The effects of a preceptorship program on newcomer nurses’ turnover intention, commitment and job satisfaction: Quasi-experimental study

Abstract

AimThe aim of the present study was to examine the effect of an organizational socialization model-based preceptorship program on the organizational outcomes of newcomer nurses. BackgroundPreceptorship programs need to be strengthened to ensure the organizational socialization of newcomer nurses. DesignThis study was conducted with a one group pretest-posttest design. MethodsThe sample consist of newcomer nurses from the university hospital of İzmir (N = 56) in Turkey. Data were collected using scales on turnover intention, professional and organizational commitment and job satisfaction. The dependent t-test was used for data analyses. ResultsThe newcomer nurses’ intention to leave their unit and profession, organizational and professional continuance commitment, professional normative commitment and job satisfaction levels were similar at the end of the one-year preceptorship program compared with the baseline (p > .05). It was also determined that the participants’ intention to leave the organization increased (t = −4.153, p < .001), while their affective (t = 4.443, p < .001) and normative commitment to the organization (t = 3.443, p < .001) and their professional affective commitment decreased (t = 7.390, p < .001) by the end of the program. ConclusionsThe organizational socialization model has the potential to be used as an effective framework to improve the organizational outcomes of new graduate nurses. Although organizational socialization meets some dimensions of institutional and professional needs of newcomer nurses in the first year, there is still a need to use different strategies and enrich organizational socialization to support their adaptation process.