of, sleep problems and fatigue when starting shiftwork. A more comprehensive insight into nurses' strategies, ...sleep problems, fatigue experiences and contributing factors is needed to understand what support should be provided.
Background
For graduate nurses, the first years of practice are often stressful, with many reporting high levels of burnout symptoms. Usually, starting working as a nurse also means an introduction to shiftwork, which is related to sleep problems. Sleep problems may impair stress management and, at the same time, stress may cause sleep problems. Previously, sleep problems and fatigue have been associated with burnout, poor health and increased accident risk.
Design and Methods
Semi‐structured interviews were conducted with nurses (N = 11) from four different Swedish hospitals, and qualitative inductive content analysis was used. The study was approved by the Regional Ethical Review Board in Stockholm. The COREQ checklist was followed.
Results
Many nurses lacked effective strategies for managing sleep and fatigue in relation to shiftwork. Various strategies were used, of which some might interfere with factors regulating and promoting sleep such as the homeostatic drive. Sleep problems were common during quick returns, often due to difficulties unwinding before sleep, and high workloads exacerbated the problems. The described consequences of fatigue in a clinical work context indicated impaired executive and nonexecutive cognitive function.
Conclusion
The findings indicate that supporting strategies and behaviours for sleep and fatigue in an intervention for newly graduated nurses starting shiftwork may be of importance to improve well‐being among nurses and increase patient safety.
Relevance to clinical practice
This study highlights the importance of addressing sleep and fatigue issues in nursing education and work introduction programmes to increase patient safety and improve well‐being among nurses.
According to the Transition Shock theory, new Registered Nurses face formidable obstacles within their first year of practice. However, little is known about the experience of new Registered ...Psychiatric Nurses entering the workforce.
The aim was to explore how new graduates from nursing and psychiatric nursing experience their transition into the workplace that included identifying mediating factors that assist or challenge these entry-level professionals within their transition.
Constructivist grounded theory methodology developed by Charmaz was utilized to explore the first-year transition period using art-based methods.
A total of 13 new graduates practicing as Registered Nurses and Registered Psychiatric Nurse in a western Canadian province were recruited to participate in the study. Three art-based workshops occurred at four, eight, and 12-months starting in the fall of 2020 through the Spring of 2021 during the novel coronavirus pandemic with subsequent member checks in the Spring of 2022.
A total of 38 interview and focus group data were collected. Art-based activities included sand tray and figurine object exercises, collaging, reflective and thematic writing, as well as group concept mapping. Through co-creation of knowledge using Charmaz's methodology, participants selected the major themes throughout their first year of transition with guided researcher facilitation. Data were analyzed using the constant comparative method of analysis for each workshop drawing on the art creations, discussion, and narrative reflective writing pieces generated by participants.
Participants were in a basic psychosocial process of growing personal and professional self. Through co-construction of knowledge with the participants, three substantive interconnected categories were identified: (1) Being thrown into the fire; (2) Adjusting and adapting to the team environment; and (3) Nurturing self and others.
The findings revealed many recommendations for employers hiring new graduates and nursing education programs preparing graduates for the practice arena.
•Growing personal and professional self is central to the transition process.•New graduates require ongoing support and mentorship in their first year.•Unit managers have a responsibility to ensure new graduates are welcomed.•Dual licensure as a RN and RPN should be supported.•Managing microaggressions, workplace violence, and knowing rights enable transition.
•The authors investigated whether immersive virtual reality (IVR), which is a recently used educational modality in clinical settings, would be an acceptable and feasible simulation modality for ...newly graduated nurses (NGNs) in rural areas.•IVR was appreciated by NGNs and considered an acceptable modality for skills development in rural areas. Its use was recommended for all nurses and in all care settings, rural or non-rural. The implementation of this intervention was considered feasible in rural areas, despite some recommendations.•The results of this study reinforce the idea that IVR is a simulation modality to be used for many skills, such as clinical judgment and assessment.
This study sought to explore the perceptions of newly graduated nurses (NGNs) regarding the use of immersive virtual reality (IVR) as a tool for skills development in rural clinical settings.
NGNs working in a rural hospital setting, participated in a pre-experimental study. The objective was to explore the acceptability and feasibility of an IVR intervention using quantitative and qualitative data.
The intervention was considered acceptable (Md = 4, IQR 0.5-1) with little cybersickness (Md = 0-1, IQR 0-1.5) and feasible according to four identified themes.
IVR could be a useful tool for the development of multiple NGNs skills.
Background: Work-related anxiety among nurses has been linked to various issues, including a heavy workload, work-related conflict, a lack of resources, and stress. This research aims to explore ...work-related anxiety among recently graduated nurses in Saudi Arabia’s Riyadh region.
Methods: A descriptive, cross-sectional, and relational research design examined work-related anxiety among newly graduated nurses. A sample of 400 nurses was recruited from five Saudi hospitals in the Riyadh region. This study used the job anxiety scale ( JAS) as a study tool. The tool is a self-rating scale of 70 items for assessing job anxiety but only 25 items were applied to this research. A self-administered questionnaire was used to gather demographic information.
Results: This study revealed that there was, overall, low work-related anxiety among the nurse participants. On the one hand, age, gender, educational qualification, job experience, workplace, and work scheduling (hours per week) were found to impact work-related anxiety substantially. On the other hand, work position, nationality, unit of care, and marital status were found to play no significant role in work-related anxiety.
Conclusion: The study’s findings indicate the importance of paying more attention to workplace anxiety. As anxiety may affect nurses’ ability to attend to the needs of patients in their care units, addressing it can reduce burnout and the desire to quit. Changes in work processes, care models, and leadership may be effective in creating a supportive environment that decreases stress and anxiety, promote learning, and provides patients with optimal and safe nursing care. Health policymakers and nurse managers in Saudi Arabia should develop particular intervention programs to reduce work-related anxiety among newly graduated nurses. Managers must seek techniques that help to adapt the present environment to the needs of nurses, as well as approaches that offer newly graduating nurses essential assistance, such as clinical supervision.
