Relationship between transition shock, resilience, career calling, and retention intention among new nurses: a moderated mediation model.

IF 3.1 2区 医学 Q1 NURSING
Dinuo Xin, Wanling Li, Wenjuan Zhu, Min Li, Na Xu, Lihong Yue, Liping Cui, Ying Wang
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Abstract

Background: Nurse shortage has become an ongoing and urgent problem worldwide. The high turnover rate of new nurses, who are the primary backup personnel for the nursing force, exacerbates the possibility of this situation. Transition shock has been demonstrated to be critical in influencing new nurses' retention intention. However, the mechanisms underlying this impact remain unclear.

Objectives: This study aims to explore transition shock's effect mechanism on retention intention among new nurses, and to clarify the career calling's mediating role and the resilience's moderating role in this relationship.

Methods: This is a multicenter cross-sectional study. From January 28 to February 20, 2024, an online questionnaire survey was administered among 739 new nurses from 11 hospitals in Shanxi Province, China, using convenience sampling. The survey included a demographic information questionnaire, the Transition Shock of Newly Graduated Nurses Scale, the Medical Staff Resilience Scale, the Career Calling Scale, and the Nurses' Intention to Stay Scale. The data were analyzed using descriptive analysis, Pearson correlation analysis, and the PROCESS Macro Model 4 and 7 for the regression.

Results: Transition shock was significantly negatively correlated with retention intention (p < 0.001). Career calling played a partial mediating role between transition shock and retention intention, accounting for 63.53% of the total effect. Further, resilience moderated transition shock's effect on career calling; thereby, a moderated mediation model was developed.

Conclusions: Transition shock reduces retention intention by decreasing new nurses' levels of career calling, while resilience moderates this mechanism. Nursing managers can adopt measures to increase retention intention among new nurses by reducing their transition shock and enhancing their career calling education and resilience training.

Trial and protocol registration: This study was registered with the Chinese Clinical Trial Registry ( http://www.chictr.org/cn/ ) under the following ID: ChiCTR2400080373.

新护士的过渡冲击、心理弹性、职业召唤和留任意愿的关系:一个有调节的中介模型。
背景:护士短缺已成为世界范围内一个持续而紧迫的问题。作为护理部队的主要后备人员,新护士的高流动率加剧了这种情况的可能性。过渡冲击已被证明是关键的影响新护士的保留意愿。然而,这种影响背后的机制仍不清楚。目的:本研究旨在探讨过渡冲击对新护士留任意愿的影响机制,并阐明职业召唤在这一关系中的中介作用和心理弹性的调节作用。方法:这是一项多中心横断面研究。于2024年1月28日至2月20日,对山西省11家医院的739名新护士采用方便抽样方式进行在线问卷调查。调查内容包括人口统计信息问卷、新毕业护士转型冲击量表、医务人员弹性量表、职业召唤量表和护士留任意向量表。采用描述性分析、Pearson相关分析和PROCESS Macro模型4和7进行回归分析。结论:过渡冲击通过降低新护士的职业召唤水平来降低留任意向,而弹性调节了这一机制。护理管理者可以采取措施,降低新护士的过渡冲击,加强职业召唤教育和弹性培训,提高新护士的留任意愿。试验和方案注册:本研究在中国临床试验注册中心(http://www.chictr.org/cn/)注册,ID: ChiCTR2400080373。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
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来源期刊
BMC Nursing
BMC Nursing Nursing-General Nursing
CiteScore
3.90
自引率
6.20%
发文量
317
审稿时长
30 weeks
期刊介绍: BMC Nursing is an open access, peer-reviewed journal that considers articles on all aspects of nursing research, training, education and practice.
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