Influences of New Nurese-Preceptor Exchange Relationship, on Resilience and Organizational Socialization among New Nurses: Mediating Effect of Resilience

Jin, Kim Su; Park, HyeJa

doi:10.22251/jlcci.2019.19.3.1025

Cited by 3 publications

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“…When examined by subdomain, professional respect was the highest, followed by affect, loyalty, and contribution. These results are consistent with a study conducted with new nurses as participants [ 29 ]. The reason for the high level of professional respect is that new nurses recognize the expertise of preceptors as they encounter their extensive nursing knowledge and clinical skills in the clinical setting, leading to mutual understanding and strong communication.…”

Section: Discussionsupporting

confidence: 93%

Section: Discussionsupporting

confidence: 92%

“…The participants’ exchange relationship with the preceptor had an average score of 3.56 out of 4. This was similar to the findings of a study that assessed the exchange relationship with preceptors among new nurses using the same tool [ 29 ]. In this study, the nurses and the preceptors had at least moderate levels of exchange relationships.…”

Section: Discussionsupporting

confidence: 88%

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Mediating Influences of the Exchange Relationship with a Preceptor on the Relationship between Burnout and Job Retention Intention among New Nurses in Korea

Kim,

Yang

2023

Healthcare

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The main factor in the turnover of new nurses in Korea is burnout, and a high turnover rate can lead to discontinuation in the nursing profession, due to failure to adapt to the organization. This study aimed to examine the mediating influences of an exchange relationship with the preceptor on the relationship between burnout and job retention intention among new nurses in Korea. Data were collected from 210 new nurses in three general hospitals from 2 May to 30 June 2023. The following statistical analysis were conducted: t-test, ANOVA, the Scheffé test, Pearson’s correlation coefficient analysis, and Hayes Process Macro Model 4 (to test the mediating effect). Burnout was negatively associated with job retention intention (r = −0.54, p < 0.001) and the exchange relationship with the preceptor (r = −0.29, p = 0.001). The exchange relationship with the preceptor was positively associated with job retention intention (r = 0.38, p < 0.001). Furthermore, the mediation analysis indicated that the exchange relationship with the preceptor mediated the relationship between burnout and job retention intention. According to the results, the impact of burnout on the job retention intention was mediated by the exchange relationship with the preceptor. Therefore, to increase the job retention intention of new nurses, developing programs to enhance the exchange relationship with the preceptor are recommended.

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Section: Discussionsupporting

confidence: 93%

Section: Discussionsupporting

confidence: 92%

Section: Discussionsupporting

confidence: 88%

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Mediating Influences of the Exchange Relationship with a Preceptor on the Relationship between Burnout and Job Retention Intention among New Nurses in Korea

Kim,

Yang

2023

Healthcare

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“…In Korea, previous studies on the clinical competence of new nurses include predictors of clinical competence in new graduate nurses [7], the relationship between clinical competence and field adaptation [10], the effect of a practical work-oriented education program on the ability of newly recruited nurses in execution of clinical competency [11], the relationship between critical thinking disposition and clinical competence [12], etc. Related studies on career adaptability are as follows: factors related to organizational socialization of new nurses [6], influence of workplace bullying and resilience on organizational socialization [13], resilience and organizational socialization [14], professional self-concept and organizational socialization [15], and the effect of a new nurse-preceptor exchange relationship on organizational socialization [16]. Moreover, clinical competence and degree of organizational socialization were studied in relation to the communication style of preceptors [17] and teaching style of preceptors [18].…”

