Transition Shock Research Articles

Grounding Your "Flight Risk" Newly Licensed Nurses.

Transition into practice is plagued by personal, work, and patient-related stress leading to burnout and turnover of newly licensed nurses. Leaders must recognize transition shock and moral distress and act immediately. Nursing professional development practitioners at a healthcare organization in Illinois developed the "Flight Risk" Program to recognize, address, and escalate turnover risks as a leadership team. This resulted in retaining 47% of identified "flight risks" and contributed over $3.9 million in cost avoidance.

Effect of Transition Shock on Intention to Stay in Newly Graduated Nurses : The Mediating Effect of Positive Psychological Capital

Purpose : This study was conducted to identify the relationship between transition shock and intention to stay among newly graduated nurses and the mediating effect of positive psychological capital. Methods: This was a cross-sectional study that included a total of 155 newly graduated nurses at one hospital, recruited from June to September 2023. The data were analyzed using SPSS 27.0 and SPSS PROCESS macro model 4. Results: There were significant relationships between transition shock and intention to stay (r=-.47, <i>p</i> ＜.001), transition shock and positive psychological capital (r=-.64, <i>p</i> ＜.001), and positive psychological capital and intention to stay (r=.51, <i>p</i> ＜.001). Positive psychological capital showed a mediating effect in the relationship between transition shock and intention to stay among newly graduated nurses.Conclusion: These results indicated that transition shock directly affected newly graduated nurses’ intention to stay, indirectly affecting it through positive psychological capital. Therefore, programs and strategies to reduce transition shock and increase positive psychological capital are needed in order to improve newly graduated nurses’ intention to stay.

The Impact of Transitional Shock on Newer Nurses in a Contemporary Healthcare Environment.

The aim of this study was to understand newer nurses' perception and expectations of their work environment, professional and institutional satisfaction, and motivating/decision-making factors around nursing and intent to leave their positions. Studies have shown newly graduated nurses face many challenges transitioning from a student to an independently practicing nurse. The COVID pandemic complicated this transition and created new stressors resulting in discouragement and turnover for newer nurses. This study used a qualitative approach through purposive sampling, semistructured qualitative interviews, and content analytic techniques. Transitional Shock Theory was used as the theoretical framework. Four themes emerged from the study: 1) confronting the reality; 2) betrayal/mistrust; 3) relational integrity; and 4) enablers of clinical competence. The findings will help nurse leaders understand the importance of organizational-level supports to improve the transition of newer nurses in typical periods and in times of additional stress.

Influence of Grit, Nursing Practive Readiness, Clinical Practice Transitional Shock, Professinal Self-concept of Nursing Students

Influence of Grit, Nursing Practive Readiness, Clinical Practice Transitional Shock, Professinal Self-concept of Nursing Students

Relationship between work readiness, transition shock, and job competency among new nurses in oncology hospitals - A longitudinal study based on a latent growth model

BackgroundNursing job competency is critical for talent development both globally and in China, relating to work readiness and transition shock. Previous studies, which have typically relied on average measurements at fixed time points, have not provided comprehensive longitudinal insights. AimThis study aimed to investigate the developmental trajectories of transition shock in new nurses at oncology specialty hospitals. Furthermore, we sought to explore the longitudinal mediating role of transition shock in the relationship between work readiness and the development of nursing job competency. DesignLongitudinal follow-up study. MethodsWe conducted three follow-up surveys over 8 months using the Work Readiness Scale, the Transition Shock Scale, and the Nursing Job Competency Scale to assess 252 novice nurses at two high-volume oncology centers. The surveys were conducted at 0, 4, and 8 months, with demographic information collected during the first survey. Data were analyzed using R 4.1.2 and Mplus 8.0. Results(1) Over the 8-month period, transition shock exhibited a linear decrease. Notably, nurses with a higher initial transition shock experienced a slower rate of decline. (2) There were positive correlations between work readiness and nursing job competency at all three measurement points. Conversely, transition shock was negatively correlated with both work readiness and nursing job competency. (3) Transition shock functioned as a longitudinal mediator in the relationship between work readiness and nursing job competency. ConclusionThis study clarified the longitudinal mediating role of transition shock in the relationship between work readiness and job competency in oncology settings. Targeted interventions are necessary to mitigate excessive transition shock, thereby improving the nursing job competency of new nurses in oncology hospitals. Registration23/313-4055.

