• Title/Summary/Keyword: New Graduate Nurse

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The convergence study of Experience of Turnover in new graduate nurses within one year (신규 간호사의 1년 이내 이직경험에 관한 융합적 연구)

  • Kim, Young-Mi;Kim, Sang-Nam
    • Journal of the Korea Convergence Society
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    • v.7 no.4
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    • pp.97-106
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    • 2016
  • Purpose: The purpose of this study was to exploration the experience of turnover new graduate nurses within one year. Methods: Experiential data were collected from 5 experienced nurses through in-depth interviews. The main question was "Could you describe your experience of your turnover?". Qualitative data from the field and transcribed notes were analyzed using Strauss Corbin's grounded theory methodology. Results: The core category of experience of new graduate nurses turnover was 'a feeling of helplessness.' Participants used three interactional strategies: 'rationalize to turnover', 'to feel more', 'to think positively'. Conclusion: If you teach kindly to senior nurse, training communication skills to new nurse and prepare to stable welfare in new nurse, you will can prevent early turnover of new nurse.

Predictors of Turnover among New Nurses using Multilevel Survival Analysis (다수준 생존분석을 이용한 신규 간호사 이직 영향요인)

  • Kim, Suhee;Lee, Kyongeun
    • Journal of Korean Academy of Nursing
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    • v.46 no.5
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    • pp.733-743
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    • 2016
  • Purpose: The purpose of this study was to examine factors influencing new graduate nurse turnover. Methods: This study was carried out as a secondary analysis of data from the 2010 Graduates Occupational Mobility Survey (GOMS). A total of 323 nurses were selected for analysis concerning reasons for turnover. Data were analyzed using descriptive statistics and multilevel survival analysis. Results: About 24.5% of new nurses left their first job within 1 year of starting their jobs. Significant predictors of turnover among new nurse were job status, monthly income, job satisfaction, the number of hospitals in region, and the number of nurses per 100 beds. Conclusion: New graduate nurses are vulnerable to turnover. In order to achieve the best health of the nation, policy approaches and further studies regarding reducing new graduate nurse turnover are needed.

The Impact of Psychosocial Health and Self-nurturance on Graduate Nurse Experience (신규간호사의 사회심리적 건강과 자기 돌봄이 실무 적응 어려움에 미치는 영향)

  • Lee, Ji Yun;Lee, Mi Ja;Pak, So Young
    • Journal of Korean Academy of Nursing Administration
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    • v.21 no.5
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    • pp.459-468
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    • 2015
  • Purpose: The purpose of this study was to identify the effect of Psychosocial health and Self-nurturance on the experience of new graduate nurses. Methods: A cross-sectional survey design was used. The participants in this study were 149 nurses who had less than 12 months of nursing experience and were working at one of 4 general hospitals. The data were collected by a self-administered questionnaire from Nov. 2012 to Oct. 2014. Results: The total mean score for Psychosocial health was $3.07{\pm}0.60$, Self-nurturance, $3.38{\pm}0.44$, and graduate nurse experience, $2.59{\pm}0.27$. The effect of Psychosocial health and Self-nurturance predicted 23% of variance in graduate nurse experience. Conclusion: These results indicate that Psychosocial health and Self-nurturance have a positive relationship to graduate nurse experience. Therefore, further studies including approaches that support Psychosocial health and Self-nurturance are recommended to help in the adaptation of newly graduated nurses to clinical settings.

Frequency and Importance of Nurse's Job in New Graduate Nurses Working in Musculoskeletal Ward (근골격계 병동 신규간호사의 간호직무 수행도와 중요도)

