Introduction: A nurse preceptorship is essential in the transition period (TP) of novice nurses. Especially in intensive care workplaces, where training for highly specialized and demanding care is provided. TP thus becomes a sensitive period in which the employee decides whether to remain in the workplace or even in the profession. Methodology: This is qualitative study with the main focus of the survey on the specific experience of preceptors with TP management. Data collection was performed using semi-structured interviews with preceptor nurses in one selected workplace of intensive care. Data analysis was performed in 4 steps, open coding and sorting of data into categories and subcategories were used. Results: Six main topics were identified: Preceptors' experience from their own transition, TP organization attributes, Evaluation and feedback, The role of the preceptor nurse, Critical moments and Factors influencing the TP. The experience of trainers from their own TP is a significant predictor for their individual way of training and leading novice nurses. Evaluation and feedback have a culture and should be performed regularly in cycles to achieve the purpose. The preceptor has many roles, participates in the creation of social relationships with the novice, he himself strives to establish...

Every year, millions of medical errors are committed, costing not only patient health and satisfaction, but thousands of lives and billions of dollars. Errors occur in many areas of the healthcare environment, including the profession of nursing. Nurses provide and delegate patient care and consequently, standard nursing responsibilities such as medication administration, charting, patient education, and basic life support protocol may be incorrect, inadequate, or omitted. Although there is much literature about errors among the general nurse population and there is indication that new nurses commit more errors than experienced nurses, not much literature asks the following question: What are the factors contributing to the commission of errors, including the omission of standard nursing care, among new nurses? Ten studies (quantitative, qualitative, and mixed-mode) were examined to identify these factors. From the 10 studies, the researcher identified the three themes of lack of experience, stressful working conditions, and interpersonal and intrapersonal factors. New nurses may not have had enough clinical time, may develop poor habits, may not turn to more experienced nurses and other professionals, may be fatigued from working too many hours with not enough staffing, may not be able to concentrate at work, and may not give or receive adequate communication. Based on these findings and discussion, suggested implications for nursing practice include extended clinical experience, skills practice, adherence to the nursing process, adherence to medications standards such as the five rights and independent double verification, shorter working hours, adequate staffing, no-interruption and no-phone zones, creating a culture of support, electronically entered orders, translation phones, read-backs, and standardized handoff reports.

La période de transition des infirmières et infirmiers nouvellement diplômés (IND) dans la pratique clinique est marquée par des défis individuels, émotionnels et professionnels. Ces défis peuvent contribuer à un épuisement professionnel et ainsi augmenter le taux d’attrition des IND dans les unités de soins. La mise en place d’un programme de résidence en soins infirmiers permet de répondre à ces défis et entraîne donc des répercussions positives au niveau individuel, professionnel et institutionnel. Toutefois, aucune revue des écrits ne recense les programmes de résidence en soins infirmiers pour les IND débutant dans le secteur des soins intensifs. Le but de cette revue de la portée est donc d’identifier et de décrire la structure des programmes de résidence en soins infirmiers pour les IND dans les unités des soins intensifs. Cette revue de la portée réalisée selon la méthode du Joanna Briggs Institute a recensé un total de 241 références, dont huit ont été retenues. L’extraction des données a été réalisée en suivant le modèle de structure de programme de résidence en soins infirmiers de Chant et Westendorf (2019) comprenant sept concepts-clés (cadre de référence, objectifs initiaux, préceptorat, mentorat, composantes didactiques, durée, immersion clinique). Quatre constats provenant des résultats obtenus ont pu être tirés et discutés: une grande disparité dans la structure des programmes de résidence, un besoin d’encadrer davantage le développement des compétences des IND par des cadres de référence et des principes pédagogiques, la nécessité de répondre aux besoins de transition des IND et le besoin de prendre en compte les ressources disponibles. Ces constats illustrent la pertinence de l’implication des formateurs et des gestionnaires pour répondre aux besoins de transition des IND sur les unités de soins intensifs. / The period of transition of new graduate nurses (NGN) into clinical practice is marked by individual, emotional and professional challenges. These challenges can contribute to a burnout and increase turnover rates for care units. The implementation of a nurse residency program for NGN transitioning into practice can address these challenges and lead to positive repercussions at individual, professional and institutional levels. The purpose of this scoping review is to identify and describe the structure of nursing residency programs for NGN in intensive care units. This scoping review using the Joanna Briggs Institute method identified a total of 241 references, of which eight were retained. The extraction followed Chant and Westendorf's (2019) structure model using seven key concepts (framework/models, defined outcomes, preceptorship, mentorship, didactic components, program length, clinical immersion). Four findings were drawn and discussed from the results obtained: a wide disparity in the structure of residency programs, a need for more guidance in the development of NGN competencies by using frameworks and pedagogical principles, the necessity to answer to the transition needs of NGN, and the need to consider the available resources. These findings highlighted the relevance of the involvement of trainers and managers to help NGN transition into intensive care units.

Indiana University-Purdue University Indianapolis (IUPUI) / Factor H is a newly identified phenomenon which describes a constellation of attributes of the new graduate nurse reflecting personality traits, intellectual abilities, and clinical judgment. In a previous pilot study conducted by this researcher nurse managers and experienced Registered Nurse (RN) preceptors described characteristics demonstrated by new graduate nurses demonstrating Factor H and the new graduate nurse’s ability to transition quickly and successfully into the RN role in the acute care environment. There is currently no instrument available to measure this phenomenon. The specific aim of this research was to develop and psychometrically test a scale designed to identify the presence of attributes of Factor H in the new graduate nurse. The Sims Factor H Assessment Scale (SFHAS) was developed and piloted with a sample of one hundred one new graduate nurses within three months of completing the their nursing program at one of three nursing schools in central and south central Indiana. Evidence of content validity was demonstrated through the use of the Content Validity Index conducted with a panel of four experts. Evidence of face validity was demonstrated through interviews with a group of new graduate nurses, nurse managers, and experienced RN preceptors. Principle Axis Factoring with Varimax rotation was used to demonstrate evidence of construct validity and the scale was found to have a single component which was identified as nursing personality. Evidence of criterion-related validity was demonstrated utilizing analysis of the SFHAS and the criterion scale for personality traits (NEO-FFI). Evidence of internal consistency reliability was demonstrated through analysis of inter-item correlations, Cronbach’s coefficient correlations, and item-total correlations. Test re-test reliability using interclass correlation was also conducted to demonstrate stability of the scale. The SFHAS was found to be reflective of nursing personality and not general mental ability or clinical judgment. Use of the SFHAS will allow organizations to evaluate the nursing personality of the new graduate nurse for fit into the work environment. Further study is recommended to gain clarity around the attributes which support successful transition of the new graduate nurse into practice in the acute care environment, also known as Factor H.