Trent/Fleming School of Nursing,Trent University, Peterborough, ON, Canada.
School of Nursing, Queen's University, Kingston, ON, Canada.
Can J Nurs Res. 2021 Dec;53(4):384-396. doi: 10.1177/0844562120957845. Epub 2020 Sep 30.
The transition of new nurses into practice has been identified as challenging, and new nurses report having intentions to leave (ITL) jobs. Concerns of ITL are worrisome for the nursing profession, especially when faced with the need to replace an aging nursing workforce and to maintain quality patient care.
Guided by components of Meleis et al.'s mid-range transition theory, the purpose of this study was to test a theoretical model linking transition and ITL, as well as the personal, community and societal conditions of transition.
A predictive, non-experimental design using cross-sectional data was employed. Ontario registered nurses, who had graduated within two years, were randomly selected to complete a mailed questionnaire in 2015 ( = 217). Structural equation modeling was undertaken to test the model.
The new nurses reported a relatively positive transition; yet, 44% of the respondents indicated leaving their first job, and 1% departed the nursing profession. A revised model of the constructs showed a more adequate fit with the data, but overall, the hypothesized model was not supported and methodological validity of tools questioned. From the modeling, lower role stress led to a positive transition.
Given organizational and governmental investments in orientation and transition programs, challenges in measuring transition and ITL requires additional research. Our findings highlight the value of organizations supporting new nurses by reducing role stress through reasonable workloads and expectations, which in turn contributes to a positive transition.
新护士进入实践阶段已被认为具有挑战性，且新护士报告有离职意向。对离职的担忧对护理行业来说令人担忧，尤其是在需要替代老龄化的护理劳动力并维持高质量的患者护理时。
本研究以 Meleis 等人的中级过渡理论的组成部分为指导，旨在测试一个将过渡与离职意向联系起来的理论模型，以及过渡的个人、社区和社会条件。
采用横断面数据的预测性非实验设计。2015 年，随机选择安大略省注册护士（毕业两年内）完成邮寄问卷（ = 217）。采用结构方程模型检验模型。
新护士报告了相对积极的过渡；然而，44%的受访者表示离开第一份工作，1%的人离开护理行业。对结构的修正模型显示出与数据更适配，但总体而言，假设模型未得到支持，工具的方法学有效性受到质疑。从模型中可以看出，较低的角色压力导致了积极的过渡。
鉴于组织和政府在入职培训和过渡项目上的投资，衡量过渡和离职意向的挑战需要进一步研究。我们的研究结果强调了组织通过减轻角色压力来支持新护士的价值，这反过来又有助于积极过渡。
