Aims
The aim of this study was to determine the effects of nursing preceptorship on the competence, job satisfaction, professional socialization and retention of new nurses.

Background
Although studies have focused on the effects of nursing preceptorship on new nurses’ competence and retention, a systematic review of the overall effects is lacking.

Design
A quantitative systematic review.

Data sources
Five English/Chinese databases were searched for original articles published before June 2015 and only six articles published between 2001–2014 were included in the final analysis.

Review methods
Joanna Briggs Methodology was used to process one randomization control trial, one quasi-experimental study and four observational studies. Two appraisers independently reviewed each study using the standardized critical appraisal tools from the Joanna Briggs Institute.

Results
The most adopted preceptorship was a fixed preceptor/preceptee model and one-on-one for 1–3-month duration. It showed that new nurses’ overall competence increased significantly due to preceptorship. Only a few studies explored the effects of preceptorship on the job satisfaction and professional socialization of new nurses. Clear conclusions regarding the effect of preceptorship on nurses’ retention rate could not be made because of inconsistent time points for calculation and a lack of control groups in the study design.

Conclusions
Preceptorship can improve new nurses’ nursing competence; however, more studies are needed to ascertain its effects on new nurses’ retention rates, job satisfaction and professional socialization to promote nursing care quality and resolve nursing shortages.

The effects of nursing preceptorship on new nurses' competence, professional socialization, job satisfaction and retention: A systematic review.

Organizational citizenship behaviour of men in nursing professions: Career stage perspectives

Aims and objective To explore new nurses' processes of growth in the workplace in order to understand the challenges they face. Background Quantitative and qualitative research to date has not adequately explored the complex ways in which initial work experiences may shape new nurses' very high quit rate and, consequently, impact the long-term nursing shortage in Taiwan. Design/methods We conducted in-depth interviews with new nurses to explore their professional development, including the challenges they faced, and their feelings about staying or quitting. Twenty newly registered nurses who had worked in a hospital setting full-time for a year or less in two southern Taiwan medical centres were interviewed. Data were collected from March-November 2016. EQUATOR guidelines were followed, using the COREQ checklist. Results Interview transcripts were analysed and coded; three stages of growth were discovered: Feeling disillusioned and shocked, Gaining experiential knowledge and Making a place for oneself. Most nurses (n = 18/20) went through these three stages within 9 months and continued to work in nursing at follow-up 2 years later. Conclusions Job continuity was contingent upon new nurses' enduring a painful process of adjustment in the first two stages when new nurses were unsure of themselves and their interactions with preceptors were wrought with social tensions. New nurse development and retention efforts should make explicit the possibility of these tensions and how to deal with them. Relevance to clinical practice A better understanding of new nurses' growth processes and adjustment pains can help refocus professional development and retention efforts towards how new nurses can succeed in finding a place for themselves.

On the difficulty of finding one’s place: A qualitative study of new nurses’ processes of growth in the workplace

Background: One of the most sensitive and stressful, yet important, occupations is that of the nursing population; the study of their physical, mental and psychological health as the basis of primary health care services is of special importance. Of course, attention to their health and assessment of their problems causes to create motivations and effective interventions in maintaining human resources and their job performance. Therefore, the aim of this research was to compare job performance, occupational stress and general health among nurses in the psychiatric and emergency departments. Methods: The statistic population of this research is nurses from the Hospital Milad, Erfanian and Iranian in Tehran. 270 people were selected to distribute the questionnaire. In order to analyze the data, inferential statistics and independent t-test were used. The results were analyzed by SPSS software. Results: Based on testing hypotheses, according to the first hypothesis, the job performance varies among psychiatric department nurses and those of emergency one; according to the second hypothesis, the occupational stress is different between psychiatric department nurses and those of emergency one. Finally, according to the results of the third hypothesis test, the general health is different for psychiatric department nurses and those of emergency one. Conclusion: The results of this research indicate that there are differences between the three structures of occupational stress, job performance and mental health in the two emergency and psychiatric departments of hospitals Milad, Erfanian and Iranian.