Exploring a pilot alcohol and other drug (AOD) nurse practitioner mentoring program: Empirical research mixed methods: A pilot nurse practitioner mentoring program.

To explore the effectiveness and acceptability of a pilot mentoring program for alcohol and other drug (AOD) nurse practitioners (also known globally as addiction nurse practitioners). Mixed method evaluation. Two-phase evaluation comprising survey (demographics, pre- and post-program perceived competency and confidence) with 15 participants completing the pre survey and 10 participants completing the post survey, and qualitative interviews after the program with 10 participants. The quantitative results indicate statistically significant increases in some domains of perceived competence and confidence in treatment. Qualitative findings indicate that participants valued peer support and mentoring from experienced nurse practitioners. Where formal residency or internship programs for nurse practitioners do not exist, informal mentoring programs may address issues inherent in nurse practitioner transition that may impact retention. We recommend further exploration of mentoring programs with larger sample sizes to determine if self-reported clinical improvements are noted. Nurse practitioners are a vital part of the healthcare system; their advanced skills and knowledge place them in an ideal position to address prescriber shortages and access to care for populations underserved by healthcare. However, literature indicates that they are often underutilised, and transition to autonomous practice remains a challenge. Our exploration of a pilot mentoring program for nurse practitioners shows that their knowledge and perceived skills are high, yet peer assistance is valued in transitioning from advanced practice registered nurse to autonomous nurse practitioner. We recommend further trialling and evaluation of nurse practitioner mentoring programs to both increase supply of nurse practitioners and provide greater access to quality healthcare for underserved populations. What problem did the study address? The ability of nurse practitioners to offer advanced practice interventions such as diagnosis and medication management potentially provides a solution to healthcare resource shortages. However, current literature indicates that advanced nurses transitioning to nurse practitioner roles suffer transition shock, leading to burnout and poor retention. What were the main findings? Although this pilot mentoring program shows significant improvements in survey responses on confidence and capability, qualitative data shows that neophyte nurse practitioners value peer support and mentoring from more experienced practitioners. Participants described maintaining ongoing connections with both mentors and fellow mentees, which aided transition to the role of autonomous nurse practitioner. Where and on whom will the research have an impact? The results of this pilot mentoring program indicate that there is benefit to these programs for neophyte nurse practitioners in many specialties. This paper indicates that mentoring programs for nurse practitioners may provide a community of practice and may have a positive impact on transition shock. Good Reporting of a Mixed Methods Study (GRAMMS) checklist. No patient or public contribution.

Shocks in the warm neutral medium. II. Origin of neutral carbon at high pressure

Ultraviolet lines of neutral carbon observed in absorption in the local diffuse interstellar medium (ISM) have long revealed that a substantial fraction of the mass of the gas lies at a thermal pressure one to three orders of magnitude above that of the bulk of the ISM. In this paper, we propose that this enigmatic component originates from shocks propagating at intermediate ($V_S > 30$ and high velocities ($V_S in the warm neutral medium (WNM). Shock waves irradiated by the standard interstellar radiation field (ISRF) are modelled using the Paris-Durham shock code designed to follow the dynamical, thermal, and chemical evolutions of shocks with velocities up to 500 Each observed line of sight is decomposed into a high-pressure component and a low-pressure component. The column density of carbon at high pressure is confronted with the model predictions to derive the number of shocks along the line of sight and their total dissipation rate. Phase transition shocks spontaneously lead to the presence of high-pressure gas in the diffuse ISM and are found to naturally produce neutral carbon with excitation conditions and line widths in remarkable agreement with the observations. The amounts of neutral carbon at high pressure detected over a sample of 89 lines of sight imply a dissipation rate of mechanical energy with a median of sim $3 and a dispersion of about a factor of three. This distribution of the dissipation rate weakly depends on the detailed characteristics of shocks as long as they propagate at velocities between 30 and 200 in a medium with a pre-shock density of $ and a transverse magnetic field of $B_0 3$ mu G. We not only show that this solution is consistent with a scenario of shocks driven by supernova remnants (SNRs) but also that this scenario is in fact unavoidable. Any line of sight in the observational sample is bound to intercept SNRs, which are mostly distributed in the spiral arms of the Milky Way and expanding in the diffuse ionised and neutral phases of the Galaxy. Surprisingly, the range of dissipation rate derived here, in events that probably drive turbulence in the WNM, is found to be comparable to the distribution of the kinetic energy transfer rate of the turbulent cascade derived from the observations of CO in the cold neutral medium (CNM). This work reveals a possible direct tracer of the mechanisms by which mechanical energy is injected into the ISM. It also suggests that a still unknown connection exists between the amount of energy dissipated during the injection process in the WNM and that used to feed interstellar turbulence and the turbulent cascade observed in the CNM.

