Résumé
Objective:To investigate the current situation and correlation between organizational climate perception, professional identity, self-disclosure and transformation impact of new nurses in oncology department, and explore the chain mediating effect between organizational climate perception and professional identity between self-disclosure and transformation shock, so as to provide basis for further formulating the intervention plan of transformation impact.Methods:This study was a cross-sectional survey. From August 2021 to April 2022, a total of 252 newly graduated nurses in oncology department from nine Class ⅢGrade A hospitals in Henan Province were selected as the research objects by the convenient sampling method. General Information Questionnaire, Transformation of New Nurses Impact Evaluation Questionnaire, Distress Disclosure Index, Nursing Organization Climate Perception Scale, Professional Identity Scale were used for survey. Pearson correlation analysis was performed, and AMOS26.0 software was used to build a chain intermediary model, and the model was tested by Bootstrap method.Results:The total score of the transformation impact of new nurses in the oncology department was (96.51 ± 13.04); the total score of the Distress Disclosure Index was (33.84 ± 7.18); the total score of Nursing Organizational Climate Perception Scale was (99.16 ± 12.97); the total score of the Professional Identity Scale was (91.23 ± 19.92). Self-disclosure, organizational climate perception and professional identity were negatively correlated with transformation impact ( r = - 0.743, - 0.684, -0.631, all P<0.05). The indirect effect of self-disclosure on transformation impact was true, and the total indirect effect was 0.435. The specific mediating effect of nursing organizational climate perception accounted for 51.5% (22.4/43.5) of the total indirect effect and that of professional identity 15.9%(6.9/43.5) of the total indirect effect. The organizational climate and professional identity accounted for 32.4%(14.1/43.5) of the total indirect effects. Conclusions:Self-disclosure, organizational climate perception and professional identity of new nurses in oncology department was negatively correlated with transformation impact. Self-disclosure is positively correlated with organizational climate perception and professional identity, organizational climate perception and professional identity play a chain mediating effect between self-disclosure and transformation impact. It is suggested that managers should adopt positive and effective self-disclosure intervention programs and develop relevant training programs to improve the organizational climate perception and professional identity level of new nurses in oncology department, so as to reduce their transformation impact.
Résumé
Objective@#To evaluate the effect on communication and listening ability of newly graduated nurses while outpatient guidence training.@*Method@#According to the ratio of 1:1, a total of 102 new nurses who were recruited from 2015 to 2016 and met the criteria were divided into observation group and the control group by envelope method. Nurses in the two groups were rotated into the guiding post and clinical department, and all nurses participated in the training for 12 months. Evaluated the communication and listening ability of the two groups nurses before and after the training.@*Results@#After the training, the total scores of communication and listening ability of nurses were 93.36±9.00 and 78.66±7.26 respectively in observation group, 86.84±9.67, 71.38±8.48 respectively in control group, the differences between the two groups were significant(t=3.61, 4.60, all P=0.00). After the training, correlation analysis showed that communication ability of observation group nurses was correlated with age, only-child and nursing professional attitude in the general situation factors (r=0.20-0.24, P<0.05).@*Conclusions@#The rotational training of guidance post can significantly improve the communication and listening abilities of nurses, and it will be helpful to the future career path of these nurses. Through training, we can understand the main factors that affect the communication and listening ability of nurses by the two training methods, and provide useful reference for future training.
Résumé
Objective To evaluate the effect on communication and listening ability of newly graduated nurses while outpatient guidence training. Method According to the ratio of 1:1, a total of 102 new nurses who were recruited from 2015 to 2016 and met the criteria were divided into observation group and the control group by envelope method. Nurses in the two groups were rotated into the guiding post and clinical department, and all nurses participated in the training for 12 months. Evaluated the communication and listening ability of the two groups nurses before and after the training. Results After the training, the total scores of communication and listening ability of nurses were 93.36±9.00 and 78.66± 7.26 respectively in observation group, 86.84 ± 9.67, 71.38 ± 8.48 respectively in control group, the differences between the two groups were significant(t=3.61, 4.60, all P=0.00). After the training, correlation analysis showed that communication ability of observation group nurses was correlated with age, only-child and nursing professional attitude in the general situation factors (r=0.20-0.24, P<0.05). Conclusions The rotational training of guidance post can significantly improve the communication and listening abilities of nurses, and it will be helpful to the future career path of these nurses. Through training, we can understand the main factors that affect the communication and listening ability of nurses by the two training methods, and provide useful reference for future training.
Résumé
A grade three general hospital in Beijing has carried out a pilot project of standardized training for newly recruited nurses since 2013.The two-stage training system of general training and training in the form of rotation training has been established,and the multi dimension evaluation system of students' self-test,OSCE,the test of graduation,and the teaching and management mechanism of teacher team construction and quality control of teaching process have also been established.The standardized training of new entry nurses can promote the level of nursing teaching and clinical nursing in hospitals,but the related work has just started,and its operation mode and process monitoring still need to be constantly improved.
Résumé
Objective To investigate the effect of Williams life skills training (WLST) on self-efficacy. Methods Sixty-eight newly contracted nurses during March to May 2014 in our hospital were assigned in the control group , and another sixty-eight newly-contracted nurses during March to May 2015 in our hospital in the intervention group. After the implementation of Williams life skills training, the two groups were compared in terms of transition impact and self-efficacy using the transition impact scale and general self-efficacy scale (GSES). Result After the intervention, the scores on transition impact as well as its dimensions in the intervention group were significantly lower than those of the control group (P<0.05) and the scores on self-efficacy as well as its dimensions in the intervention group were significantly higher than those of the control group (P<0.05). Conclusion WLST can be effective in the intervention on the newly-graduated nurses and it can effectively improve the extent of transition impact as well as their self-efficacy levels.