LAUSR

AIM To analyze junior nurses' transition shock status and its associated factors. BACKGROUND When nurses experience transition shock, turnover intentions followed by turnover behavior are likely, which is unfavorable for the stable development of nursing teams. METHODS Using convenience sampling 1,148 Chinese junior nurses were recruited. Those recruited completed a demographic questionnaire, and the Head Nurses' Humanistic Care Behavior for Nurses, Feedback-Seeking Behavior, and Transition Shock of Nurses scales. Data and associated factors of transition shock were analyzed using SPSS, and univariate and multivariate analyses, respectively. RESULTS Head nurses' humanistic care behavior and nurses' feedback-seeking behavior were significantly and negatively correlated with junior nurses' transition shock (mean score: 2.87 ± 0.85). Income satisfaction, head nurses' humanistic care behavior, night shift frequency, and educational background entered the regression equation. CONCLUSIONS Transition shock exists not only in new nurses, but also in junior nurses with ≤ 5 years' service. Those dissatisfied with their income, have frequent night shifts and higher education backgrounds have higher levels of transition shock. IMPLICATIONS FOR NURSING MANAGEMENT Head nurses need to reduce transition shock of nurses with ≤ 5 years' service by integrating humanistic care into nursing management and creating a friendly environment to stimulate feedback-seeking behavior.