Organizational Socialization Among New Graduate Nurses: A Longitudinal Study Using Latent Profile and Transition Analyses.

aimTo identify the latent profiles of adjustment outcomes associated with organizational socialization among new graduate nurses at the end of the preceptorship period and approximately 10 months later, and to examine transitions in profile membership and to resignation.

backgroundOrganizational socialization is critical for new graduate nurses to acquire the knowledge, skills, and professional identity required to function effectively within the organization. Most previous studies have employed a variable-centered approach, which may obscure heterogeneity in adjustment patterns associated with organizational socialization.

methodsA longitudinal survey was conducted among 201 new graduate nurses employed at a tertiary hospital. Adjustment outcomes associated with organizational socialization were assessed using measures of nursing performance, work engagement, organizational commitment, and job embeddedness. Subgroups were identified at each point via latent profile analysis, and profile changes over time were examined using latent transition analysis.

resultsTwo profiles (less favorable and more favorable adjustment) were identified following the completion of the preceptorship period, whereas three profiles (less favorable, moderate, and more favorable adjustment) emerged approximately 10 months later. The profiles primarily reflected differences in the overall levels of the four adjustment outcomes, suggesting a low-to-high continuum rather than qualitatively distinct configurations. Nurses in the less favorable adjustment profile at the end of the preceptorship period had the highest estimated probability of subsequent resignation, whereas those in the more favorable adjustment profile had the highest estimated probability of remaining in the more favorable adjustment profile, indicating heterogeneity in adjustment profiles and their transitions over time.

conclusionsIdentifying nurses with less favorable adjustment outcomes and providing structured and sustained support may facilitate adaptation and support retention. These findings should be interpreted in light of the use of adjustment outcomes to reflect organizational socialization and potential selection bias related to resignation during follow-up. IMPLICATIONS FOR NURSING MANAGEMENT: The higher estimated probability of subsequent resignation among nurses in the less favorable adjustment profile highlights the importance of early identification of new graduate nurses with less favorable adjustment outcomes. The observed differences in adjustment profiles and their transitions suggest a need for support tailored to nurses' adjustment needs and stages of transition. Integrating structured preceptorship and ongoing monitoring into workforce management may facilitate sustained adaptation and strengthen long-term retention.