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目的系统评价新入职护士抗逆力体验的质性研究，为提高新入职护士的抗逆力，促进其心理健康以及更好 地适应工作提供依据。方法检索PubMed、Embase、Web of Science、Cochrane Library、Ovid、中国知网、中国生物医学 文献数据库、万方数据库、维普数据库等有关新入职护士抗逆力体验的质性研究文献，检索时限为建库至2023 年5 月。采用澳大利亚循证卫生保健中心（JBI）质性研究质量评价标准评价文献质量，采用meta 整合方法对结果进行整 合分析，采用ConQual 证据分级方法对整合结果进行证据质量的评级。结果初步检索获得327 篇文献，最终纳入8 篇文献，且研究质量均为B 级，提取67 个研究结果，综合成9 个新类别，归纳成3 个新的整合结果;能力认知的体 验、自我成长、社会支持。3 个整合结果的质量均为高等级。结论医院与护理管理者应加快完善对新入职护士的规 范化培训，注重对新入职护士的心理疏导与支持，提高新入职护士的抗逆力，建立其积极心理，以更快地投入到工 作中. [ABSTRACT FROM AUTHOR]

Objective To investigate the application effect of establishment of chief nurse position in training of newly recruited nurses. Methods The chief nurse position was established for the duty management of newly recruited nurses. Totally 45 newly recruited nurses who participated in the clinical practice after establishment of chief nurse position were included as the study, another 45 newly recruited nurses who received routine clinical teaching and practice were included as the control group. The nurses’ job satisfaction, anxiety states and turnover intention were measured and compared between two groups. Results In job satisfaction assessment, scores of Work-Family Balance, Relationship with colleagues, control and responsibility; Being Praised and Recognized and Responsibility Assignment items in the study group were higher than those in the control group respectively(P＜0. 05). The Self-rating Anxiety Scale in the study group was lower than that in the control group(P＜0. 05). The rate of turnover intention in the study group was lower than that in the control group(P＜0. 05). Conclusion The establishment of chief nurse position, by increasing job security, is effective to improve the nurses’ confidence and quality of nursing practice, reduce the fear of working independently and turnover intention, enhance the nursing safety in nursing practice. (目的 探讨科室总护士岗位设立在新入职护士值班管理中的应用效果。方法 科室通过设立总护士岗位加强新入职护士值班管理, 采用目的抽样法将本科室2020年7月—2022年7月设立总护士岗位以来培养的45名新入职护士作为研究组, 选取医院其他科室2020年7月—2022年7月以传统带教方式培养的新入职护士45名作为对照组。采用护士工作满意度量表、焦虑自评量表(SAS)、离职意愿量表进行对比分析。结果 度评价条目8个条目中, 工作与家庭平衡、与同事关系、控制与责任、被称赞与被认可和职责分配条目研究组得分高于对照组, 差异有统计学意义(P＜0. 05)。研究组SAS量表评分低于对照组(P＜0. 01)。研究组离职意愿比例低于对照组(P＜0. 05)。结论 设立科室总护士岗位能够增加新入职护士安全感, 提高了护士工作的自信心和护理工作质量, 降低新入职护士对独立值班的恐惧, 降低新入职护士的离职率, 提高独立值班中的护理安全。)

Objective To investigate the perception and needs for teaching of hepatology critical care among newly recruited nurses, and to provide reference for implementation of scene simulation training method in clinical teaching of critical care hepatology. Methods Convenience sampling was used to enroll 70 newly recruited nurses in the Department of Hepatology. A survey of using self-made questionnaire about perception and needs for scene simulation teaching was conducted. Results Five items with highest score was improving the first-aid ability in management of critical illness (4. 43±0. 50), improving the first-aid experience(4. 40±0. 55), enhancing the theory knowledge about critical care medicine(4. 39±0. 62), practicing skills of linking theory to practice(4. 31±0. 50)and improving motivation(4. 30±0. 60). Nurses had the highest demand for training of upper gastrointestinal hemorrhage management, and 91. 43% of nurses hoped to have more training opportunities, and duration of training would be 40～60 min per course. Conclusion The findings of the survey indicated a higher level of cognition on scene simulation teaching of critical care hepatology among newly recruited nurses, and there was an urgent need of first-aid knowledge and skills training. A purposive training program using scene simulation teaching method should be carried out in clinical teaching of critical care hepatology, in order to improve newly recruited nurses’ emergency and critical care skills and ability to deal with emergencies. (目的 调查分析新入职护士对肝脏疾病急危重症教学认知状况及需求, 为进一步开展肝脏疾病急危重症情景模拟教学培训提供参考。方法 采用方便抽样法, 应用自制新入职护士对肝脏疾病急危重症情景模拟教学认知及需求调查问卷, 对医院2020年1月—12月肝脏疾病科室新入职的70名护士进行问卷调查。结果 急危重症情景模拟教学的认知调查中得分最高的前5项分别是: “提高临床急危重症急救技能操作能力”得分(4. 43±0. 50)分, “提高临床急救经验”得分(4. 40±0. 55), “增加对急危重症理论知识的巩固”得分(4. 39±0. 62), “锻炼理论联系临床实际的能力”得分(4. 31±0. 50), “提高主观能动性”得分(4. 30±0. 60)。对急危重症情景模拟教学的技能培训需求结果显示“上消化道出血”位列第一, 91. 43%新入职护士希望参加相关培训, 培训时间以40～60min最为适宜。结论 新入职护士对肝脏疾病急危重症情景模拟教学整体认知度高, 对急危重症情景模拟相关急救知识技能培训需求较高。科室培训应有针对性地开展肝脏疾病急危重症情景模拟培训方案, 进一步提升新入职护士的急危重症急救技能, 使其掌握操作流程, 提高应急处置能力。)

