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Please use this identifier to cite or link to this item: http://hdl.handle.net/10285/13635

NII Resource type: Research Paper
Title: Survey of Onboarding Programs of Hospitals for Newly Hired Experienced Nurses
Other Titles: 病院における既卒採用の看護師に対する受け入れプログラムの 実態調査
Authors: 伊東, 美奈子
光永, 悠彦
井部, 俊子
Author-transcription: イトウ, ミナコ
ミツナガ, ハルヒコ
イベ, トシコ
Keywords: newly hired experienced nurses
onboarding program
Shimei: 聖路加看護学会誌
Volume: 24
Issue: 1
Start page: 3
End page: 12
Issue Date: 31-Jul-2020
Publisher: 聖路加看護学会
ISSN: 13441922
Abstract: Purpose:This study aimed to clarify the status and issues of onboarding programs for newly hired experienced nurses in Japanese hospitals.  Method:The study participants included nurse executives of 1,200 hospitals in Japan. They were extracted randomly after stratification based on the number of hospitals and beds by prefecture. A questionnaire survey was conducted to determine the number of newly hired experienced nurses, and the objectives and contents of the onboarding programs of the hospitals. The same data were collected for newly graduated nurses for comparison.  Results:There were 246 valid responses from the returned questionnaires. In FY 2013, 167 hospitals employed newly graduated nurses and 227 hospitals employed experienced nurses. Of these 167 and 227 hospitals, 157(94.0%)and 155(68.3%)hospitals provided onboarding programs, respectively. Over 80% of these hospitals indicated the objectives of their onboarding programs for experienced nurses were to familiarize them with the organizational and nursing philosophies, to familiarize them with the internal system, and to facilitate their workplace adaptation. Most of the onboarding programs for experienced nurses (75.9%)included an“explanation of the organizational philosophy”. Most of the onboarding programs for newly graduated nurses(84.0%)included“clinical training based on the‘Clinical training guideline for newly graduated nurses’formulated by the government”“. Assessment of nursing competency at the time of employment”for experienced nurses was only conducted in approximately 40% of the hospitals similarly to the assessment for newly graduated nurses.  Conclusion:The implementation rate of onboarding programs for experienced nurses was lower than that for newly graduated nurses. This suggests that hospitals are not as prepared in accepting experienced nurses as they are in accepting newly graduated nurses. Nursing managers appeared to view and hire experienced nurses as“highly ready—to—work”and thus need less organizational support. However, “highly ready—to—work”nurses may not be appropriately assessed at the time of employment.
The kind of text : none
URI: http://hdl.handle.net/10285/13635
Appears in Collections:第24巻 第1号

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