Aim
To summarize nurse managers' perceptions of newly graduated nurses' (NGNs) competence and connected factors.
Background
Nurse managers recruiting staff are responsible for employing competent ...nurses to ensure quality care and professional standards. Knowledge of managers' perceptions about the competence of NGNs is needed to understand the expectations of the health care system towards future professionals.
Evaluation
A scoping review was conducted. A total of 12 research publications met the inclusion criteria and were analysed using inductive content analysis.
Key issues
Managers' perceptions can be divided into three perspectives: NGNs' competence descriptions, assessment of competences and connected factors. The NGNs' level of competence was assessed to be at least satisfactory, and dependent on prior exposure to the work setting, change in the degree of responsibility and lack of confidence.
Conclusion
Existing knowledge about nurse managers' perceptions of NGNs' competence is limited and rather fragmented. There is a clear need for rigorous empirical studies with comprehensive views of managers, emphasizing the key role of managers in the evaluation of nurse competence.
Implications for Nursing Management
Nurse managers can use the results of this review in recruitment, performance reviews and the development of job orientation programmes aimed at enhancing NGNs' transition to the nurse workforce.
Background
Providing a favourable practice environment has been regarded as an essential to improve the job outcomes of newly graduated nurses (NGNs). However, little is known about how and when NGNs ...can best utilize their practice environment to produce optimal job outcomes.
Aim
The aim of this study, which is based on the Conservation of Resources Theory and the Social Cognitive Model of Career Self‐Management, is to investigate whether NGNs who have a higher level of personal growth initiative are more likely to benefit from their practice environment and achieve better job outcomes by increasing their occupational self‐efficacy.
Design
A cross‐sectional study.
Methods
From 1 September 2022, to 30 September 2022, 279 NGNs from five Chinese state‐owned hospitals were recruited for this study. The participants completed measures of practice environment, personal growth initiative, occupational self‐efficacy, job stress, job satisfaction, turnover intention and quality of care. A descriptive analysis and a moderated mediation model were computed. Reporting adhered to the STROBE statement.
Results
The influence of the practice environment on job outcomes was significantly mediated by occupational self‐efficacy, with personal growth initiative acting as a moderator of this mediation effect.
Conclusions
NGNs who exhibited a higher degree of personal growth initiative were more likely to derive benefits from their practice environment and attain positive job outcomes by enhancing their occupational self‐efficacy. To boost NGNs' occupational self‐efficacy and achieve optimal job outcomes, hospital administrators may not only provide a supportive practice environment for them but also conduct interventions that promote their personal growth initiative.
No Patient or Public Contribution
This study was designed to examine the psychosocial factors associated with NGNs' job outcomes. The study was not conducted using suggestions from the patient groups or the public.
Impacts
Our findings indicate that favourable practise contexts may not always benefit the nursing job outcome if NGNs do not exhibit a high level of personal growth initiative and produce increased occupational self‐efficacy. Therefore, hospital administrators should consider implementing an intervention to improve the personal growth initiative of NGNs so that they can take full advantage of the practice environment and gain resources at work to create optimal job outcomes.
Aim
The aim of this study was to gain insight into factors affecting career adaptability of newly graduated nurses and ways to improve them.
Background
Newly graduated nurses face an important ...transition from student to professional. Unfortunately, the nurse turnover rate is high due to maladaptation. Factors influencing career adaptability and improvement methods have not been clearly addressed.
Methods
Using a descriptive qualitative study with thematic analysis, 15 newly graduated nurses from a tertiary obstetrics and gynaecology teaching hospital in China were interviewed.
Results
Six themes affecting career adaptability were found: personality, self‐confidence, occupational care focus, work‐related stress, basic professional competency and gap between reality and expectations. Four themes improving career adaptability were identified: strong social support, self‐adjustment, self‐development and career preparation. Eight subthemes were also identified.
Conclusions
Individual, family and work factors were among those affecting career adaptability among newly graduated nurses. Newly graduated nurses would improve their career adaptability through self‐adjustment and social support. Helping them to promote these factors and measures is conducive to improving their career adaptability and reducing staff turnover.
Implications for Nursing Management
Nurse managers should be aware of the key factors affecting career adaptability among newly graduated nurses and design targeted improvement programmes.
During the transition, newly graduated nurses undergo complex challenges, which exacerbate their intention to leave.
To examine the longitudinal change of intention to leave and identify the ...potential factors of intention to leave in the first year.
A total of 343 newly graduated nurses were included in this longitudinal study. Nurses were surveyed to explore their intention to leave, occupational stress, coping style, professional identity, and locus of control. Data were analyzed using descriptive statistics and logistic regression analysis.
The high prevalence rate of intention to leave in the first year of practice of newly graduated nurses is alarming. This study reveals that occupational stress and professional identity consistently predict intention to leave.
In planning retention strategies, nurse managers should provide support to neophyte nurses to reduce their stress and enhance their professional identity.
•Newly graduated nurses are especially vulnerable during their transition and perceive higher intention to leave the profession early in their career.•The prevalence of intention to leave the nursing profession generally tripled among newly graduated nurses after 4 months, and after 12 months, three-quarters of them had different levels of intention to leave.•During the first year of practice, the factors associated with intention to leave at different time points varied.•Occupational stress and professional identity were found to be two critical factors that consistently predicted intention to leave at all time points, and this should be taken into account in any endeavors to provide support for stress reduction and enhancement of new nurses' professional identity.
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