/pdf/a-comparative-study-of-job-performance-occupational-stress-ga4zit1ezj.pdf

A Comparative Study of Job Performance, Occupational Stress and General Health in Nurses of Psychiatric and Emergency Department

Maintaining sufficient nursing personnel is critical for healthcare systems worldwide Improving retention of nurses is one means of addressing this shortfall To foster retention, some hospitals in Taiwan provide nursing scholarships contingent on recipients signing a 3-year employment contract However, it is unclear what factors influence students’ decisions to accept or reject a scholarship The purpose of this exploratory qualitative descriptive study was to obtain an understanding of the subjective experiences of fourth-year nursing school students (N = 87) who accepted (n = 43) or declined (n = 44) a hospital-sponsored nursing school scholarship Students were selected by purposive sampling from the department of nursing of a private university in northern Taiwan Data were collected between 2013 and 2014 using face-to-face-in-depth interviews The mean age of participants was 227 years; most (94%) were female (n = 82) Analysis of the interview data showed the choice to accept or decline the scholarship and making career decisions occurred in three stages for both groups: the considering their options, making the decision, and assessment of their decision Although the variables at each of these stages differed between groups, both sponsored and non-sponsored students felt a responsibility to continue as employees of the hospital after graduation Financial status, the hospital environment, and future long-term career goals were important factors affecting the acceptance or rejection of the hospital scholarship These results could provide insight into factors students consider important for making long-term commitments as a nursing professional, which could not only improve retention of nurses, but also serve as a guideline for career planning

/pdf/factors-influencing-acceptance-or-decline-of-a-hospital-4sau4sx2j1.pdf

Factors influencing acceptance or decline of a hospital-sponsored scholarship by nursing students in Taiwan: a qualitative descriptive study.

Background New nurses undergo a stressful and challenging transition process in the nursing workplace. Lack of patient care knowledge and skills and work adaption difficulties lead to a high turnover rate that drains essential new talent away from the nursing profession and further exacerbates professional staffing shortages in the healthcare sector. The "last mile" program is a program developed jointly by a nursing school and hospital as a mechanism to bridge classroom learning to clinical practice and smooth the transition of nursing students into nursing professionals. Purpose The purpose of this study was to understand the effect of the "last mile" program on job performance and occupational burnout among new nurses. Methods We conducted a quasi-experimental study in 2009 on a convenience sample of new nurses in a medical center. Participants were assigned into two groups, namely those enrolled in the last mile program (n = 29) and those not enrolled in the program (n = 94). Research team members and several collaborative universities developed the last mile program used in this study; Seven experts established content validity; The last mile program included 84 hours of lecture courses and 160 hours of clinical practice. Data was collected using the nursing job performance scale developed in 2007 by Greenslade and Jimmieson and translated ÷ back translated into an equivalent Chinese version. Exploratory factor analysis showed all items aggraded into 8 factors, which could be divided into task performance and contextual performance concept categories. Task performance concepts included: social support, information, coordination of care, and technical care; Contextual performance concepts included: interpersonal support, job-task support, volunteering for additional duties and compliance. The Cronbach's α for the 8 factors were .70-.95. The occupational burnout inventory included the 4 subscales of personal burnout, work-related burnout, client-related burnout, and over-commitment, with associated Cronbach's α ranging from .84-.90. Data was collected at one, three, and six months after employment. Repeated measures ANOVA and an independent t-test were used to analyze data. Results The average age of the 123 participants surveyed was 23 years, with no differences identified between last-mile and non-last-mile groups in terms of education level, work unit, or other demographic variables. New nurses who participated in the last mile program achieved significantly higher performance scores for job-task support, volunteering for additional duties, and overall task and contextual performance than those who did not. Last-mile-program group participants also had significantly lower client-related burnout than their non-last-mile-program peers. Conclusions / implications for practice The last mile program facilitates new nurses' contextual performance and reduces incidence of care burnout. The cooperative education model linking universities and hospitals can be a positive component in a new nurse retention strategy for hospital administrators and educators.

[Reducing occupational burnout and enhancing job performance in new nurses: the efficacy of "last mile" programs].

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[Reducing occupational burnout and enhancing job performance in new nurses: the efficacy of "last mile" programs].