The role transition characteristics of new registered nurses: A study of work environment influences and individual traits

The purpose of this qualitative research study was to explore how the environmental influences and individual traits of new registered nurses within the first year of clinical practice create positive and negative performance outcomes in the areas of clinical competence, confidence, retention and job satisfaction. Using Gilbert's behavior engineering model (1978) as a framework, focus group interviews collected qualitative data from 21 participants. Transcribed data was analyzed using the Van Kaam phenomenological method (Beck, 1994). The top positive themes that emerged related to the work environment included orientation programs, the helpfulness of others, positive feedback, and courses/classes. The top positive themes related to individual traits included organization, desire to learn and help others, positive attitude, and team spirit. Work environment influences and individual traits were found to relate most strongly to the performance outcome of confidence. Information, resources and incentives available in the work environment coupled with the motives, capacity and knowledge of new registered nurses can be used to bolster current practices and strengthen methods to improve their role transition. Recommendations for further research with new registered nurses included the following: (a) investigation of other aspects of orientation programs, (b) exploration of feelings and opinions of other professionals, (c) study of the impact of positive and negative feedback, (d) exploration of the specific individual traits that facilitate positive role transition and the influences that help them develop those traits, (e) study the effect negative environmental influences have on job performance, (f) exploration of the specific individual traits that new registered nurses identify as having a negative effect on job performance and role transition, (g) replication of the study in other organizations, settings, and with new registered nurses from 12-24 months from the date of hire in their initial clinical nursing position, and (h) replication of the study with a more inclusive mix of gender and culturally diverse nurses. In addition, replication of the study may be applied to other professions and areas of performance improvement/human performance technology where new performers require a role transition process to function in their work environment and job responsibilities.