The mediating effect of job embeddedness on the nursing work environment and transition shock among new nurses: A cross-sectional study

AimsThis study aims to investigate the status of transition shock and test the mediating effect of job embeddedness on the nursing work environment and transition shock among new nurses. BackgroundTransition shock, primarily experienced during the first two years of employment, manifests itself as an unsettling or discordant experience among new nurses, which is caused by the gap between theoretical learning and clinical practice. DesignThis is a cross-sectional survey study, following the STROBE guidelines. MethodsA cross-sectional study was conducted among 435 new nurses from November to December 2022 in Hunan Province, China. The participants were recruited to complete a sociodemographic information questionnaire and rank 3 standardized scales of transition shock (Cronbach's alpha = 0.918), job embeddedness (Cronbach's alpha = 0.890) and nursing work environment (Cronbach's alpha = 0.946). Then, the data were analysed by SPSS 26.0 and mediation testing was performed using Hayes’ PROCESS macro (Model 4). A p value of < 0.05 was deemed statistically significant. ResultsThe mean score with standard deviation of the transition shock scale in new nurses was 88.86 (22.50). The place of origin, working months and weekly working hours were the significant sociodemographic factors that affected the transition shock score in new nurses. Transition shock was found to be negatively related to both job embeddedness (r = −0.468, p < 0.001) and nursing work environment (r = −0.416, p < 0.001), while job embeddedness mediated the relationship between transition shock and nursing work environment (R2 = 0.262, F = 30.455, p < 0.001). ConclusionsNew nurses from rural areas and with longer weekly working hours are more prone to transition shock. Those with 6–12 months of employment experience more pronounced transition shock than those with less than 6 months. In addition, the nursing work environment can not only directly influence transition shock for new nurses but also indirectly influence it through job embeddedness. These findings provide a basis for hospitals to develop strategies to effectively address transition shock in new nurses and ultimately solve the nursing shortage issue.

TRANSITION SHOCK EXPERIENCED BY NEW NURSES: AN EXAMPLE FROM TURKEY

This research was carried out to determine the transition shock to the profession in nurses. This descriptive study was conducted with 221 nurses who started to work in university hospitals in eastern Turkey between March and April 2022. Data were collected using the Introductory Information Form, and the Nursing Transition Shock Scale (NTSS). The mean score of the (NTSS) in Nursing was found to be 2.65±0.75 (moderate). The multiple linear regression model demonstrated that there was a statistically significant relationship between choosing the nursing department willingly, having an internship, receiving in-service training at the start of the profession, being self-confident in applying the knowledge and skills required by the nursing profession, having the communication skills required by the nursing profession and experiencing stress in transition from student role to profession and NTSS mean scores, and showed that these variables explained 20.7% of the total variance. In the study, it was found that the transition shock scores of the nurses were moderate. The research provides a perspective to nursing educators and managers in terms of showing the transition shock experienced by nurses who have just started to work and the factors affecting it.

Does transition theory matter? A descriptive study of a transition program in Australia based on Duchscher’s Stages of Transition Theory and Transition Shock Model.

