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Objective:To construct a new nurse pre-job training program based on transformative learning and explore its preliminary application effect.Methods:A quasi-experimental study was conducted, and 52 new nurses enrolled in 2019 in a three-A hospital of Hangzhou were randomly divided into experimental group ( n=26) and control group ( n=26). The experimental group adopted transformative learning based pre-job training program for new nurses, while the control group adopted traditional pre-job training program for new nurses. SPSS 20.0 and Microsoft Excel 2010 were performed for data processing, and t test and Fisher's exact probability test were used for statistical analysis. Results:After the training, the comparison of two groups of new nurses showed that, the total score of clinical core competence of the experimental group (226.62±32.84) was higher than that of the control group (197.00±29.54), the total score of self-efficacy of the experimental group (28.46±4.94) was higher than that of the control group (24.31±4.76), the total score of the transition shock of the experimental group (77.23±14.13) was lower than that of the control group (91.27±17.98), and the mean value of clinical assessment of the experimental group (73.16±17.05) was higher than that of the control group (61.58±14.24), all with statistical significance ( P<0.05). Conclusion:The pre-job training program for new nurses based on transformative learning can improve the clinical ability and self-efficacy of new nurses, reduce the transition shock of new nurses, and have a profound impact on their career.
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Objective:To study the effect of video teaching combined with offline training in cardiopulmonary resuscitation training for new nurses outside hospital.Methods:From August 2017 to August 2018, 125 new nurses from Shanghai Changzheng Hospital were selected. New nurses in August 2017 were set as control group ( n=65). In August 2018, the new nurses were set as the observation group ( n=60). The control group used the traditional offline training mode to train cardiopulmonary resuscitation outside the hospital. The observation group used information platform video teaching combined with offline theoretical training to carry out cardiopulmonary resuscitation training. After systematic training, the results of cardiopulmonary resuscitation after training and the satisfaction of teaching were compared between the two groups. Results:Before training, there was no significant difference in the assessment results of cardiopulmonary resuscitation theory and operation between the two groups ( t values were 0.12, 1.23, P>0.05). After training the scores of cardiopulmonary resuscitation theory and operation examination in the observation group were 85.41±3.20, 92.40±2.50, and 82.52±4.50, 85.0±3.60 in the control group ( t value was 1.04,4.24, all P<0.05). Encouraging and enhancing the learning interest of new nurses, cultivating mutual supervision and mutual guidance, integrating theoretical knowledge with practical operation, improving and adjusting self-motivation, overall evaluation of teaching methods and total score in the observation group were 3.61±0.34, 3.54±0.20, 3.61±0.28, 3.87±0.20, 3.32±0.21, 17.95±0.26, and 2.60±0.41, 2.41±0.16, 2.55±0.35, 2.41±0.46, 2.58±0.20,12.55±0.32 in the control group ( t value was 2.187-2.452, P<0.05). Conclusion:Video teaching combined with offline training can improve the performance of new nurses in the training of high-quality cardiopulmonary resuscitation, stimulate the learning interest of nurses, and enhance the effect of high-quality cardiopulmonary resuscitation training.
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Objective@#To describe the post competency level and standardized training of new nurses in Guangzhou tertiary hospitals, and to explore the correlation between them.@*Methods@#By using the questionnaire method, 525 new nurses from 8 tertiary hospitals in Guangzhou were surveyed in June 2016 by convenience sampling, using the general information questionnaire, nursing competency questionnaire and standardized training status questionnaire of new nurses in Guangzhou tertiary hospitals.@*Results@#The competency level of new nurses in Guangzhou tertiary hospitals was 333.53±46.96. The scores of standardized training level were 131.43±23.20. The scores of training management level, training content level and nurses′ belief level were 28.30±5.49, 59.07±14.80, 44.06±2.91. Competency level was positively correlated with standardized training level and each dimension with statistical significance (r=0.099-0.132, P<0.05).@*Conclusions@#The post competence of new nurses in Guangzhou tertiary hospitals is at the middle level, and the post competence of new nurses is positively correlated with the level of standardized training. Improving the level of standardized training of new nurses is helpful to enhance the post competence of new nurses. The level of standardized training management, management content and nurse belief can improve the post competence of new nurses.
