New graduate nurses' satisfaction, adaptation and intention to leave in their first year: A descriptive study

Abstract

Aim To determine the factors affecting the professional and institutional satisfaction of new graduate nurses in their first year of work, their adaptation process and their intentions of leaving the nursing profession. Background The number of new graduates has been increasing in the global labour force, yet a significant proportion of them have left their profession. The first year in the nursing profession is particularly stressful and challenging for new graduate nurses. Methods The study was conducted at four hospitals with 428 new graduate nurses who were in the first years of their careers. Results The nurses’ mean score, out of ten, was 5.52 points for job satisfaction and 5.16 points for satisfaction with their institution. Of them, 47.7% had difficulties adapting to nursing, and 53.5% had issues adapting to their jobs. Of them, 42.5% had considered leaving nursing, and 50.9% planned to leave their institutions. Conclusions New graduates that perceive high workload, poor communication with patients and families or team members or inadequate skills and knowledge are more likely to consider turnover or leaving the profession. Implication for Nursing Management New graduates suggested that better cooperation and teamwork, participation in decisions, consideration of requests for placement in a specific department, fair distribution of duties and shifts and in‐unit professional development opportunities would all improve the work environment and decrease risk of turnover.

Nurse‐physician collaboration, intention to leave job, and professional commitment among new graduate nurses

“…In this study, the mean age of NGNs was 23.4 years, and about three-quarters of them were 24 years old or younger. Studies with a sample of new graduates in Turkey reported that the mean age was approximately 23 years, 10,32 and more than half of them were between the years of 21 and 24. 33 NGNs in this study were reported as younger than studies in United States, 4 South Korea, 5 Canada, 11 and Finland.…”

“…In a study conducted in Turkey by Ulupinar and Aydogan, approximately 43% of NGNs reported intentions to leave the profession. 32 The turnover score of NGNs was reported in Canada 11 and South Korea, 44 as 2.47 and 3.24 out of 5, respectively. Medium to high turnover intention among NGNs is considered a major concern in healthcare systems because of reflecting the near future turnover rate.…”

An Innovative Workforce Initiative to Support New Graduate Nurses: Clinical Nurse Transition Coaches

“…The program purpose was to enhance clinical competence and reduce turnover, yet nurse leaders know that NGN continued to struggle. NGNs report that high workload, inadequate skills and knowledge, and stress from patient, family, and team communication contribute to turnover 6 . NGN stay when they feel supported by other nursing staff and valued by members of the team and have the ability to contribute to the team 7 …”

“…NGNs report that high workload, inadequate skills and knowledge, and stress from patient, family, and team communication contribute to turnover. 6 NGN stay when they feel supported by other nursing staff and valued by members of the team and have the ability to contribute to the team. 7 The Evolution of NGN Transition Into Practice…”

Can We Predict Turnover Intention in Nursing Students? An Exploration of the Relationship Between Resilience, Burnout and Their Relationship with Future Turnover Intention

“…Ulupınar & Aydogan [39] found that 42.5% (n=428) of new graduate nurses in the rst years of their career had considered leaving nursing. In Sweden, 10-20% of fresh graduates have considered leaving the profession [15].…”