Mediating effects of organizational support in the relationship between the transition shock and job burnout in new nurses

ObjectiveTo understand the status quo of the transition shock of new nurses, explore its relationship with job burnout and organizational support, provide theoretical basis for nursing managers to formulate corresponding organizational support strategies to reduce the transition shock of new nurses and job burnout to the greatest extent.

MethodsOne hundred and seventy-two new nurses from three tertiary hospitals in Hunan province were investigated using the transition shock assessment scale, job burnout scale and organizational support questionnaire.

ResultsThe total score of transition shpck in new nurses was(41.73±19.94) points, and the score rate of which was 67.95%.The transition shock was closely positively correlated with job burnout(P < 0.05), and negaively correlated with the sense of organizational support(P < 0.05).The organizational support played a partial intermediary role in the relationship between transition shock and job burnout, and the intermediary effect was 0.12, accounting for 15.7% of the total effect.

ConclusionsThe transition shock of new nurses is generally on the middle and high level, and closely related to the job burnout and organizational support.The transition shock can directly predict the job burnout, and indirectly predict the job burnout through organizational support.The organizational support can buffer the impact of transition shock on job burnout.