  • Lim, Nan-Young;Yun, Soon-Nyung;Kim, Jeong-Eun;Lee, Young-Sun;Jung, Yeon-Yi;Song, Jung-Hee
    • Journal of muscle and joint health
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    • v.13 no.2
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    • pp.108-118
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    • 2006
  • Purpose: The purpose of this study was to examine comparison in the frequency and importance of nurse's job in new graduate nurses working in musculoskeletal ward. Method: A descriptive design was used with convenience sampling of 72 new graduate nurses working in musculoskeletal ward of the 2 hospitals with over 500 beds. Data were collected using a structured questionnaire. Results: 1) The total score for frequency of nurse's job was $2.57{\pm}.41$ and the total score for importance of nurse's job was $3.00{\pm}.37$. 2) The most frequent category was to manage for a medication and the most frequent item was to administer a medication in the order. 3) The most important category was to control of tissue perfusion and the most important item was to keep the aseptic techniques. 4) The frequencies among the work places were different significantly in 3 categories. 5) The importances among the work places were different significantly in 2 categories. Conclusion: New graduate nurses perceived the importance than the frequency of nurse's job. Also check or analysis the vital sign and nurses job associated with medication were higher score. Therefore, further research is needed to develop the educational strategies to strengthen not only theory also practice.

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The Influence of Reality Shock and Educational Specialist Nurse's Social Support on Organizational Socialization of New Nurses (신규간호사의 현실충격과 교육전담간호사의 사회적 지지가 신규간호사의 조직사회화에 미치는 영향)

  • Song, Eun Jeong;Kim, Mi Seon;Lee, Joo Hee;Jeon, Mi Yang
    • Journal of Korean Clinical Nursing Research
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    • v.26 no.3
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    • pp.344-351
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    • 2020
  • Purpose: The purpose of this study was to identify related factors in the organizational socialization of new nurses, focusing on the reality shock of new nurses and social support by education specialist nurses. Methods: Participants were 122 new nurses with clinical experience of 1 year or less as nurses working in a general hospital that is carrying out a pilot project for a new nurse training system. Data were collected using self-report questionnaires which included identification of participants' characteristics, social support of education specialist nurse, reality shock and organizational socialization. Results: The organizational socialization score was 3.07±0.45 points. The results of the stepwise multiple regression showed that factors affecting organizational socialization of new nurses were social support by gender, education specialist nurse and reality shock. These three variables accounted for 72.0% of organizational socialization. Conclusion: These findings suggest that the social support of education specialist nurses be enhanced to increase the organizational socialization of new nurses. There is also a need for a program to decreased the reality shock of new nurses.

Development of Korean Nurse Residency Program for Tertiary Hospitals (국내 상급종합병원 신규간호사의 실무적응지원 프로그램 개발)

  • Kwon, In Gak;Cho, Yong Ae;Kim, Kyeong Sug;Kim, Mi Soon;Cho, Myung Sook
    • Journal of Korean Clinical Nursing Research
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    • v.27 no.2
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    • pp.149-164
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    • 2021
  • Purpose: The purpose of this study was to develop a Korean Nurse Residency Program (KNRP) in order to facilitate new nurses' transition to clinical practice working at tertiary hospitals in Korea. Methods: The KNRP was developed through a literature review, investigation of NRP cases in United States, two rounds of expert consultation, and appropriateness survey. For appropriateness survey of the program, a questionnaire with 118 items and 14 subcategories including overview and operation of KNRP, education programs, staffing criteria for new nurses' education, preceptor supporting strategies, evaluation standards for new nurse's education, infrastructure, and KNRP benefits was used. Data were collected from 369 nurses including nurse educators, nurse managers, preceptors, and new nurses working at 43 tertiary hospitals in Korea from February 16, 2021 to March 22, 2021. Data were analyzed with descriptive statistics. Results: Appropriateness score of KNRP was 3.42±0.31 (out of 4) and those of 14 subcategories ranged from 3.18±0.47 to 3.58±0.46. The final version of the KNRP postulated is a one-year program, which is composed of off-job training and on-site training including preceptorship over 3 months, and competency reinforcement and adaptation supporting programs. Conclusion: The application of the one-year KNRP will facilitate new graduate nurses' transition to clinical practice. In order for effective application of the KNRP, cooperative efforts of the government, professional associations, and hospitals are needed.

