New Nurses' Experience of Turnover: A Qualitative Meta-Synthesis

Abstract

The aim of this research was to identify, appraise and synthesize available evidence exploring new nurses' experiences of turnover. Methods: The qualitative meta-synthesis method suggested by Thomas and Harden was used. Qualitative research articles considered for inclusion in the review were identified through an extensive search of relevant literature in scientific databases. Data were extracted from the aforementioned articles, and qualitative research findings were pooled according to Thomas and Harden's review process. This process involved the categorization of findings according to similarity of meaning and aggregation of these sub-themes to produce a comprehensive set of synthesized themes. Results: A total of 4 research articles met the inclusion criteria and were included in the review. The review process resulted in 30 sub-themes that were aggregated into 10 themes: ineffective education; overwhelming work; personal maltreatment by doctors, career nurses, patients and caregivers; lack of professional vision; suffering; fear; loss of confidence; isolation; cynical reaction to turnover; new beginning and growth. Conclusion: These findings illuminated the necessity of educational, organizational, emotional and social support for new nurses to help them accomplish their developmental tasks during their transition, as well as the need for this support to continue even after the turnover.

Impact of workplace bullying and resilience on new nurses' turnover intention in tertiary hospitals

“…Workplace bullying has been found to increase turnover intention in a study targeting all nurses rather than only new nurses (Kim & Park, 2016; Lee et al, 2013a). However, although workplace bullying is more frequent among new nurses, it has only been suggested as a cause of turnover in a qualitative study (Kim et al, 2020; Lee et al, 2013b). While social attention and efforts to reduce workplace bullying are urgent, it is also necessary to check the effect on the turnover intention of new nurses.…”

Development of a Patient Safety Simulation Program for New Nurses in the Intensive Care Unit

“…실제로 신규간호사의 환자안전사건 발생률은 경력 간호사보 다 크게는 3배 가까이 높다고 보고된다 [10]. 환자안전사건을 경험한 신규간호사는 전문가로서의 자신감을 상실하고, 환자 들에게 죄책감을 느끼며, 동료들의 질타를 두려워하여 결국에 는 이직을 고려한다 [11,12] [19]. 뿐만 아니라 시뮬레이션 교육은 간호대학생과 임상간호사의 지식 [17], 의사소통능력 [20], 문제해결능력 [20], 임상수행능력 [21] 향상에 효과적인 교육 방법으로 보고되고 있다.…”

Quality of clinical nursing education for new graduate nurses: A concept analysis with a hybrid model

“…반면, 국내 신규간호사 임상간호교육에서 표준화된 형식을 갖 춘 12개월간의 체계적인 교육프로그램을 운영하는 기관은 드물며 [1], 신규간호사의 독립적 업무수행 전에 제공되는 현장교육 중 하나인 프리셉터십을 중심으로 운영되고 있다 [10]. 그러나 프리셉 터십을 위한 체계적인 지원이 제공되지 않는 경우 프리셉터의 업 무 부담, 프리셉터의 잦은 변경 등으로 인해 효과적인 프리셉터십 운영이 어려운 경우가 많다 [11,12]. 신규간호사들은 본인의 미숙 함과 부족한 역량으로 감당하기 힘든 업무와 비효과적인 교육과 같은 요인으로 이직을 고려하기 때문에 [12], 신규간호사가 1년간 전문직 간호사로 전환하는 과정을 다각적으로 지원하는 체계적인 임상간호교육이 필요하다.…”