Factors associated with difficulty in adapting and intent to leave among new graduate nurses in South Korea

Abstract

BackgroundNew graduate nurses experience difficulty in adapting to a new environment, which affects intent to leave. However, data on the factors contributing to difficulty in adapting and intent to leave among new graduate nurses are insufficient.PurposeThe aim of the study was to explore and compare factors associated with difficulty in adapting and the intent to leave among new graduate nurses in South Korea.MethodologyThis cross-sectional study used secondary data analysis. Primary data were obtained from the 2015–2016 Korean National Graduates Occupational Mobility Survey. Descriptive statistics, independent t tests, and chi-square statistics with weighted samples besides multivariate logistic regression analyses were conducted (N = 467).ResultsRoughly 46% of nurses reported difficulty adapting, and 16% expressed their intent to leave. The factors linked to difficulty in adapting were working at large hospitals with rotating shifts, low person–job fit, and low satisfaction with personal competency; intent to leave was associated with high monthly salary and low satisfaction with the workplace (all ps < .05). Difficulty in adapting did not equate to their intent to leave.ConclusionsThere were high rates of difficulty in adapting and intent to leave among new graduate nurses. Although different factors were associated with difficulty adapting and intent to leave, workplace condition is a common factor.Practice ImplicationsDifferent strategies are needed to improve adaptation and intention of leaving among new graduate nurses. For better adaptation, developing training programs enhancing professional competency with a sufficient training period is required. In addition, providing staff and resources to reduce the intent to leave is crucial.

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“…Notably, few international studies reported wages as a pull factor for early-career nurses 47 48. In contrast, job dissatisfaction49 50 and poor working conditions,51 52 including job stress37 53 and a higher level of transition shocks40 54 increase the intention to leave of early-career nurses. There is also evidence that the lack of team support,55 lack of vocation55 56 or feeling of inadequacy52 increase the turnover likelihood among early-career nurses.…”

“…There is also evidence that the lack of team support,55 lack of vocation55 56 or feeling of inadequacy52 increase the turnover likelihood among early-career nurses. Recent international studies have also shown that male nurses report a higher level of intention to leave compared with female nurses 49 51 57…”