Investigating Reasons Of Nurses’ Requests For Leaving Their Institution In An Educational Research Hospital

Koçaşlı, Sema; Aktaş, Dilek; Avci, Keziban

doi:10.5222/head.2017.127

Cited by 2 publications

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“…The present study showed that heavy workload and overtime, which are indicators of a Negative work environment , played an important role in the decision of young nurses to leave the organization. These findings are consistent with those reported in previous studies conducted in Canada (Dasgupta 2014), India (Hayward et al 2016), Turkey (Kocaşlı et al 2017) and Iran (Valizadeh et al 2016). The increase in both patient care burden and the workload of nurses due to the extension of their roles is one of the most important problems in the world experienced in relation to their work environments (RNAO 2017).…”

Section: Discussionsupporting

confidence: 92%

Why do young nurses leave their organization? A qualitative descriptive study

Çamveren

Yürümezoğlu

Kocaman

2020

International Nursing Review

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Background: Nurse turnover is a major problem all over the world. It is known that young nurses who constitute the new nurse labour force are more likely to leave their organization, especially in their first year. However, qualitative studies that approach the problem from the perspective of young nurses and focus on the reasons for their decision to leave their organization are limited. Aim: To understand the reasons for young nurses' leaving their organization and determine their experiences, focusing on their point of view. Methods: The study had a descriptive qualitative design and was conducted between January and February 2019. Purposeful sampling was used, and the sample included 15 nurses that voluntarily decided to leave a university hospital in Turkey and agreed to participate in the study. Data were collected with semi-structured interviews, and the interviews were audio-recorded. The data obtained from the interviews were evaluated by content analysis. Findings: The young nurses' reasons for leaving their organization were found to be in three categories: the Negative work environment, Nursing shortage, and Unsatisfied individual expectations. The Negative work environment category included the subcategories of lack of professional solidarity, lack of support from managers, inadequacy of preceptorship process, and horizontal violence. The Nursing shortage category consisted of the subcategories of excessive workload and overtime. The category of Unsatisfied individual expectations comprised the subcategories of work-social life imbalance, availability of alternative options, and family-related reasons. Conclusion and implications for nursing policy: It was determined that the young nurses left their organization because they did not receive sufficient support from their managers and colleagues during the transition period. This finding shows that nurse executives must have the managerial skills and understanding to regulate the work environment, increase peer support, and carefully plan each stage of the transition process for the retention of young nurses in their organization. In addition, nurse executives should encourage and be involved with policy making and policymakers and other managers in their organizations to develop institutional and national strategies to ensure that young nurses remain in nursing.

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Section: Discussionsupporting

confidence: 92%

Why do young nurses leave their organization? A qualitative descriptive study

Çamveren

Yürümezoğlu

Kocaman

2020

International Nursing Review

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“…Another important element that plays a role in the shortage of nurses is the fact that newly graduated nurses handle the problems of the transition process ineffectively, causing them to quit the profession sooner than would be expected (Koçaşlı et al, 2016). It is especially important to identify the problems experienced in this process so that new nurses can successfully overcome the obstacles.…”

Section: Introductionmentioning

confidence: 99%

Development and psychometric testing of the Reality Shock Scale for newly graduated nurses

Yıldız

Ergün

2021

Journal of Advanced Nursing

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Aim: This study aimed to develop and psychometrically test a Reality Shock Scale for newly graduated nurses. Design: An instrument development and validation study.Method: A four-phase structure was used: (1) determining the conceptual foundation (2) creating the items, (3) preliminary evaluation of items and (4) refining the scale and evaluating psychometric properties. The scale was evaluated in terms of content and construct validity. To assess its reliability, the scale was tested for internal consistency and a test-retest approach was applied. The psychometric characteristics of the scale were tested with 1310 newly graduated nurses working in different positions at 19 hospitals. Data were collected over the period January 2018-July 2019.Results: Prior to the creation of the scale items, a scan of the literature was carried out, after which individual face-to-face, semi-structured in-depth interviews were held with the newly graduated nurses. The scale's Content Validity Index was 0.97.A 47-item scale containing four subdomains (Relations and Cooperation, Professional Knowledge, Responsibilities, Performance) was developed as a result of the analyses; the scale explained 48.4% of total variance. The confirmatory factor analysis confirmed the scale's four-factor construct. Cronbach's α was calculated as .95 for the overall scale. Conclusion:The Reality Shock Scale that was developed is a valid and reliable measure that can be used to determine the extent to which newly graduated nurses experience reality shock. Impact:The developed tool makes it possible to determine the reality shock experienced by newly graduated nurses and influencing factors. Thus, educational institutions as well as health institutions have the means to develop policies to prevent reality shock experienced among newly graduated nurses.

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Investigating Reasons Of Nurses’ Requests For Leaving Their Institution In An Educational Research Hospital

Cited by 2 publications

References 0 publications

Why do young nurses leave their organization? A qualitative descriptive study

Why do young nurses leave their organization? A qualitative descriptive study

Development and psychometric testing of the Reality Shock Scale for newly graduated nurses

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