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PURPOSE: This study aimed to investigate the correlation between death anxiety, terminal care stress, and job satisfaction of new nurses, as well as to identify factors affecting job satisfaction using descriptive correlations.METHODS: This study included 143 new nurses who had 3 to 12 months of experience in terminal care. Data were collected from January to February 2018, and were analyzed using descriptive statistics, t-test, ANOVA, Scheffé́ test, Pearson's correlation coefficient, and hierarchical regression analysis.RESULTS: There was a negative correlation between job satisfaction and terminal care stress (r=−.170, p=.043), while death anxiety and terminal care stress were positively correlated (r=.284, p=.001). The following findings demonstrated a significant effect on job satisfaction: lesser the clinical career experience, the lower the job load causing death anxiety and terminal care stress, and the higher the job satisfaction. Furthermore, the explanatory power of these factors was 15.1%.CONCLUSION: To assist new nurses within three months of joining in clinical adaptation, it is necessary to provide them with appropriate knowledge regarding terminal care through training, and with counseling opportunities for the psychological burdens they experience while caring for dying patients.
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Humans , Anxiety , Counseling , Job Satisfaction , Terminal CareABSTRACT
PURPOSE: The purpose of this study was to determine whether appreciative inquiry (AI) is an effective intervention for increasing the positive psychological capital and organizational commitment of new nurses.METHOD: The study used a nonequivalent control group pretest-posttest design. The participants were 60 new nurses in a tertiary hospital in Seoul. The experimental group received 2 classes of AI education and in-unit AI activities. The control group received the existing education program.RESULTS: There was no statistically significant difference in the positive psychological capital and organizational commitment between the experimental group and the control group over time. Satisfaction with the AI education scored 3.69, which was higher than the average. The reason why the experimental group members were satisfied with the program was that AI education helped them to adapt and the in-unit AI activities made staff more cooperative and the atmosphere of the unit more positive.CONCLUSION: When applying AI activities to new nurses to promote positive psychological capital and organizational commitment, it is necessary to provide a workshop in which the participants can fully concentrate on education and to extend the period of use to one year in order to maintain the effect of AI activities.
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Atmosphere , Education , Methods , Seoul , Tertiary Care CentersABSTRACT
Objective To describe the post competency level and standardized training of new nurses in Guangzhou tertiary hospitals, and to explore the correlation between them. Methods By using the questionnaire method, 525 new nurses from 8 tertiary hospitals in Guangzhou were surveyed in June 2016 by convenience sampling, using the general information questionnaire, nursing competency questionnaire and standardized training status questionnaire of new nurses in Guangzhou tertiary hospitals. Results The competency level of new nurses in Guangzhou tertiary hospitals was 333.53 ± 46.96. The scores of standardized training level were 131.43±23.20. The scores of training management level, training content level and nurses′belief level were 28.30 ± 5.49, 59.07 ± 14.80, 44.06 ± 2.91. Competency level was positively correlated with standardized training level and each dimension with statistical significance (r=0.099-0.132, P<0.05). Conclusions The post competence of new nurses in Guangzhou tertiary hospitals is at the middle level, and the post competence of new nurses is positively correlated with the level of standardized training. Improving the level of standardized training of new nurses is helpful to enhance the post competence of new nurses. The level of standardized training management, management content and nurse belief can improve the post competence of new nurses.
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Objective To investigate the impact of new nurses′transformation shock, general self-efficacy and work adjustment, analyze the impact of new nurses′ transformation shock and general self efficacy on their work adjustment. Methods Using the method of convenient sampling, 258 new entry nurses in 5 grade a affiliated hospitals of a medical university were selected as the research subjects. The general data questionnaire, the new entry nurse transition shock scale, the general self-efficacy scale and the work adaptation scale were used to investigate. Results The total score of the new nurses′transformation impact was (104.89 ± 15.73) points, the items were evenly divided into (3.88 ± 0.71) points, the total score of self efficacy was (25.72 ± 3.54) points, the items were equally divided into 2.57 and 0.35 points, and the total score of work adjustment was (61.92 ± 8.72), and the items were equally (3.87 ± 0.51). The score of transformation attack of new nurses was negatively correlated with work adjustment score (r=-0.297, P<0.01), and self efficacy score was positively correlated with work adjustment score (r=0.201, P<0.01). The 2 dimensions of new nurses′education, the impact of transformation, social culture and development, knowledge and skills, and self-efficacy are the main influencing factors of work adjustment (t=-3.212-7.602, P<0.01). Conclusions Reducing the transformation shock of new nurses and improving the level of self-efficacy can improve the job adaptation of new entry nurses and ensure the quality of clinical nursing service.