Objective: Explore the impact of transition program policy directives grounded in foundational elements of transition theory. Background: Within fast-track health service environments nurse leaders remain committed to improving transition programs that support wellbeing and retain new graduate nurses. Duchscher’s Stages of Transition Theory and Transition Shock model was the framework chosen by the health service nurse leaders to implement in the clinical environment, however, implementing elements can be problematic without sufficient support and clear policy directives. Study Design and methods: Descriptive study using multiple methods in one major national health service that incorporates a number of private (eight) and public (four) hospitals across Australia. Online surveys were distributed to new graduate nurses at one, five and eleven months into the initial transition year. The survey tool was a synthesised adaptation of the Professional Role Transition Risk Assessment Instrument and Professional and Graduate Capability Framework. At the end of the transition year telephone interviews were conducted with the Nurse Managers who were responsible for implementing transition programs policies and processes. Resulting data were summarised using descriptive statistics for quantitative data and a thematic analysis for qualitative data. Results: 158 new graduate nurses returned the online survey and eight Nurse Managers participated in the telephone interviews. As a whole the new graduate registered nurses described feeling accepted during their transition and expressed feeling comfortable when approaching senior staff. They managed challenges of shift work and took time for self-care. The clear majority (88%) of participants reported no plans to leave the profession. Nurse Managers were able, in most clinical areas, to apply transition program policy and directives and enable the implementation of Duchscher’s Stages of Transition as the framework for the transition support initiatives. Retention of new graduates on their wards at the end of the program was determined to be a positive outcome for Nurse Managers. Discussion: A carefully structured Graduate Nurse Transition Program founded on sound theoretically grounded ideology alongside integrated policy directives guided the Nurse Managers implementation of Duchscher’s Stages of Transition Theory and Transition Shock model into practice. Additionally, a dedicated Graduate Nurse Coordinator role with a manageable ratio of graduate nurses was an important component included in the transition program at each participating hospital as it facilitated support of both graduates and Nurse Managers. These positions should be costed into any Graduate Nurse Transition Program. An interesting finding was the consistency in smaller units that were unable to provide or mobilise preceptors for the required allocated mirrored shifts and it was felt this workload management issue impacted the success of graduate transition nurse programs on those units. Conclusions: Implementing policy directives grounded in foundational elements of Duchscher’s Stages of Transition theory and Transition Shock model delivered consistent experiences for new graduate nurses across one major health service that incorporates a number of hospitals across Australia. Data suggested some practical challenges to program implementation for Nurse Managers, including unit/ward size, staffing, and varying levels of understanding of preceptor roles. Implications for research, policy, practice: Introducing formal policy directives that are grounded in strong theoretical frameworks of professional role transition, agreed to and funded by health service nurse leaders are important in guiding a consistent approach across health services in the implementation of evidence-based Graduate Nurse Transition Programs. What is already known about the topic? Duchscher’s foundational research on the Stages of Transition theory and Transition Shock model is applied to inform Graduate Nurse Transition Programs on an international level. There is a current workforce shortage within Australia and internationally. The importance of retention of newly graduated nurses has become a focus for health care services implementing supportive transition programs to prevent new graduates from leaving the profession in the first year. What this paper adds The inclusion of specific policy directives based on Duchscher’s Stages of Transition theory and Transition Shock model provides clear direction to Nurse Managers related to the required implementation steps and time frames to be met during the transition year. Additional Graduate Nurse Coordinator positions, with a manageable ratio of New Graduate Registered Nurses (NGRNs), are important supports for both graduates and Nursing Managers to meet policy directives. Additional positions should be costed within transition programs. Provides additional evidence that well supported newly graduated nurses are likely to remain within the health service.

Exploring the first-time transition to parenthood in mainland China: a qualitative study on the experiences of fathers and mothers using the transition shock model.

The transition to parenthood, which is influenced a lot by local parenting culture, is a dramatic stress for both men and women. Chinese social and cultural contexts form specific parental culture, shaping the unique experience of transition to parenthood. However, the understanding of the transition to parenthood in mainland China is limited. Additionally, few qualitative studies explored the transition to parenthood from both dyadic perspectives. To explore the first-time transition to parenthood experience among mothers and fathers in mainland China during pregnancy, and compare the similarities and differences between their experiences in this transition period. A descriptive qualitative study was conducted with 36 parents, including 18 primiparous women and their husbands. Data were analyzed by directed content analysis guided by the Transition Shock Model. The interview texts were first analyzed at individual levels and subsequently at the couple level to identify dyadic themes. Five themes and thirteen sub-themes emerged from the data analysis, including role integration, health risk, dilemma of preparation, protective isolation, and multi-dimensional expectation. Unexpectedly, the experiences and perspectives of mothers and fathers regarding the transition to parenthood were found to be similar, with the exception of the sub-theme extra-care requirement. The findings shed light on the complex emotional journey and expectations of parents, as well as the challenges they face in terms of physical well-being, limited coping resources, and restricted social connections. Notably, fathers in China often shared the stress of the whole process during the transition period alongside mothers but often lacked accessible avenues for seeking and receiving support. These findings underscore the importance of actively involving fathers as a key support population in perinatal care, as well as the need for comprehensive support systems and tailored interventions to enhance the well-being and adaptation of parents.

