ArticleFrontiers in public health2026
Relationship between transition shock, psychological contract, and resilience among new graduate nurses: a latent profile analysis.
Article in Frontiers in public health, 2026. The graph could read no effect estimate from its abstract, so it casts no vote on the map. Not yet cited in PubMed.
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Abstract
Aim: As the healthcare industry evolves, new graduate nurses encounter challenges transitioning from students to practitioners, impacting team stability and service quality. Many experience transition shock, marked by role confusion, skill gaps, and interpersonal pressures. Understanding the factors contributing to this phenomenon is crucial. However, recent studies have primarily focused on the overall level and influencing factors of transition shock, overlooking the heterogeneity within this population. This study aims to assess the current state of transition shock among new graduate nurses and explore its influencing factors. Methods: A convenience sampling, cross-sectional survey was conducted with 220 new graduate nurses from September 2024 to October 2024 in a tertiary hospital in China. Participants were administered by general condition questionnaire, the Transition Shock Scale, the Connor-Davidson Resilience Scale, and the Nurse Psychological Contract Scale. A latent profile analysis was used to identify the latent profiles of transition shock. Univariate and multivariate logistic regression analyses were used to explore the predictors of different profiles. Results: The transition shock of new graduate nurses could be classified into three profiles: low transition shock, middle transition shock, and high transition shock. Job satisfaction, personality, resilience, and psychological contract were predictors of different profiles. Conclusion: In this study, the majority of new graduate nurses were classified into Class 2 and Class 3, and their transition shock was relatively high. Nursing managers ought to focus on reducing transition shock for new graduate nurses. Key factors like personality, job satisfaction, resilience, and psychological contract should guide the creation of specific management actions.
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