The theory of organisational socialisation and its potential for improving transition experiences for new graduate nurses

Leadership Style and Patient Safety

“…19 Unit culture encourages unwritten expectations where nurses learn what is permissible on the unit, regardless of overall organizational goals. In this study, the combination of NM laissez-faire leadership and ICU contributed to an environment where nurses reported being socialized into a negative safety climate.…”

“…2 Socialization of new nurses is a particularly important aspect of patient safety impacted by NM leadership style. 19 NMs can foster socialization through the development of recognition programs, role modeling, and specific transition into practice strategies that may result in improved nurse satisfaction and retention. 19 Another aspect of safety climate influenced by NMs is blame.…”

“…19 NMs can foster socialization through the development of recognition programs, role modeling, and specific transition into practice strategies that may result in improved nurse satisfaction and retention. 19 Another aspect of safety climate influenced by NMs is blame. Environments where errors focus on blame tend to be hierarchical and focused on compliance.…”

Twelve possible strategies for enhancing interprofessional socialisation in higher education: Findings from an interpretive phenomenological study

“…Twelve categories were identified which were further developed into possible socialisation strategies. The majority of the strategies were supported within the literature, especially the more formal approaches, which acknowledged interprofessional teaching, workshops, mentors, research, leaders, joint curriculum planning, and orientation/induction (Dunston, 2014;Hall and Zierler, 2015;MacLellan et al, 2011;Phillips, Etherman, & Kenny, 2015). Whereas, activities such as joint curriculum planning and interprofessional mentors were under-represented within the literature.…”

Utilization of Experiential Learning, and the Learning Outcomes Model Reduces RN Orientation Time by More Than 35%

“…In a review of the literature, Rush et al (2013) reported that there was little research about best hospital orientation design or best practices. A few best practices have been identified as key factors influencing nursing performance and experience during the transition period, which include a more individualized approach, focus on skill development, formal training for preceptors, mentoring on the unit, consideration of patient care and level of acuity, and constructive feedback (Rush et al, 2013;Phillips, Esterman, & Kenny, 2014). With the orientation period having such a substantial impact on a nurse's transition to a new role, educators must use innovative methods to improve orientation and learning (Lamers et al, 2013).…”