实施新护士单元入职培训文化适应工具包。
Implementation of an Enculturation Toolkit for New Nurses During Unit Onboarding.
机构信息
Author Affiliations: Nurse Clinician (Dr Grys), Nurse Manager (Drake), Nurse Administrator (Dr Flores), Department of Nursing, Mayo Clinic, Phoenix, Arizona; Associate Clinical Professor (Dr Turner), School of Nursing, Duke University, Durham, North Carolina.
出版信息
J Nurs Adm. 2024 Apr 1;54(4):227-234. doi: 10.1097/NNA.0000000000001414.
OBJECTIVE
This quality improvement project targeted an enculturation gap among new nurses by assembling and piloting an Enculturation Toolkit.
BACKGROUND
Enculturation of new nurses contributes to engagement, performance, sense of belonging, and retention. During the COVID-19 pandemic, orientation was shortened, virtual, and asynchronous, creating a gap in enculturation.
METHODS
New nurses and their preceptors were surveyed at baseline, 2 to 3 months, and 4 to 5 months to measure engagement and enculturation using the Meaning and Joy in Work Questionnaire (MJWQ) and questions about the history and values of the organization.
RESULTS
Initial MJWQ responses were high and sustained throughout the study period. Participants demonstrated increased knowledge of the organization's mission statement and logo. New nurses rated the toolkit activities favorably, with an average score of 4.6 out of 5.
CONCLUSIONS
An Enculturation Toolkit was effective in improving knowledge about the organization and sustaining engagement and belonging.
目的
本质量改进项目旨在通过编制和试行融入工具包来解决新护士的文化融入差距问题。
背景
新护士的文化融入有助于提高工作投入度、工作表现、归属感和留职率。在 COVID-19 大流行期间，入职培训时间缩短、转为线上且异步进行，导致文化融入出现脱节。
方法
在基线、入职 2-3 个月和入职 4-5 个月时，使用工作意义和乐趣问卷（MJWQ）以及有关组织历史和价值观的问题，对新护士及其导师进行调查，以衡量工作投入度和文化融入程度。
结果
最初的 MJWQ 响应率较高，且在整个研究期间保持稳定。参与者对组织使命宣言和标识的了解有所增加。新护士对工具包活动的评价较好，平均得分为 5 分制的 4.6 分。
结论
融入工具包在提高对组织的了解、维持工作投入度和归属感方面是有效的。
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