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Objective To describe the characteristics of nursing competence and self efficacy of new nurses in a tumor hospital and to explore the correlative relationship between them. Methods By convenience sampling method, a total of 303 new nurses who were employed in 2013 to 2015 from a tumor hospital were recruited in the study. A self-designed demographic questionnaire, the nursing competence scale (NCS) and the general self-efficacy scale (GSES) were used. Results The average score of nursing competence of new nurses was (83.80 ± 10.35) points. Among the six dimensions of nursing competence, the interpersonal relation competence had the highest score of (86.74 ± 10.55) points, while the nursing process applying competence had the lowest score of (81.41 ± 11.02) points. The level of nursing competence and each dimensions were positively related with self-efficacy (r=0.443-0.557, P<0.01). Conclusions The level of nursing competence of new nurses in a tumor hospital is good, but the nursing process applying competence, critical patient care competence and the health education competence were still insufficient, so it is necessary to take corresponding measures to improve the overall quality of new nurses. Self efficacy can effectively predict the nursing competence of new nurses. The hospital can improve the nursing competence by intervene the self efficacy of new nurses, in order to improve the clinical nursing quality and promote the development of nursing.
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Objective To preliminarily develop a scale to measure the proactive socialization behavior of new nurses and test validity and reliability of the scale, to explore the impact of proactive socialization behavior on turnover intention. Methods Using a questionnaire survey method to investigate 696 new nurses who had worked within three years in nursing organization, structural equation model and hierarchical line regression methods were performed to analyze the data. Results Proactive socialization behavior scale included eight items under one dimension;the consistency coefficient of scale was 0.858;new scale had a good convergent and predictive validity;the proactive socialization behavior of new nurses was significantly negative related to turnover intention (β=-0.236,P<0.01). Conclusions The proactive socialization behavior scale has a good reliability, convergent and predictive validity. Meanwhile, new nurses with higher level of proactive socialization behavior have lower turnover intention. Because they can quickly fit the new environment, role definition and organizational culture, which in turn organization embeddedness is promoted.
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Objective To build an efficient, scientific system for full-period personnel cultivation of new nurses in Chinese medicine hospitals. Methods This article used Fink curriculum model as the research method; used Broome′s classification theory of teaching goal as the theoretical guidance; used 'the training outline for new nurse (trying out)' issued by national health and family planning commission, the book 'the core competencies of nursing for traditional Chinese medicine', and cored competencies of nurses as the framework; used Delphi method and Analytic hierarchy process as research tools, so as to help the establishment of system for full-period personnel cultivation of new nurses in Chinese medicine hospitals. Results The preliminary exploration of system for full-period personnel cultivation of new nurses in Chinese medicine hospitals based on Fink curriculum, to make the system became more scientific, reasonable and comprehensive. Conclusions The system for full-period personnel cultivation of new nurses in Chinese medicine hospitals is feasible and creative, it can help to motivate the implementation of 'the training outline for new nurse (trying out)', to improve the quality of the nursing talents, to fasten the construction of nursing talents, to promote the development of nursing career.
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Objective To describe the characteristics of nursing competence and self efficacy of new nurses in a tumor hospital and to explore the correlative relationship between them. Methods By convenience sampling method, a total of 303 new nurses who were employed in 2013 to 2015 from a tumor hospital were recruited in the study. A self-designed demographic questionnaire, the nursing competence scale (NCS) and the general self-efficacy scale (GSES) were used. Results The average score of nursing competence of new nurses was (83.80 ± 10.35) points. Among the six dimensions of nursing competence, the interpersonal relation competence had the highest score of (86.74 ± 10.55) points, while the nursing process applying competence had the lowest score of (81.41 ± 11.02) points. The level of nursing competence and each dimensions were positively related with self-efficacy (r=0.443-0.557, P<0.01). Conclusions The level of nursing competence of new nurses in a tumor hospital is good, but the nursing process applying competence, critical patient care competence and the health education competence were still insufficient, so it is necessary to take corresponding measures to improve the overall quality of new nurses. Self efficacy can effectively predict the nursing competence of new nurses. The hospital can improve the nursing competence by intervene the self efficacy of new nurses, in order to improve the clinical nursing quality and promote the development of nursing.
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Objective To evaluate the teaching effects of micro-lecture based on the wechat platform in new nurses'training in operating rooms.Methods Fifteen new nurses in the operating room in July 2014 were selected as observation group,and thirteen new nurses in July 2013 were selected as control group.The multimedia-aided teaching mode was applied in the two groups,while micro-lecture based on the we-chat platform was implemented in the observation group.The theory and operating skills between two groups were evaluated by examination, and a random inquiry about satisfaction with new nurses was directed on surgeon and seniors nurses.Resulsts 100% of the nurses in obser-vation group accepted and preferred wechat in continuing education.The new nurses’performance in theory and skill test in the observation group was significantly higher than that of the control group (t =2.901,P =0.011;t =2.225,P =0.029).In addition,the surgeon’s and seniors nurses’satisfaction with new nurses in the observation group was significantly higher than that of the control group (Z =6.425,P =0.011).Conclusion Micro-lecture based on the wechat platform can motivate nurses’learning enthusiasm and positivity,and effectively improve their theoretical knowledge and professional skills.
