Aim: To analyse junior nurses transition shock status and its associated factors.
Background: When nurses experience transition shock, turnover intentions followed by turnover behaviour are likely, which is unfavourable for the stable development of nursing teams.
Methods: Using convenience sampling, 1,148 Chinese junior nurses were recruited. Those recruited completed a demographic questionnaire and the head nurses' humanistic care behaviour for nurses, feedback-seeking behaviour and transition shock of nurses scales. Data and associated factors of transition shock were analysed using SPSS and univariate and multivariate analyses, respectively.
Results: Head nurses' humanistic care behaviour and nurses feedback-seeking behaviour were significantly and negatively correlated with junior nurses' transition shock (mean score: 2.87 ± 0.85). Income satisfaction, head nurses' humanistic care behaviour, night shift frequency and educational background entered the regression equation.
Conclusions: Transition shock exists not only in new nurses but also in junior nurses with ≤5-year service. Those dissatisfied with their income have frequent night shifts, and higher education backgrounds have higher levels of transition shock.
Implications For Nursing Management: Head nurses need to reduce transition shock of nurses with ≤5-year service by integrating humanistic care into nursing management and creating a friendly environment to stimulate feedback-seeking behaviour.
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| http://dx.doi.org/10.1111/jonm.13543 | DOI Listing |
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