Construction and empirical research on an enhancement program for workplace adaptability of newly recruited nurses based on the theory of transition shock

Objective To develop a workplace adaptation improvement program for newly recruited nurses based on the theory of transition shock, and to evaluate its effectiveness in alleviating transition stress and improving workplace adaptability. The goal is to provide theoretical and practical reference for the training and management of newly recruited nurses. Methods An intervention program was developed through literature review and the Delphi method. A total of 60 newly recruited nurses in a tertiary hospital in January and July 2023 were selected using convenience sampling, and divided into a control group and an intervention group (30 nurses each). The control group received conventional training, while the intervention group received a workplace adaptation enhancement program based on transition shock theory. Transition shock, workplace adaptability, nursing competence, and job satisfaction were assessed at the 1st, 5th, 9th, and 13th months after employment. Results The intervention group scored significantly lower in Transition Shock of Newly Graduated Nurses Scale and higher in Workplace Adaptability Scale, Nursing Competence Scale, and McCloskey/Mueller Satisfaction Scale compared to the control group (P＜0. 05). Conclusion Compared to traditional unidimensional training, this program offers comprehensive support for newly recruited nurses in terms of psychological readiness, skill development, and career planning. It facilitates a smoother transition into professional roles, enhances workplace adaptability and job satisfaction, and provides a scientific and systematic solution for newly recruited nurse training. (目的 构建基于转型冲击理论的新入职护士职场适应能力提升方案, 并验证其在缓解新入职护士转型压力、提升职场适应能力的效果, 为新入职护士培训和管理提供理论与实践参考。方法 通过文献研究、德尔菲法构建干预方案。采用便利抽样法选取某三级甲等医院2023年1月和7月入职的60名新入职护士, 分为对照组和观察组。对照组30名新入职护士实施常规培训; 观察组30名护士实施基于转型冲击理论的职场适应能力提升方案。比较两组在入职第 1、5、9、13个月的转型冲击、职场适应度、护士胜任力及工作满意度。结果 观察组新入职护士转型冲击得分低于对照组, 差异有统计学意义(P＜0. 05); 观察组新入职护士职场适应度、护士胜任力及满意度高于对照组(P＜0. 05)。结论 相比传统单维度培训, 本方案通过对新入职护士“心理-技能-职业规划”的全链条支持, 实现新入职护士职业角色顺利转型, 提升其职场适应能力及工作满意度, 为新入职护士培训提供了科学、系统的解决方案。)