The Effects of Nursing Students’ Practice Transition Shock, Resilience, and Professional Self-concept on Career Identity

Objectives: The purpose of this study was to examine of practice transition shock, resilience, and professional self-concept of nursing students and factors affecting career identity. Methods: The subjects of this study were 142 nursing students attending two universities in G city. Data collection was conducted from September 15 to September 30, 2023. Data were analyzed using independent t-test, ANOVA, Pearson’s correlation and multiple regression analysis with SPSS 27.0 program. Results: Career identity was significantly positively correlated with resilience (r = 0.79, p &lt; 0.001) and professional self-concept (r = 0.85, p &lt; 0.001), and significantly inversely correlated with practice transition shock (r = -0.86, p &lt; 0.001). Factor affecting career identity for nursing students were practice transition shock (β = -0.45, p &lt; 0.001), major satisfaction level (β = 0.23, p = 0.001), resilience (β = 0.14, p = 0.039). It showed an explanatory power of 83.1%. Conclusions: The results of this study show the development of programs of major satisfaction, mitigate practice transition shock, and enhance resilience were required to improve career identity among nursing students.

Predicting New Graduate Nurses’ Retention during Transition Using Decision Tree Methods: A Longitudinal Study

Background. Although retaining new nurses is imperative for the future of the nursing profession, it remains a challenging task in the healthcare industry. Understanding the career journey of new graduates as they transition from students to nurses is vital. However, longitudinal studies investigating the factors influencing retention during this period are lacking. Aim. The aim of this study is to identify the influencing factors and develop a longitudinal prediction model for new graduate nurse retention. Methods. A secondary data analysis was conducted using the New Nurse e-Cohort Study dataset from two survey periods, November–December 2020 and February–March 2022. The participants were categorized into either retention or turnover groups based on their turnover experiences. A decision tree based on classification and regression tree (CART) analysis was utilized. Results. Of the total 586 participants, 463 (79%) were in the retention group. The CART model highlighted that new nurses’ retention was significantly associated with younger age, higher readiness for practice (clinical problem-solving) during the nursing program, lower transition shock (such as confusion in professional values, loss of social support, and conflicts between theory and practice), and a higher person-environment fit (person-job fit). The predictive accuracy of the CART model was 79.7%. Conclusion. To retain new nurses, nursing educators and hospital managers should collaborate to prepare nursing students for actual practice, offer support during organizational socialization, and foster healthy professional values for competence in the workplace. Implications for Nursing Management. Transforming the educational strategies of nursing programs and hospital management policies is imperative to ultimately enhance the retention of new graduate nurses.

Career adaptability among new oncology nurses: A longitudinal exploration.

This study aims to explore the longitudinal predictive effect of self-awareness on career adaptability in new nurses at a tumor specialty hospital and the mediating mechanisms of work readiness and transition shock. Career adaptability is crucial for the personal development of nurses and also intricately linked to the retention rates among newcomers in oncology nursing. Inadequate career adaptability contributes to higher turnover, which in turn exacerbates the shortage of qualified nursing personnel in this field. There is a pressing need for dedicated research and interventions that support new nurses, especially in specialized areas like oncology, to promote their well-being and career advancement. Comprehending these challenges is essential for devising effective strategies that will retain nursing talent and ensure the sustainability of a robust healthcare workforce. Longitudinal data from four follow-up surveys were collected from 248 new clinical nurses at the National Cancer Center/National Clinical Research Center for Cancer/Cancer Hospital, Chinese Academy of Medical Sciences, and Peking Union Medical College. Mediation analyses using R 4.1.2 were conducted to examine the pathways between self-awareness, work readiness, transition shock, and career adaptability. Self-awareness not only directly predicts career adaptability but also influences it through the bidirectional and chained mediating pathways of work readiness and transition shock. These findings equip nursing managers with flexible strategies to foster and enhance nurses' career adaptability, providing targeted support as nurses assimilate into their clinical roles. This not only strengthens workforce stability but also mitigates turnover, ultimately reinforcing the healthcare workforce.

