Yuanyuan Zhang1, Juemin Wu1, Zhiyin Fang2, Yaqing Zhang3, Frances Kam Yuet Wong4. 1. Shanghai Jiao Tong University School of Nursing, Shanghai, China. 2. University of Michigan, Ann Arbor, MI. 3. Shanghai Jiao Tong University School of Nursing, Shanghai, China. Electronic address: zhangyqf@shsmu.edu.cn. 4. The Hong Kong Polytechnic University School of Nursing, Hung Hom, Hong Kong SAR, China. Electronic address: frances.wong@polyu.edu.hk.
Abstract
BACKGROUND: During the transition, newly graduated nurses undergo complex challenges, which exacerbate their intention to leave. PURPOSE: To examine the longitudinal change of intention to leave and identify the potential factors of intention to leave in the first year. METHODS: A total of 343 newly graduated nurses were included in this longitudinal study. Nurses were surveyed to explore their intention to leave, occupational stress, coping style, professional identity, and locus of control. Data were analyzed using descriptive statistics and logistic regression analysis. DISCUSSION: The high prevalence rate of intention to leave in the first year of practice of newly graduated nurses is alarming. This study reveals that occupational stress and professional identity consistently predict intention to leave. CONCLUSION: In planning retention strategies, nurse managers should provide support to neophyte nurses to reduce their stress and enhance their professional identity.
BACKGROUND: During the transition, newly graduated nurses undergo complex challenges, which exacerbate their intention to leave. PURPOSE: To examine the longitudinal change of intention to leave and identify the potential factors of intention to leave in the first year. METHODS: A total of 343 newly graduated nurses were included in this longitudinal study. Nurses were surveyed to explore their intention to leave, occupational stress, coping style, professional identity, and locus of control. Data were analyzed using descriptive statistics and logistic regression analysis. DISCUSSION: The high prevalence rate of intention to leave in the first year of practice of newly graduated nurses is alarming. This study reveals that occupational stress and professional identity consistently predict intention to leave. CONCLUSION: In planning retention strategies, nurse managers should provide support to neophyte nurses to reduce their stress and enhance their professional identity.
Authors: Ni-Hu Tang; Shang-Feng Tsai; Jaw-Horng Liou; Yuan-Hui Lai; Shih-An Liu; Wayne Huey-Herng Sheu; Chieh Liang Wu Journal: Int J Environ Res Public Health Date: 2020-11-29 Impact factor: 3.390