The impact of transition programmes on workplace bullying, violence, stress and resilience for students and new graduate nurses: A scoping review

Hallett, Nutmeg; Bradbury‐Jones, Caroline

doi:10.1111/jocn.16124

Cited by 22 publications

(14 citation statements)

References 73 publications

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“…This nding is consistent with previous studies that younger nurses are more vulnerable to workplace violence than their older counterparts [6, 7, 17, 48]. Thus, younger nurses may be more vulnerable to workplace violence, and lack of direct care competency in younger nurses is an important factor pertaining to workplace violence [48][49][50]. This study suggests that nursing leaders develop continuous training programs on workplace violence for younger nurses [47,48].…”

Section: Discussionsupporting

confidence: 91%

Post-traumatic responses to workplace violence among nursing professionals: A collaborative and comparative study in South Korea and Hong Kong

Hong

Nam

Wong

et al. 2023

Preprint

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Background Workplace violence has had a significant and negative psychological impact on nursing professionals worldwide. Concerted efforts worldwide to improve work environments have not yet removed nursing professionals from the threat of violence in East Asia. This study aimed to examine the differences in the rate, associated factors, and post-traumatic responses to workplace violence between South Korean nurses and Chinese nurses in Hong Kong among East Asian countries. Methods A cross-sectional, correlational study design recruited a total of 471 nurses (319 South Korean nurses and 152 Chinese nurses in Hong Kong) at online communities in South Korea and Hong Kong. The data were collected by conducting a Qualtrics survey from January 15, 2020, to July 24, 2021. A structured questionnaire was administered for data collection, including rate of workplace violence, perception of workplace violence, attitudes toward workplace violence, coping styles, post-traumatic cognitions, post-traumatic stress disorder, post-traumatic growth, and mental health indicators (depression, anxiety, and stress). T-test, chi-squared, and binary logistic regression analyses were conducted using SPSS version 25. Results In our sample, 30.7% South Korean nurses and 31.6% Chinese nurses in Hong Kong had experienced workplace violence. South Korean nurses and Chinese nurses in Hong Kong with experience of workplace violence had lower perceptions of it. Nurses with experience of workplace violence reported lower levels of mental health, and this trend was more prominent among South Korean nurses. Conclusions Our study findings showed a positive association between workplace violence and post-traumatic responses in both settings. We found that the close monitoring of post-traumatic responses associated with workplace violence could be improved by enhancing the nurses’ perception of workplace violence.

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Section: Discussionsupporting

confidence: 91%

Post-traumatic responses to workplace violence among nursing professionals: A collaborative and comparative study in South Korea and Hong Kong

Hong

Nam

Wong

et al. 2023

Preprint

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“…Terefore, joining newly graduated nurses in the healthcare becomes especially important [6,7]. Nevertheless, the turnover rate of newly graduated nurses is an increasingly severe problem [8]. Te studies carried out around the world showed that a great number of newly graduated nurses have the intent to leave the post within the frst year of employment [9][10][11].…”

Section: Introductionmentioning

confidence: 99%

Job Satisfaction and Negative Coping Style Affect the Relationship between Transition Shock and Intent to Stay among Newly Graduated Nurses during the COVID-19 Pandemic

