Berthelsen Connie, Hansen Carrinna Aviaja
Medical Department, Zealand University Hospital Koge, Køge, Denmark.
Department of Regional Health Research, University of Southern Denmark, Odense, Denmark.
J Clin Nurs. 2025 Apr;34(4):1149-1169. doi: 10.1111/jocn.17494. Epub 2024 Oct 25.
The aim of this study is to combine and compare results from systematic reviews reporting the content and effect of programmes for the introduction of newly graduated nurses employed in hospital settings on increasing retention and decreasing turnover.
An umbrella review.
The electronic databases of PubMed/MEDLINE, CINAHL and PhycInfo were searched in January 2023 for eligible systematic reviews. The search string consisted of keywords extracted from the PICOS inclusion criteria. The AMSTAR 2 instrument was used for critical appraisal of the methodological quality of the eligible systematic reviews. The process and results of the review were presented using a narrative description of the data.
Five systematic reviews, reporting 84 intervention studies evaluating nine types of introduction programmes from 2001 to 2018, were included in the umbrella review. All nine programme types were executed by nurses in a preceptor or mentor role and the content was directed towards training of the preceptor/mentor and introduction of the newly graduated nurses. The nine programmes showed overall positive effects on retention and turnover.
Mentorship and Preceptorship were the most frequently evaluated programmes in the included intervention studies of the five reviews. However, the lack of transparency of the reviews and the bias of the intervention studies within the reviews, made it difficult to conclude specific effects of the content of the nine programmes.
The protocol for the umbrella review is registered with Open Science Framework (https://OSF.IO/DXYS4).
A weak introduction to hospital employment of newly graduated nurses may decrease retention and increase turnover. Structured and personal introduction by a mentor can have an effect on the newly graduated nurses' intentions to stay in their hospital care position.
AMSTAR 2.
None.
本研究旨在综合并比较系统评价的结果，这些系统评价报告了医院新入职护士引入计划在提高留用率和降低离职率方面的内容和效果。
一项伞形评价。
于2023年1月在PubMed/MEDLINE、CINAHL和PhycInfo电子数据库中检索符合条件的系统评价。检索词由从PICOS纳入标准中提取的关键词组成。使用AMSTAR 2工具对符合条件的系统评价的方法学质量进行批判性评价。评价的过程和结果采用数据的叙述性描述呈现。
五项系统评价纳入了伞形评价，这些评价报告了2001年至2018年期间评估九种引入计划的84项干预研究。所有九种计划类型均由担任带教或指导角色的护士执行，内容针对带教/指导人员的培训以及新毕业护士的入职介绍。这九种计划对留用率和离职率总体显示出积极影响。
在纳入的五项评价的干预研究中，指导和带教是最常被评估的计划。然而，评价缺乏透明度以及评价内干预研究存在偏差，使得难以得出这九种计划内容的具体效果。
伞形评价方案已在开放科学框架（https://OSF.IO/DXYS4）注册。
新毕业护士对医院工作的入职介绍薄弱可能会降低留用率并增加离职率。由指导人员进行的结构化和个性化入职介绍可能会影响新毕业护士留在医院护理岗位的意愿。
AMSTAR 2。
无。
