Newly Licensed Nurses’ Experiences in Rotational Training Programs in Japan

Abstract

This article describes the experiences of newly licensed nurses in rotational training programs that lasted longer than 6 months. A qualitative descriptive design was chosen for this study. Six newly licensed nurses were interviewed individually. Transcripts of interviews were coded for each incident and sorted to identify clusters of codes. Findings indicated that newly licensed nurses experienced both the benefits and the disadvantages of this training system. They benefited from extended learning through various experiences. However, they also experienced stress and lacked a sense of fulfillment because of the short term of each rotation. Nurses who are in charge of staff development should attempt to minimize the negative effects and maximize the positive effects to improve the clinical competency of nurses.

An integrative review of rural and remote nursing graduate programmes and experiences of nursing graduates

“…Increasing the number of new graduate nurses is one strategy to manage the predicted shortage (El Haddad et al, 2012;Gregg, Shigematsu, Hayashi, Kono, & Yoshida, 2011;Koh, 2013;Kowalski & Cross, 2010;Wu, Fox, Stokes, & Adam, 2012). However, there is evidence that an increasing number of new graduate nurses are leaving the profession within the first year of employment (Parker, Giles, Lantry, & McMillan, 2012).…”

Transition support for the newly licensed nurse: a programme that made a difference

“…2004, Duchscher & Cowin 2004, Halfer & Graf 2006, McKenna & Newton 2008, Scott et al. 2008, Morrow 2009, Gregg et al. 2011).…”

“…Within these environments, a new nurse may experience difficulty as they transition into the professional caring role. The transition phase for newly licensed RNs is a costly and time intensive venture for organizations that is recognized as a challenge in the international literature (del Bueno 2005, Li & Kenward 2006, Spector & Li 2007, Burns & Poster 2008, McKenna & Newton 2008, Adlamk et al 2009, El-Jardali et al 2009, Morrow 2009, Gregg et al 2011. Nurse managers are in an important position and well suited to provide opportunities that support the new RNs through this transition period.…”

“…Nurse managers are in a position to develop strategies to alleviate the transition shock and retain newly licensed RNs. The most recent literature describes transition shock as: multifaceted, inclusive of misunderstood perceptions of practice and adjustment, and difficulty in appreciating differences among generational cohorts and mixed emotions (Duchscher 2001, Casey et al 2004, Duchscher & Cowin 2004, Halfer & Graf 2006, McKenna & Newton 2008, Scott et al 2008, Morrow 2009, Gregg et al 2011. Transition shock also seems to contribute to retention challenges that exacerbate the extraordinary resources of time, personnel and money devoted to orient the newly licensed RN (Halfer & Graf 2006, Scott et al 2008, Rondeau et al 2009).…”

“…Other supportive strategies have been described in the international literature. Examples of the efforts have been noted in Canada, Japan, Lebanon and New Zealand that strengthen undergraduate education, address workplace incivility, improve the working conditions and enhance compensation (Adlamk et al 2009, El-Jardali et al 2009, Spence-Laschinger et al 2009, Gregg et al 2011. No single solution or strategy has been identified as the best way to approach transition and support development for the newly licensed nurse.…”