Laschinger Heather K Spence, Cummings Greta, Leiter Michael, Wong Carol, MacPhee Maura, Ritchie Judith, Wolff Angela, Regan Sandra, Rhéaume-Brüning Ann, Jeffs Lianne, Young-Ritchie Carol, Grinspun Doris, Gurnham Mary Ellen, Foster Barbara, Huckstep Sherri, Ruffolo Maurio, Shamian Judith, Burkoski Vanessa, Wood Kevin, Read Emily
Arthur Labatt Family School of Nursing, The University of Western Ontario, Health Sciences Addition, H41, 1151 Richmond Street, London, ON, Canada N6A 5C1.
Faculty of Nursing, The University of Alberta, 5-110 Edmonton Clinic Health Academy, 11405-87 Avenue, Edmonton, Alta., Canada T6G 1C9.
Int J Nurs Stud. 2016 May;57:82-95. doi: 10.1016/j.ijnurstu.2016.01.005. Epub 2016 Jan 29.
As the nursing profession ages, new graduate nurses are an invaluable health human resource.
The purpose of this study was to investigate factors influencing new graduate nurses' successful transition to their full professional role in Canadian hospital settings and to determine predictors of job and career satisfaction and turnover intentions over a one-year time period in their early employment.
A national two-wave survey of new graduate nurses across Canada.
A random sample of 3906 Registered Nurses with less than 3 years of experience currently working in direct patient care was obtained from the provincial registry databases across Canada. At Time 1, 1020 of 3743 eligible nurses returned completed questionnaires (usable response rate=27.3%). One year later, Time 1 respondents were mailed a follow-up survey; 406 returned a completed questionnaire (response rate=39.8%).
Surveys containing standardized questionnaires were mailed to participants' home address. Descriptive statistics, correlations, and hierarchical linear regression analyses were conducted using SPSS software.
Overall, new graduate nurses were positive about their experiences and committed to nursing. However, over half of new nurses in the first year of practice reported high levels of emotional exhaustion and many witnessed or experienced incivility (24-42%) at work. Findings from hierarchical linear regression analyses revealed that situational and personal factors explained significant amounts of variance in new graduate nurses' job and career satisfaction and turnover intentions. Cynicism was a significant predictor of all four outcomes one year later, while Psycap predicted job and career satisfaction and career turnover intentions.
Results provide a look into the worklife experiences of Canadian new graduate nurses over a one-year time period and identify factors that influence their job-related outcomes. These findings show that working conditions for new graduate nurses are generally positive and stable over time, although workplace mistreatment is an issue to be addressed.
随着护理行业老龄化，新毕业护士成为了宝贵的卫生人力资源。
本研究旨在调查影响新毕业护士在加拿大医院环境中成功过渡到完全专业角色的因素，并确定其在就业初期一年内工作和职业满意度及离职意向的预测因素。
对加拿大新毕业护士进行全国性的两阶段调查。
从加拿大各省注册数据库中随机抽取3906名目前从事直接患者护理工作且工作经验少于3年的注册护士。在第一阶段，3743名符合条件的护士中有1020名返回了完整问卷（有效回复率 = 27.3%）。一年后，向第一阶段的受访者邮寄了后续调查问卷；406人返回了完整问卷（回复率 = 39.8%）。
将包含标准化问卷的调查问卷邮寄到参与者的家庭住址。使用SPSS软件进行描述性统计、相关性分析和分层线性回归分析。
总体而言，新毕业护士对自己的经历持积极态度，并致力于护理工作。然而，超过一半的新护士在执业第一年报告称情绪耗竭程度较高，许多人在工作中目睹或经历过不文明行为（24% - 42%）。分层线性回归分析结果显示，情境因素和个人因素在很大程度上解释了新毕业护士工作和职业满意度及离职意向的差异。玩世不恭是一年后所有四项结果的重要预测因素，而心理资本则预测了工作和职业满意度以及职业离职意向。
研究结果揭示了加拿大新毕业护士在一年时间内的工作生活经历，并确定了影响其工作相关结果的因素。这些发现表明，新毕业护士的工作条件总体上随着时间推移是积极且稳定的，尽管工作场所的不当对待是一个需要解决的问题。
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