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Objective Through the introduction and implementation of the tutor system to explore nursing practice of cultivating and management methods in operating room. Methods The theoretical knowledge,operation ability,comprehensive ability,and quality of work and so on before and after the implementation of tutor system for new nurse training were compared. Results Tutor system has obviously im-proved the comprehensive quality of new nurses,such as the interpersonal and communication skills and the ability to analyze and solve prob-lem independently. Conclusion The tutor system is beneficial to the interaction between teachers and students,thus enhancing the profes-sional identity of the operating room nurses,reducing the loss of the specialized nursing talents,improving the quality of nursing and setting up a new adapted teacher-and-students mode for teaching and training in the operating room. So it is worthy of extending application.
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Objective To develop national norms of nursing soft skills, and provide a basis for the evaluation of the nursing soft skills for new nurses.Methods With the stratified cluster sampling, 2816 new nurses were choosed from across China, and nursing soft skills evaluation scale was used to investigate.The general descriptive statistics, reliability analysis and confirmatory factor analysis of sample data were done.Results Developed the total national norms of nursing soft skills for new nurses ( the total soft skills was 150.31 ± 15.47,interpersonal skills was 28.28 ± 3.75, organizational management was 33.74 ± 4.10, self-management was 37.50 ±4.58 ,career sentiment was 28.10 ±3.52 ,cognitive kills was 22.70 ±3.11 ) and established a T-rough and percentiles-rough score conversion tables.The level of nursing soft skills of new nurses was divided into five levels: T-score ＜ 30 was poor for the soft skill, T-score at the 30 to 39 for the somewhat less, T-score at the 40 to 59 for the general level, T-score at 60 to 69 for good,T-score ≥ 70 for the best.Conclusion These norms can be used as evaluating standards of nursing soft skills for new nurses.
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PURPOSE: The study was done to identify turnover intention in new nurses according to characteristics of the nurses and other factors affecting turnover and to provide data to set up a strategy to reduce the turnover. METHODS: Data were collected from 1,077 new nurses who had less than 12 months employment experience and worked in one of 188 hospitals. Eight research instruments were used. Data analysis was done using SPSS WIN 15.0 program. RESULTS: Several factors influence new nurse turnover intention. The average score for turnover intention was 2.12. The scores for subscales were self efficacy, 3.76, nursing performance, 3.90, job satisfaction, 2.09, organization commitment, 1.28, stress, 1.32, burnout, 2.82 and nursing organizational culture, 3.29. Turnover intention was related to self efficacy, nursing performance, job satisfaction, organization commitment, stress, burnout, nursing organizational culture, duration of in-class training, duration of on the job training, number of hospital beds, length of employment and duration of employment in current workplace. The predicting factors for turnover intention were burnout, stress, duration of employment in the current workplace, self efficacy and nursing performance. Those factors explained 51.6% of turnover intention. CONCLUSION: New nurse turnover intention can be reduced by mitigating the factors affecting this intention.
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Adult , Female , Humans , Young Adult , Attitude of Health Personnel , Burnout, Professional , Intention , Job Satisfaction , Nursing Staff, Hospital/psychology , Organizational Culture , Personnel Turnover , Self Efficacy , Stress, Psychological , WorkloadABSTRACT
The purpose of this study was to examine the effect of preceptorship on On the Job Training of new nurses. The research design was a retrospective survey and one group pre-post test design. The subjects were 49 entry nurses and 49 preceptors. The data were collected from Feburary 1, 1998 to December 1, 1998. One questionnair applied in this study consisted of general characteristics, the responses of new entry nurses and their preceptors and their qualities. The other questionnair consisted of job satisfaction of new entry nurses and preceptors and their competencies. The data were analyzed for frequencies, mean score, standard deviation, t-test, and ANOVA. The results of the study were as follows: 1) Preceptees's responses were that the nurses' affiliation of unit, cooperation of other nurses, and competencies of nursing skills improved after OJT applied preceptorship. 2) Preceptors's answers were that preceptor- ship had a positive effect on their continuing education. 3) While preceptees's job satisfaction scores were high in interaction, administration, and organization, they were low in autonomy and pay. 4) Pre-competency scores were the same as post-competency scores. 5) After preceptorship, preceptors responded that their nursing skill & communication competency increased, but their nursing administration competency decreased. 6) Finally, preceptorship's other effects were as follows: 1. Checklists for preceptee education at the nursing unit were developed separately. 2. It was proved that 'preceptor interview note' was effective on manage preceptorship. 3. We obtained duty overlap periods; medical- surgical units-1 month, 5 ICU-2 months, operation room-3 months. 4. We prepared a preceptor program based on the study results.