Health characteristics and factors associated with transition shock in newly graduated registered nurses: a latent class analysis

BackgroundTransition shock occurs at a vulnerable time in newly graduated registered nurses’ careers and has a clear impact on both newly graduated registered nurses’ productivity and patient recovery outcomes. Identifying classification features of transition shock and targeting interventions to support newly graduated registered nurses is imperative. The study aimed to explore potential transition shock subgroups of newly graduated registered nurses and further explore the impact of population characteristics and two indices of health on transition shock.MethodsA descriptive, cross-sectional design was conducted. An online questionnaire was sent via WeChat to newly graduated registered nurses who started work in 2021 at seven hospitals between August and November 2021, and 331 nurses filled out the questionnaire. Latent class analysis was used to identify the potential class of the transition shock of newly graduated registered nurses, and multinomial logistic regression analyses were used to determine the factors of potential classification.ResultsThe study identified four classes of transition shock in newly graduated registered nurses, namely, “high transition shock”, “physical fatigue-lack of knowledge”, “development adaptation” and “low transition shock-worry” groups. Newly graduated registered nurses who urinated less than 4 times per day (OR = 0.051, 95% CI = 0.005–0.502) were likely to be in the “high transition shock” group. Newly graduated registered nurses who did not delay urination (OR = 4.267, 95% CI = 1.162–11.236) were more likely to belong to the “low transition shock-worry” group. Newly graduated registered nurses without sleep disturbance were more likely to be in the “physical fatigue - lack of knowledge” (OR = 3.109, 95% CI = 1.283–7.532), “development adaptation” (OR = 8.183, 95% CI = 2.447–27.066), and “low transition shock-worry” (OR = 8.749, 95% CI = 1.619–47.288) groups than in the ‘high transition shock’ group.ConclusionsThis study highlights potential patterns of transition shock among newly graduated registered nurses. Two indices of health, namely, delayed urination and sleep disturbance, can predict the subgroups of newly graduated registered nurses with transition shock.

Experimental study on the heat flux of transitional shock wave–boundary layer interaction at Mach 6

The shock wave–boundary layer interaction (SWBLI) phenomenon was investigated experimentally to explore the heat flux distribution characteristics of SWBLIs under different boundary layer flow regimes and the influence/mechanism of different transition positions on peak heat flux of SWBLI. Experiments were conducted in a flow of Mach number 6. The shock generator deflected the flow by 20 °, 22 °, 25 ° and 30 ° resulting in an oblique shock impinging on a flat plate. The rough elements with different heights were arranged to achieve different transition positions. The influence of the relative position of transition and interference zone on the peak heat flux and its physical mechanism are revealed. The results demonstrated that the transitional SWBLI has a higher peak heat flux than the turbulent SWBLI, however the overshoot phenomenon is not reflected in the peak pressure. The increment of heat flux peak in transitional SWBLI is related to the relative positions of transition and interference zones. The increment of heat flux peak of transitional SWBLI compared to turbulent SWBLI can reach 25.5–38.9% and 51.9–65.1% when transition approaches the separation zone and reattachment zone, respectively. This overshoot phenomenon is caused by the streamwise vortex in transitional and so-called laminar SWBLIs, which enhances the energy exchange in the boundary layer and leads to an increase in heat flux. However, in the turbulent SWBLI, the energy mixing in the boundary layer is not significantly enhanced due to the breakup of the large scale streamwise vortex into turbulent small-scale structure.

간호사의 COVID-19 대유행기 전환충격과 간호전문직자부심의 관계에서 회복탄력성의 매개효과

This study aimed to explore the mediating effect of resilience in the relationship between transition shock and nursing professional pride among nurses working at hospital during the COVID-19 pandemic. Participants included 167 nurses. Data were collected from September to October, 2022 using self-reported questionnaires. Data were analyzed using descriptive statistics, t-test, ANOVA, Scheffe’s test, Pearson’s correlation coefficient, multiple regression, A mediation analysis was performed according to the Baron and Kenny method. and Sobel test. There are significant relationships between nursing professional pride and transition shock(r=-.30, p&lt;.001), nursing professional pride and resilience(r=.35, p&lt;.001), and resilience and trasition shock(r=-.29, p&lt;.001). Resilience showed partial mediating effects in the relationship between transition shock and nursing professional pride. Thus, it is required to develop interventions to improve nursing professional pride and to strengthen resilience. It is necessary also to prepare programs and strategies to reduce nurses’ transition shock.

