Perceived needs and coping resources of newly hired nurses

Abstract

Objective: Newly hired nurses who do not transition well often leave their first nursing position or nursing prematurely, at great cost to themselves, the profession, hiring organizations and patients. The purpose of this secondary analysis study was to better understand the transition experience of new graduate nurses and experienced nurses as they moved to a new setting in nursing, and the preceptor’s role in that transition. Methods: Schlossberg’s Transition Theory provided the framework for the secondary analysis of a large qualitative data set that were collected from 118 newly hired nurses who were predominantly female and Caucasian with the majority being under the age of 30 years and having less than 1-year experience. The data available for secondary analysis included all transcripts from the original study. Results: Two main themes were identified: Institutional Support and Sense of Self. Discussion: Preceptors are critical early in the transition and the newly hired nurse continues to look for support beyond the first year of the transition. Hospitals should consider implementing transition to practice programs that support the newly hired nurse, to include those with prior experience, throughout the first year of transition and should also consider a mentorship program of support after the first year.

Orientation of the Registered Nurse to the Perinatal Setting

“…All preceptors and educators should implement adult learning principles into the orientation process. When nurses transition to various areas of practice, orientation programs should account for patient acuity: providing care for patients at lower to higher risk helps orientees bridge gaps in knowledge (Schmitt & Schiffman, 2019). As each milestone in practice approaches, the adult learner can complete a self-assessment then demonstrate competency with the identified skill.…”

“…During transition to practice, the preceptor ensures the orientee's successful transition from novice to competent practitioner. The number of preceptors used during orientation can vary; however, a small number of preceptors who communicate with each other is often preferred to offer the orientee varying perspectives (Schmitt & Schiffman, 2019). The preceptor-orientee relationship affects the nurse orientee's professional track throughout the entire career trajectory.…”

“…Nurse orientees identified leadership as critical to their personal success (Schmitt & Schiffman, 2019), and many facets of leadership can support and improve orientation processes for novice nurses.…”

Becoming a good nurse – Socialisation of newly employed nurses into the oncological clinic

“…Research has focused on newly employed nurses and important factors in their introduction (Lea &Cruickshank, 2015; Schmitt & Schiffman, 2019; Ziebert et al, 2016). Studies show that newly employed nurses appreciate support from experienced colleagues, especially at the beginning of their employment, although the need for support continues (Schmitt & Schiffman, 2019; Ziebert et al, 2016). The skill mix and staffing allocation within the unit affect and influence the provision of timely on‐ward support for recently graduated nurses (Lea & Cruickshank, 2015).…”

“…Socialisation into the clinic starts the first working day and continues throughout the introduction process, becoming familiar with colleagues’ roles and expectations, and the order of the clinic. Therefore, the introduction process might be of a great significance for the nurses’ decisions to stay or leave the clinic (Schmitt & Schiffman, 2019; Ziebert et al, 2016). Furthermore, nurses experience the importance of unit managers for retaining the nurses in their jobs.…”