Zhu

Tang

Zhang

et al. 2023

Journal of Nursing Management

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Aim. The study is aimed at exploring the relationship between newly graduated nurses’ transition shock, negative coping, job satisfaction, and intent to stay during the time of COVID-19. Background. The shortage of nurses is a global dilemma aggravated by the COVID-19 pandemic. It has been a hot topic in recent years to help newly graduated nurses transition smoothly. Transition shock is one of the essential indicators to describe the transition state of newly graduated nurses, which has a far-reaching impact on the intention of newly graduated nurses to stay in their posts. However, few studies have studied the mechanism behind this relationship, which may affect the effectiveness of retention strategies. Methods. A descriptive cross-sectional study was conducted from July to August 2021 in 31 tertiary hospitals in Shanghai, China. Participants comprised a convenience sample of 759 newly graduated nurses for surveys. Structural equation models were used to examine the study’s hypothetical model. Results. The results showed that transition shock had a significant direct effect on job satisfaction (b = −0.412, p < 0.001 ) and intent to stay (b = −0.145, p < 0.001 ). Job satisfaction had a significant direct effect on intent to stay (b = 0.702, p < 0.001 ). The indirect effect of transition shock on intent to stay through job satisfaction was statistically significant (b = −0.289), the 95% C.I. was (−0.493, −0.357), and the proportion of mediating effect to total effect was 66.59%. Moreover, the moderated mediation analysis showed that the interaction effect of transition shock and negative coping style on job satisfaction was significant (b = −0.082, p < 0.001 ). Conclusion. This study revealed the impact of transition shock on intent to stay of newly graduated nurses during the time of COVID-19, and found that job satisfaction played a mediating role and negative coping played a moderating role. These findings are of great significance for nursing managers to take measures to improve the intention of newly graduated nurses to stay. Implication for Nursing Management. The level of transition shock is an important indicator reflecting the transition state of newly graduated nurses, and can further predict the job satisfaction and intention of newly graduated nurses to stay. Therefore, nursing managers should pay attention to taking corresponding measures to reduce the level of transition shock of newly graduated nurses.

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“…Therefore, nursing managers should focus on strategies to promote intrinsic factors for newly graduated nurses to increase job satisfaction and reduce turnover. For example, supportive management, which newly graduated nurses value, can be achieved through a 1:1 preceptor ratio or a Nursing Residency Program (Alshawush et al, 2022; Brook et al, 2019; Eckerson, 2018).…”

Section: Discussionmentioning

confidence: 99%

What are the key factors influencing newly graduated nurses' preference for choosing their workplace? A best–worst scaling approach

Min

Baek

Choi

2023

J of Nursing Scholarship

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IntroductionThe literature cites many factors that influence a nurse's decision when choosing their workplace. However, it is unclear which attributes matter the most to newly graduated nurses. The study aimed to identify the relative importance of workplace preference attributes among newly graduated nurses.DesignA cross‐sectional study.MethodsWe conducted an online survey and data were collected in June 2022. A total of 1111 newly graduated nurses in South Korea participated. The study employed best–worst scaling to quantify the relative importance of nine workplace preferences and also included questions about participants' willingness to pay for each workplace preferences. The relationships between the relative importance of the workplace attribute and the willingness to pay were determined using a quadrant analysis.ResultsThe order according to the relative importance of workplace preferences is as follows: salary, working conditions, organizational climate, welfare program, hospital location, hospital level, hospital reputation, professional development, and the chance of promotion. The most important factor, salary, was 16.67 times more important than the least important factor, the chance of promotion, in terms of choosing workplace. In addition, working conditions and organizational climate were recognized as high economic value indicators.ConclusionNewly graduated nurses nominated better salaries, working conditions, and organizational climate as having a more important role in choosing their workplace.Clinical RelevanceThe findings of this study have important implications for institutions and administrators in recruiting and retaining newly graduated nurses.

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The impact of transition programmes on workplace bullying, violence, stress and resilience for students and new graduate nurses: A scoping review

Abstract: This is an open access article under the terms of the Creat ive Commo ns Attri butio n-NonCo mmerc ial-NoDerivs License, which permits use and distribution in any medium, provided the original work is properly cited, the use is non-commercial and no modifications or adaptations are made.

Cited by 22 publications

References 73 publications

Post-traumatic responses to workplace violence among nursing professionals: A collaborative and comparative study in South Korea and Hong Kong

Post-traumatic responses to workplace violence among nursing professionals: A collaborative and comparative study in South Korea and Hong Kong

Job Satisfaction and Negative Coping Style Affect the Relationship between Transition Shock and Intent to Stay among Newly Graduated Nurses during the COVID-19 Pandemic

What are the key factors influencing newly graduated nurses' preference for choosing their workplace? A best–worst scaling approach

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