The effects of a preceptorship program on newcomer nurses? turnover intention, commitment and job satisfaction: Quasi-experimental study

camveren H., Kocaman G., VATAN F.

NURSE EDUCATION IN PRACTICE, cilt.63, 2022 (SCI-Expanded) identifier identifier

  • Yayın Türü: Makale / Tam Makale
  • Cilt numarası: 63
  • Basım Tarihi: 2022
  • Doi Numarası: 10.1016/j.nepr.2022.103358
  • Dergi Adı: NURSE EDUCATION IN PRACTICE
  • Derginin Tarandığı İndeksler: Science Citation Index Expanded (SCI-EXPANDED), Social Sciences Citation Index (SSCI), Scopus, ASSIA, CINAHL, EBSCO Education Source, Education Abstracts, Educational research abstracts (ERA), EMBASE, MEDLINE
  • Anahtar Kelimeler: Newcomer nurses, Preceptorship, Socialization, Turnover intention, NEWLY GRADUATED NURSES, ORGANIZATIONAL SOCIALIZATION, TRANSITION, ANTECEDENTS, ADJUSTMENT, OUTCOMES, QUALITY, ROLES, SHOCK
  • Dokuz Eylül Üniversitesi Adresli: Evet

Özet

Aim:The aim of the present study was to examine the effect of an organizational socialization model-based preceptorship program on the organizational outcomes of newcomer nurses. Background:Preceptorship programs need to be strengthened to ensure the organizational socialization of newcomer nurses. Design:This study was conducted with a one group pretest-posttest design. Methods:The sample consist of newcomer nurses from the university hospital of Izmir (N = 56) in Turkey. Data were collected using scales on turnover intention, professional and organizational commitment and job satisfaction. The dependent t-test was used for data analyses. Results:The newcomer nurses' intention to leave their unit and profession, organizational and professional continuance commitment, professional normative commitment and job satisfaction levels were similar at the end of the one-year preceptorship program compared with the baseline (p > .05). It was also determined that the participants' intention to leave the organization increased (t = -4.153, p < .001), while their affective (t = 4.443, p < .001) and normative commitment to the organization (t = 3.443, p < .001) and their professional affective commitment decreased (t = 7.390, p < .001) by the end of the program. Conclusions:The organizational socialization model has the potential to be used as an effective framework to improve the organizational outcomes of new graduate nurses. Although organizational socialization meets some dimensions of institutional and professional needs of newcomer nurses in the first year, there is still a need to use different strategies and enrich organizational socialization to support their adaptation process.