低年资护士转型冲击现状及相关因素：横断面研究

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Abstract

Aim

To analyze junior nurses’ transition shock status and its associated factors.

Background

When nurses experience transition shock, turnover intentions followed by turnover behavior are likely, which is unfavorable for the stable development of nursing teams.

Methods

Using convenience sampling 1,148 Chinese junior nurses were recruited. Those recruited completed a demographic questionnaire, and the Head Nurses’ Humanistic Care Behavior for Nurses, Feedback-Seeking Behavior, and Transition Shock of Nurses scales. Data and associated factors of transition shock were analyzed using SPSS, and univariate and multivariate analyses, respectively.

Results

Head nurses’ humanistic care behavior and nurses’ feedback-seeking behavior were significantly and negatively correlated with junior nurses’ transition shock (mean score: 2.87 ± 0.85). Income satisfaction, head nurses’ humanistic care behavior, night shift frequency, and educational background entered the regression equation.

Conclusions

Transition shock exists not only in new nurses, but also in junior nurses with ≤ 5 years’ service. Those dissatisfied with their income, have frequent night shifts and higher education backgrounds have higher levels of transition shock.

Implications for Nursing Management

Head nurses need to reduce transition shock of nurses with ≤ 5 years’ service by integrating humanistic care into nursing management and creating a friendly environment to stimulate feedback-seeking behavior.

摘要翻译（仅供参考）

目的

分析低年资护士的转型冲击状态及其相关因素。

研究背景

当护士出现转型冲击时，很可能出现离职意向和离职行为，这对护理队伍的稳定发展是不利的。

研究方法

采用方便抽样的方法，招募了1,148名中国低年资护士。被招募者填写了人口统计学问卷，以及护士长对护士的人文关怀行为、寻求反馈行为和护士的过渡期冲击量表。使用SPSS对数据和过渡期冲击的相关因素进行分析，并分别进行单变量和多变量分析。

结果

护士长的人文关怀行为和护士的反馈寻求行为与低年资护士的过渡期冲击显著负相关（平均得分：2.87 ± 0.85）。收入满意度、护士长的人文关怀行为、夜班频率和教育背景进入回归方程。

结论

过渡期冲击不仅存在于新护士中，而且也存在于工作年限≤5年的低年资护士中。对收入不满意、经常上夜班和教育背景较高的人有较高的过渡期冲击水平。

对护理管理的启示

护士长需要将人文关怀融入到护理管理中，创造一个友好的环境来刺激寻求反馈的行为，从而减少工龄≤5年的护士的转型冲击。

原文链接：https://doi.org/10.1111/jonm.13543

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