American Journal of Nursing Science
Volume 7, Issue 4, August 2018, Pages: 159-164
Received: Jul. 6, 2018;
Accepted: Jul. 16, 2018;
Published: Aug. 15, 2018
Views 1044 Downloads 101
Lei Lyu, Department of Emergency, Women’s Hospital School of Medicine Zhejiang University, Hangzhou, China
Lingyan Xu, Department of Emergency, Women’s Hospital School of Medicine Zhejiang University, Hangzhou, China
Guohong Li, Department of Nursing, Zhongda Hospital Affiliated to Southeast University, Nanjing, China
To explore experiences of stress-tolerance among new graduate nurses and to develop a conceptual model of resilience. The formation rules of the conceptual model can be found. It’s necessary to examine resilience positively affecting new nurses at different stages of transition period. Using a grounded theory approach, 12 outstanding new nurses aged 20-26 years whose working time was more than 12 months but less than 24 months were interviewed. Dynamic adjustment process was the core category of the conceptual model of resilience, including three sub-processes, (focus on self-survival, clinical environment, and patient), fifteen major categories and thirty sub-categories. The process consisted of three main phases: ‘Paying Attention to Self-Survival’, ‘Caring for Clinical Situations’, and ‘Caring for Patients’. The feedback of head nurses can make new nurses recognize their strengths and weaknesses, and feel the warmth from the leaders, which is favorable to the improvement of new nurses' working ability. Flexible scheduling likely creates a good working atmosphere and maintains the mental health of new nurses, which can make them learned much skills from the senior nurses, and help them smoothly adapt to the work environment. The personalized instructions and career-planning are crucial to strengthen the resilience of new nurses. External supports mean that the nurses can obtain the supports and help from a partner, family or friends, which become a key factor to affect the resilience of the nurse. Self-management, right values, independent learning, a firm belief and other personal factors are important internal factors for promoting the development of nurses' resilience. This conceptual model can be used to understand connotation of resilience in new graduate nurses, and to facilitate nurses’ role transition. It’s likely to provide reference for nursing managers to formulate relevant strategies, greatly reducing the turnover rate and alleviating the shortage of nurses in global nursing workforce.
Development of a Conceptual Model of Resilience in New Graduate Nurses, American Journal of Nursing Science.
Vol. 7, No. 4,
2018, pp. 159-164.
Mcgowan, J. E., & Murray, K. (2016). Exploring resilience in nursing and midwifery students: a literature review. Journal of Advanced Nursing, 72 (10), 2272-2283.
Lu, H., Zhang, Y. Q., & Wang, L. (2016). Research progress in nurses’ mental resilience. Journal of Nursing Science, 31 (4), 93-96. In Chinese.
Jewell, A. Supporting the novice nurse to fly: a literature review. Nurse Education in Practice, 2013, 13 (4), 323-327.
Walker, A., Earl, C., Costa, B., & Cuddihy, L. (2013). Graduate nurses' transition and integration into the workplace: a qualitative comparison of graduate nurses' and Nurse Unit Managers' perspectives. Nurse Education Today, 33 (3), 291-296.
Al, A. H., Cooke, H., & Pryjmachuk, S. (2015). The experiences of newly graduated nurses during their first year of practice in the Sultanate of Oman-A case study. International Journal of Nursing Studies, 52 (11), 1723-1734.
Liu, Y., Wu, L. M., Chou, P. L., Chen, M. H., Yang, L. C., & Hsu, H. T. (2016). The Influence of Work-Related Fatigue, Work Conditions, and Personal Characteristics on Intent to Leave Among New Nurses. Journal of Nursing Scholarship, 48 (1), 66-73.
Shi, R. F., Liu, Y. Y., & Zhang, Z. L. (2016). The turnover status of nurse in tertiary hospitals of Guangdong province. Chinese Nursing Management, 16 (11), 1503-1506. In Chinese.
Lavoie-Tremblay, M., Fernet, C., Laviqne, G. L., & Austin, S. (2016). Transformational and abusive leadership practices: impacts on novice nurses, quality of care and intention to leave. Journal of Advanced Nursing, 72 (3), 582-592.
Rondeau, K. V., & Wagar, T. H. (2016). Human resource management practices and nursing turnover. Journal of Nursing Education & Practice, 6 (10), 101-109.
Li, Y., & Jones, C. B. (2013). A literature review of nursing turnover costs. Journal of Nursing Management, 21 (3), 405-418.
Rushton, C. H., Batcheller, J., Schroeder, K., & Donohue, P. (2015). Burnout and Resilience Among Nurses Practicing in High-Intensity Settings. American Journal of Critical Care, 24 (5), 412-420.
Hart, P. L., Brannan, J. D., & De, C. M. (2014). Resilience in nurses: an integrative review. Journal of Nursing Management, 22 (6), 720-34.
Blamire, L. (2014). Midwives' experiences of workplace resilience. Pract Midwife, 17 (10), 29-32.
Reyes, A. T., Andrusyszyn, M. A., Iwasiw, C., Forchuk, C., & Babenko-Mould, Y. (2015). Resilience in Nursing Education: An Integrative Review. Journal of Nursing Education, 54 (8), 438-444.
Hatler, C., & Sturgeon, P. (2013). Resilience Building: A Necessary Leadership Competence. Nurse Leader, 11 (4), 32-34.
Zander, M., Hutton, A., & King, L. (2013). Exploring resilience in paediatric oncology nursing staff. Collegian, 20 (1), 17-25.
Cope, V., Jones, B., & Hendricks, J. (2015). Why nurses chose to remain in the workforce: Portraits of resilience. Collegian, 23 (1), 87-96.
Aburn, G., Gott, M., & Hoare, K. What is resilience? An Integrative Review of the empirical literature. Journal of Advanced Nursing, 2016, 72 (5):980-1000.