Core Competencies for New Nurses (신규간호사의 핵심역량)

  • Kim, Jung A;Chu, Min Sun;Kwon, Kyoung Ja;Seo, Hee Kyung;Lee, Soon Neum
    • Journal of Korean Clinical Nursing Research
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    • v.23 no.1
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    • pp.40-53
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    • 2017
  • Purpose: The purpose of this study was to identify core competencies for new nurses and valuate the appropriateness and capability of core competencies. Methods: Mixed method was applied for the study. Qualitative data were obtained from preceptor and nurse manager utilizing an open-ended survey question and qualitative data analysis was conducted. The quantitative data were collected from 238 nurses (79 new nurses, 78 preceptors, 81 nurse managers) and descriptive statistics, ANOVA, $x^2$ tests were applied. Results: Three themes (20 contents) were identified as core competencies: competency as an employee, competency to perform nursing care for patient, competency to maintain nursing expertise. New nurses recognized themselves as having higher competency as an employee and to perform nursing care for patient when compared to nurse managers. Conclusion: The findings identified core competencies for new nurses need to be reflected to developing human resource management strategies for hiring new nurses.

A Direction for Nurse-Midwife's Expanded Roles for Women's Health in the New Millenium (새천년의 여성건강을 위한 조산사의 역할 확대 방향)

  • Yoo, Eun-Kwang;Kim, Young-Hee;Lee, Chang-Eun;Kim, Yong-Bun;Lee, Mee-Young
    • Women's Health Nursing
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    • v.5 no.1
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    • pp.65-79
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    • 1999
  • The purpose of this study was to figure out a direction for midwifes' expanded roles for integrative woman's health care focused on health promotion & maintenance and primary prevention of women's health disorders including family health in the new millenium as a primary women's health practitioner. Data sources used for analysis were the book published from International Confederation of Midwives including role, code, situation and others from the international aspects : the empirical data from direct contact by participation in the ICM held in Manila, Philipine, May 22-26, 1999 : and documentation of Korean Midwives Association. Historical and current changing perspectives toward woman's health & nurse-midwifery and the reality women's health & nurse-midwifery and the reality of expand role that should be acquired toward the new millenium are discussed. In conclusion, Nurse-midwives are the very primary women's health care providers who can provide not only the exact needs of women who have health related problems, which are developed in the unique socio-cultural context women are belonged to, but also reproductive affairs including labor and delivery as it was midwive's traditional role, not just as practitioner, educator, counselor but conscious raiser for women's right. Futhermore, for this, thorough preparation through various kind of active and contemplated approach such as remodeling roles and education and continuing education system, training for high skilled & technical action, making laws and policy, and others is absolutely required.

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New Graduate Nurses' Satisfaction with Transition Programs and Experiences in Role Transition (신규간호사의 실무적응지원 교육 만족도 및 역할 이행 경험에 관한 조사)

  • Kwon, In Gak;Cho, Yong Ae;Cho, Myung Sook;Yi, Young Hee;Kim, Mi Soon;Kim, Kyeong Sug;Choi, Ae Seon
    • Journal of Korean Clinical Nursing Research
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    • v.25 no.3
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    • pp.237-250
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    • 2019
  • Purpose: The aim of this study was to investigate the satisfaction of newly graduated nurses with educational programs and their experiences in role transition. Methods: Data were collected from November 1 to December 15, 2018 and 483 new graduate nurses working at 15 tertiary hospitals and 10 general hospitals participated. For data collection, self-report questionnaires including the Casey-Fink Graduate Nurse Experience Survey tool and satisfaction with education were used. Data were analyzed using descriptive statistics, t-test, and one-way analysis of variance. Results: Satisfaction with education ranged from 3.09 to 3.27, and satisfaction with preceptors was 3.45(maximum 4). The skill that new nurses ranked as most difficult during the first 3 months was charting/documentation, and throughout a whole year, the top 4 difficult skills were cardiopulmonary resuscitation/emergency response, ventilator care, end-of-life care, and prioritization/time management. In comfort/confidence, new graduates felt most comfortable with support and least comfortable with patient safety. More than 50 percent of new graduates experienced stress during role transition, and the most frequently experienced stressors were related to job performance and personal life. Levels of satisfaction with education and comfort/confidence differed according to the hospital type and number of preceptors for new nurses. Conclusion: In order to facilitate the transition of new graduate nurses to professional nurse, an extended period of education, systematic and standardized transition programs, and continuous support during the first year of practice are required.