Copyright of Journal of Clinical Nursing in Practice is the property of Journal of Clinical Nursing in Practice (Editorial Board, Shanghai Jiao Tong University Press) and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Objective To evaluate the Rosenthal effect in clinical teaching and training of newly recruited surgical nurses. Methods Totally 60 newly recruited surgical nurses were divided into two groups: the control group (n = 30) and the observation group (n = 30). The members of the control group received routine clinical teaching and training. A Study of Rosenthal Effect was carried out on the group members, teachers, head nurses and full-time teachers of the observation group, aiming to increase the teachers' sense of investment and initiative, drive the newly recruited nurses' learning motivation and improving their self-confidence. In the third and sixth month, all the newly recruited nurses were tested in theoretical knowledge and practical skills, and psychology and feedback from teachers was measures. Results There were significant differences in the time effect and inter group effect of the scores of theoretical test, practice assessment, professional identity and retention intention and satisfaction with teaching between the two groups(P＜0. 05). Conclusion Rosenthal Effect is conducive to improve the professional identity and investment of newly recruited surgical nurses, and reduce their turnover intention. It is of great significance to stabilize the operating room nursing staff and promote the construction of new nurses' specialization. (目的 探讨罗森塔尔效应在手术室新入职护士带教与培训中的应用。方法 60名手术室新入职护士分为对照组和观察组, 各30名。对照组按常规带教, 观察组在对照组基础上实施罗森塔尔效应实验。评估和对比两组新入职护士带教3、6个月时的理论成绩、专科操作成绩、留职意向、职业认同以及对带教老师的评价。结果 观察组带教3、6个月时的理论成绩、专科操作成绩、留职意向、职业认同以及对临床带教老师的评价分值均高于同期对照组, 差异有统计学意义(P＜0. 05)。结论 罗森塔尔效应的应用有利于提高手术室新入职护士的专科化认同及投入程度, 对于稳定手术室护理人员和推动新护士专科化建设具有重要意义。)

Objective To investigate the psychological stress of newly recruited nurses in a specialist hospital for hepatobiliary diseases and related countermeasures. Methods A descriptive, phenomenological study was conducted and a purposive sampling strategy was used to recruit 100 newly recruited nurses in a specialist hospital for hepatobiliary diseases. The Self-Report Symptom Inventory(SCL～90) was used to investigate the psychological stress of newly recruited nurses, and potential causes and countermeasures were analyzed. Results There were 35 (35. 00%)nurses who had SCL～90 score of 160 or more. Findings showed that there was a significant difference in scores of somatization, obsessive-compulsive symptoms, interpersonal sensitivity and depression between newly recruited nurses and Chinese norms(P＜0. 01). Conclusion Newly recruited nurses experienced moderate to high level of psychological stress. Targeted coping strategies should be carried out to relieve the psychological pressure from work and improve the nursing quality. (目的 探讨肝胆专科医院新入职护士心理压力状况和相关应对措施, 为改善肝胆专科医院新入职护士心理压力状况和应对方式提供参考依据。方法 采取目的抽样法, 选取2021年1月—12月100例新入职护士为调查对象, 采取症状自评表(SCL-90)评定心理压力状况, 并进行原因分析。结果 100例被调查对象中有35(35. 00%)例SCL-90总分≥160分。与全国常模比较, 肝胆专科医院新入职护士在躯体化、强迫、人际关系敏感、抑郁等得分差有统计学意义(P＜0. 01)。结论 肝胆专科医院新入职护士心理压力大。建议采取有效的应对方式, 以减缓新入职护士工作压力, 提高护理质量。)

