Effectiveness of a transition program in enhancing newly graduated nurses' resilience, work stress, job satisfaction,...

This study aimed to evaluate the impact of an academic-to-clinical (AtoC) transition module on resilience, work stress, job satisfaction, and clinical performance over one-year post-graduation among registered nurses enrolled in a program to attain a Bachelor of Science degree in Nursing.

A quasi-experimental study was conducted at a private university in northern Taiwan. The experimental group (EG, n = 60) received the AtoC module, while the control group (CG, n = 90) followed the regular practicum curriculum. Resilience was assessed using the Inventory of Adolescent Resilience at baseline (T0), two weeks after the start of the AtoC module (T1), at the end of the module (T2), and at three (T3), six (T4), and 12 months post-graduation (T5). Work stress was measured using the Taiwan Nurse Stress Checklist at T1-T5. Job satisfaction and clinical performance were evaluated at T3, T4, and T5 using the Nurses' Job Satisfaction Scale and the Job Performance Scale, respectively. Generalized estimating equations were used to analyze group differences over time.

One-year post-graduation retention rates were 100 % in the EG and 72.22 % in the CG, surpassing national and international benchmarks. Resilience levels in the EG were significantly lower than those in the CG at T2, even after adjusting for hospital levels, hospital transfers, and other potential confounders. However, work stress levels were significantly lower in the EG than in the CG at T3, T4, and T5, with consistent reductions across all subscales, including personal response, work concern, and competence. No significant differences were observed between the groups in job satisfaction or clinical performance.

This study underscores structured transition programs' importance in shaping resilience and mitigating work stress among newly graduated nurses. Healthcare institutions should collaborate with nursing schools to integrate structured transition programs into orientation and residency models, incorporating mentorship, resilience training, and peer support to enhance workforce retention and well-being.