Transition Shock of Newly Employed Nurses: A Cross-sectional Study

Ivana Gusar; Emila Peroš; Sonja Šare; Marija Ljubičić

doi:10.3889/oamjms.2023.11658

Authors

Ivana Gusar Department of Health Studies, University of Zadar, Zadar, Croatia https://orcid.org/0000-0002-4829-1543
Emila Peroš Department of Health Studies, General Hospital Zadar, Zadar, Croatia https://orcid.org/0009-0001-8473-7282
Sonja Šare Department of Health Studies, University of Zadar, Zadar, Croatia; Department of Health Studies, Medical School Ante Kuzmanića Zadar, Zadar, Croatia https://orcid.org/0000-0002-5015-5129
Marija Ljubičić Department of Health Studies, University of Zadar, Zadar, Croatia https://orcid.org/0000-0001-6200-0426

DOI:

https://doi.org/10.3889/oamjms.2023.11658

Keywords:

transition, transition shock, newly employed nurses

Abstract

BACKGROUND: The process of transitioning from the role of a student to the role of a professional in nursing is a very stressful and can cause job dissatisfaction and the intent to leave the profession.

AIM: This study aimed to examine the incidence of transition shock among newly employed nurses.

METHODS: A total of 43 newly employed nurses fill out the questionnaire Environmental Reality Shock-Related Issues and Concerns to assess transition experience, stress self-assessment, support, and job satisfaction. The Mann–Whitney and Kruskal–Wallis tests were applied to determine the difference in the level of transition shock according to the sociodemographic variables, stress-self-assessment, and job satisfaction and support.

RESULTS: A significant difference in the level of transition shock was recorded in the length of waiting for employment in the expectation (p = 0.020), and private life factor (p = 0.026), the intention to leave the profession in the relationship (p = 0.016), and expectation factor (p = 0.044). The level of transition shock was different with regard to dealing with stress (p = 0.047), job satisfaction (p = 0.027), and the level of support from colleagues (p = 0.012), and superiors (p = 0.026).

CONCLUSION: The lower job satisfaction, lower support, and weaker coping with stress of newly employed nurses increase the transition shock during the 1st year. These results can be useful for managers of health institutions to plan specific activities aimed at reducing the level of transition shock, especially at this time of pronounced shortages of nurses worldwide.

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