Transition shock, future time perspective, professional self-concept, and professional identity among nursing interns: A cross-sectional study

BackgroundTransition shock is prevalent among nursing interns. Future time perspective helps nursing interns learn and work more effectively and improve their problem-solving skills. Professional self-concept and professional identity play an important central and driving role in nursing interns' career choices and career development. However, the mechanism by which future time perspective, professional self-concept and professional identity are linked to transition shock among nursing interns remains unknown. ObjectivesWe assess the degree of transition shock experienced by nursing interns and investigate the connections among transition shock, future-focused viewpoint, professional identity, and professional self-concept. DesignA descriptive, cross-sectional design was conducted. SettingEight hospitals in Hunan Province, China were included in the study. ParticipantsNursing interns at the studied hospital participated in the study. MethodsA total of 1090 nursing interns [929 female, 161 male] were recruited from eight hospitals. Data on transition shock, future time perspective, professional self-concept and professional identity among nursing interns were collected using questionnaires from 30 May to June 15, 2022. ResultsOn a 4-point rating scale, the participants' felt transition shock had a mean overall score of 2.39 (SD = 0.52). The dimension with the highest score was overwhelming workload (mean = 2.74, SD = 0.58), while the dimension with the lowest score was incongruity between work and personal life (mean = 2.16, SD = 0.70).Professional identity was statistically significantly correlated with transition shock (r = −0.198, p < 0.01). The preferred level of nursing (β = 0.354, p < 00.01), professional self-concept (β = 0.226, p < 00.01), professional identity (β = −0.2576, p < 00.01) and future time perspective (β = 0.119, p < 00.01) were predictors of transition shock. ConclusionsThe development of nursing interns’ sense of professional identity and future time perspective should be enhanced during both the education phase and clinical placement to help nursing interns overcome the experience of transition shock.

Novice nurses' transition shock and professional identity: The chain mediating roles of self-efficacy and resilience.

The aim of this study was to explore the association between transition shocks and professional identity and the mediating roles of self-efficacy and resilience among Chinese novice nurses. Novice nurses experience transition shock when they start their careers, which might lead to decreased professional identity and ultimately turnover. By contrast, self-efficacy and resilience are excellent psychological resources that may be associated with higher professional identity. It is unclear how transition shock affects professional identity by influencing these two internal resources. A cross-sectional survey. The STROBE guidelines were followed to report this study. Convenience sampling was used to recruit participants, and 252 novice nurses completed the Transition Shock of Novice Nurses Scale, the Professional Identity Assessment Scale, the General Self-Efficacy Scale and the Connor-Davidson Resilience Scale between April 2022 and May 2022. Influencing factors were primarily identified using independent-sample t-tests and a one-way ANOVA. Structural equation modelling was used to detect the mediating effects of self-efficacy and resilience. Differences in novice nurses' levels of professional identity were found across age groups, hospitals and departments. Transition shock was negatively related to professional identity. Self-efficacy and resilience mediated the complete chain relationship between transition shock and professional identity. To our knowledge, this study is the first to explore the mediating effect of self-efficacy and resilience on transition shock and professional identity. Higher transition shock may lead to lower professional identity by reducing self-efficacy and resilience. Nursing managers ought to emphasise the significant role of psychological resources in the work adaptation process of novice nurses. It may be more effective to improve professional identity and maintain the stability of the health care system. Nursing administrators working at seven preselected hospitals actively assisted us in the process of collecting self-report questionnaires from novice nurses, such as by booking appointments and providing access for questionnaire administration. In addition, the participants were actively involved in the data collection process.

New Graduate Nurse Transition into Rural Home: A Case Study.

The global shortage of nurses and high attrition rates for newly graduated nurses along with the shifting demand for home care has created a critical need for retention strategies that address the specific challenges of rural settings. The effectiveness of structured transition or mentoring programs are primarily studied in acute care settings, making it difficult to translate to the unique context of rural home care nursing. The complexities of the independent nature of home care nursing practice and limited resources to address transition shock make it difficult to successfully transition newly graduated nurses to rural home care. A case study supports mentorship facilitation as a readily available, effective strategy that can overcome the challenges of rural home care settings. A comparative analysis will link Duchscher's (2008) transition shock theory to mentorship as an effective strategy for supporting NGNs' transition in home care nursing. Recommendations offer rural care leaders practical strategies bundled with mentorship to optimize the successful transition and retention of newly graduated nurses in their workplaces.