Section: Introductionmentioning

confidence: 99%

The Effect of New Nurses’ Clinical Competence on Career Adaptation

Lee¹,

Lee²

2019

Preprint

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14Background 15 New nurses need a certain period of time to adapt to the organization due to a lack of clinical 16 competence, and also immaturity in social skill. The purpose of this study was to evaluate the effects 17 of new nurses' clinical competence on career adaptation in order to use the results as basic information 18 for developing education programs to improve their adaptability in clinical practice. 19 20 Method 21 This study employed a descriptive survey to investigate the clinical competence and the career 22 adaptability of new nurses working in a general hospital. The study subjects were 61 new nurses with 23 less than one year of work experience and data was collected from June, 2018 to July, 2019. Data was 24 analyzed using frequency analysis, descriptive statistics, t-test, ANOVA, Pearson's correlation 25 coefficients, and multiple regression analysis.26 27 Results 28On average, the study subjects have worked for 11.33±1.51 months. In this study, the average clinical 29 competence of new nurses was 2.21±0.61, and career adaptability was 3.00±0.39. The clinical 30 competence of new nurses was positively correlated with career adaptability (r=.453, p<.001). Among 31 the sub-categories of clinical competence, developing professional and legal implementation were 32 found to affect career adaptability (t=2.24, p=.030). 33 34 Conclusion 35The clinical competence of the new nurses was shown to positively affect their career adaptability, and 36 it was confirmed that developing professional and legal implementation in the subcategories of clinical 37 competence affected the career adaptability of the new nurses. Thus, it is necessary to establish a 3 38 program that provides support for new nurses to enable them to build professional identities that they 39 can be proud of. 40 41 Introduction 58 With the recent advances in medical technology and the improvement of people's living and 59 educational standards, interest in quality medical services, as well as demand for high quality 60 nursing care, have increased. Accordingly, nurses must acquire sufficient medical knowledge 61 and competent skills [1]. However, new nurses are facing many challenges in the fast-paced 62 hospital environment while also experiencing high stress and maladjustment [2]. 63 New nurses are those who have graduated from a nursing college in Korea and obtained a 64 nurse's license with working experience of less than 12 months after being employed in a 65 medical institution [3]. New nurses face a lot of stress in their clinical careers after their first 66 year of graduation as they have to deal with the gap between high expectations and reality in 67 the following aspects: their practical skills; demand for knowledge and skills required for 68 nursing work; three-shift working environment; increased responsibility for nursing behavior; 69 subtle interpersonal relationships with colleagues; and formation of interpersonal relationships 70 with patients and caregivers [4, 5]. In addition, new nurses need a certain period o...

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“…자아탄력성, 소명의식, 팀워크역량이 높을수록 [6], 직무만족, 조직몰입이 높을수록 [7], 직무착근도가 높을수록 [8] 이다 [11]. 리더-구성원 교환관계가 높을수록 조직몰입과 간호 업무성과가 높았으며 [12], 구성원들 간의 정서적 유대감과 리 더에 대한 존경심이 높은 것으로 나타났다 [11]. 국외에서 선행 된 연구를 보면 리더-구성원 교환관계가 높을수록 간호사의 이 직의도가 낮았다 [13].…”

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The Influence of Leader-Member Exchange Relationship, Perceived Organizational Support, and Work-Life Balance on Tertiary Hospital Nurses’ Retention Intention

Yoon¹,

Park²

2023

J Korean Acad Fundam Nurs

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Purpose: This descriptive survey-based study was conducted to understand the influence of leader-member exchange, perceived organizational support, and work-life balance on retention intention, with the ultimate aim of increasing retention intention among nurses.Methods: Data were collected from 150 nurses with more than 6 months of experience at a tertiary general hospital with 700 beds in Seoul, Korea. The collected data were analyzed using SPSS version 28.0. Hierarchical multiple regression analysis was performed to identify factors influencing retention intention.Results: Job satisfaction (β=.28, p<.001) and the work and growth factor (β=.39, p<.001) had significant influences on the intention to stay. These factors accounted for approximately 49% of the variance in retention intention.Conclusion: In this study, variables that can affect the retention intention of hospital nurses were identified, and the work and growth factor, which is a component of work-life balance, was found to affect retention intention. It is necessary to develop a competency development program that can foster the development of professional nurses and a system that can apply the program in practice.

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Influences of New Nurese-Preceptor Exchange Relationship, on Resilience and Organizational Socialization among New Nurses: Mediating Effect of Resilience

Cited by 3 publications

References 0 publications

Mediating Influences of the Exchange Relationship with a Preceptor on the Relationship between Burnout and Job Retention Intention among New Nurses in Korea

Mediating Influences of the Exchange Relationship with a Preceptor on the Relationship between Burnout and Job Retention Intention among New Nurses in Korea

The Effect of New Nurses’ Clinical Competence on Career Adaptation

The Influence of Leader-Member Exchange Relationship, Perceived Organizational Support, and Work-Life Balance on Tertiary Hospital Nurses’ Retention Intention

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