Wu Jie, Zhu Yaqi, Yan Dexiu, Zhang Yaqing, Zhang Yuanyuan
School of Nursing, Shanghai Jiao Tong University, Shanghai, China.
School of Nursing, Anhui Medical University, Hefei, China.
J Adv Nurs. 2025 May;81(5):2426-2437. doi: 10.1111/jan.16427. Epub 2024 Oct 18.
To explore and compare the self-perceived competence level of new graduate nurses with the expected competence level that nurse managers believe new graduate nurses should have in general.
Two cross-sectional empirical studies.
Two independent cross-sectional studies were carried out in 12 tertiary hospitals in September 2020 and November 2021, respectively. Participants were 1017 new graduate nurses with less than 2 years of work experience and 306 nurse managers who completed an online survey.
The score of self-perceived nursing competence of new graduate nurses was 74.77 ± 14.35, and the expectation of nurse managers was 74.21 ± 15.04. The values of 18 items were significantly different between the two of them (p < 0.05), and there were only three items showed higher expectations of nurse managers than the self-rated values of new graduate nurses. Results of latent profile analysis revealed that this cohort of new graduate nurses could be divided into three subgroups, named risky competent (11.1%), medium competent (46.0%) and advanced competent (42.9%). When comparing, the nurse managers' expected competence level was between the value of 'medium competent' group and 'advanced competent' group.
Our study adopted a dual perspective comparison of nurse managers and new graduate nurses, which broke through the limitations of the previous single perspective study of new graduate nurses' nursing competence.
IMPLICATIONS FOR THE PROFESSION AND/OR PATIENT CARE: This study highlights the importance of the consistency in new graduate nurses' nursing competence from the perspectives of new graduate nurses and nurse managers.
This study showed a generally good match of actual nursing competence level of new graduate nurses and the expected level from nurse managers. While there was significant individual heterogeneity in the competence score of new graduate nurses, three subgroups were identified through the individual-centred analysis of latent profile analysis. Therefore, Nurse managers need to systematically adjust the standardized training programs and teaching methods for new graduate nurses according to the population characteristics and take precise interventions to improve nursing competence of new graduate nurses.
We adhered to the Strengthening the Reporting of Observational Studies in Epidemiology (STROBE) guidelines.
No Patient or Public Contribution.
探讨并比较新毕业护士自我感知的能力水平与护士长认为新毕业护士一般应具备的预期能力水平。
两项横断面实证研究。
分别于2020年9月和2021年11月在12家三级医院开展了两项独立的横断面研究。参与者为1017名工作经验少于2年的新毕业护士和306名完成在线调查的护士长。
新毕业护士自我感知的护理能力得分为74.77±14.35，护士长的期望得分为74.21±15.04。其中18项的分值在两者之间存在显著差异（p<0.05），仅有3项护士长的期望分值高于新毕业护士的自评分值。潜在剖面分析结果显示，这组新毕业护士可分为三个亚组，分别命名为风险胜任组（11.1%）、中等胜任组（46.0%）和高级胜任组（42.9%）。比较发现，护士长的预期能力水平介于“中等胜任”组和“高级胜任”组之间。
本研究采用护士长与新毕业护士双视角比较，突破了以往单纯从新毕业护士单视角研究护理能力的局限。
对专业和/或患者护理的启示：本研究从新毕业护士和护士长角度凸显了新毕业护士护理能力一致性的重要性。
本研究表明新毕业护士实际护理能力水平与护士长预期水平总体匹配良好。虽然新毕业护士能力得分存在显著个体异质性，但通过以个体为中心的潜在剖面分析确定了三个亚组。因此，护士长需要根据人群特征系统调整新毕业护士的规范化培训方案和教学方法，并采取精准干预措施提高新毕业护士的护理能力。
我们遵循了加强流行病学观察性研究报告（STROBE）指南。
无患者或公众贡献。