Objective To investigate the training needs of newly recruited nurses in Traditional Chinese Medicine (TCM)hospitals, and to provide reference for building a pre-job training system with TCM characteristics. Methods Newly recruited nurses from first and second class TCM hospitals in Beijing were investigated by a self-made questionnaire. Results A total of1590 questionnaires were issued, including1590 valid questionnaires being recovered, and the effective recovery rate was 100. 00%. There were 1285 nurses graduated from Universities of western medicine, accounting for 80. 82% of all nurses. Findings showed a relatively high level of training needs of nurses, and there was no significant different between nurses with different education levels, recruitment stage and types of university (P＞0. 05). High scores of needs assessment were found in issues of emergency care, emergency handling and cooperating, occupational protection. Conclusion Nursing managers should establish a pre-job training system with TCM characteristics for newly recruited nurses, improve their TCM critical thinking ability and ensure the quality of TCM nursing. It is also required to enhance the training on emergency care, emergency handling and cooperating, occupational protection, in order to help nurses adapt to the job requirements and the new working environment. (目的 了解北京市中医医疗机构新入职护士培训需求, 为构建具有中医特色的入职培训体系提供依据。方法 采用自设问卷, 对北京市范围内二级、三级中医医疗机构的新入职护士培训需求进行调查。结果 共发放1590份问卷, 回收1590份问卷, 有效回收率100. 00%。新入职护士中, 西医院校毕业护士1285(80. 82%)名。各维度培训需求均处于较高水平, 不同学历、入职阶段、是否中医院校毕业的护士比较, 差异无统计学意义(P＞0. 05)。具体需求内容上, 急危重症的抢救及护理、各种突发事件急救处理及配合、职业防护原则及方法得分较高。结论 护理管理者应制定具有中医特色的培训方案, 提高新入职护士的中医辨证能力, 提升中医护理质量。同时, 应结合护士需求, 加强对于急危重症、突发事件、职业防护等方面的培训, 帮助护士在职业初期快速适应工作岗位。)

Objective To explore the application value of the standardized training model for newly recruited nurses based on demand and post competence. Methods Totally 70 nurses recruited in 2017 were selected as control group by convenient sampling method, and their training, examination and management were organized by using a traditional training mode. The same method was adopted to select 69 nurses in 2018 as observation group, and a standardized training model based on demand orientation and post competence was established. Primary indicators were professional knowledge, nursing skills, bedside comprehensive ability, score of Competency Inventory for Registered Nurse, turnover rate, ward satisfaction with newly recruited nurses. Results The scores in assessment of nurses' professional knowledge, professional skills, bedside comprehensive ability and post competence in the observation group were higher than those in the control group (P＜0. 01). The ward satisfaction with newly recruited nurses and nurse hospital training satisfaction in the observation group were higher than those in the control group (P＜0. 01). The turnover rate in the observation group was lower than that in the control group (P＜0. 01). Conclusion The standardized training model based on demand orientation and post competence can effectively improve the post competence of newly recruited nurses. (目的 探讨基于教育需求评估和核心能力的新入职护士规范化培训的应用效果。方法 采用便利抽样法选择2017届70名新入职护士作为对照组, 用传统培训模式组织培训、考核、管理。同样方法选择2018届69名新入职护士为观察组, 建立以教育需求评估和核心能力为理论框架的护士规范化培训模式, 组织培训、考核、管理、反馈等。比较2组新入职护士培训期间专业知识、护理技能、床边综合能力、护士岗位胜任力量表自评得分、新入职护士对培训满意度、病区对新入职护士满意度、离职率、等指标。结果 观察组新入职护士专业知识、专业技能、床边综合能力、岗位胜任力自评分均高于对照组, 差异有统计学意义(P＜0. 01)。观察组病区对新入职护士满意度、新入职护士对培训满意度均高于对照组, 差异有统计学意义(P＜0. 01)。观察组新入职护士离职率低于对照组, 差异有统计学意义(P＜0. 01)。结论 以教育需求评估和核心能力为理论框架的新入职护士规范化培训模式能有效提升新入职护士岗位胜任力。)

Objective To evaluate the application of Balint groups activity to relieve anxiety among newly recruited nurses. Methods Totally 38 newly recruited nurses were included as research objects. The Balint groups activity was carried out once per three months, and scores of Chinese Nurses Stressor Scale and Self-rating Anxiety Scale (SAS) before and after activity were compared. Results After implementation of Balint groups activity, dimension scores of work environment and resources, workload and time allocation, nursing profession and work increased significantly (P＜0. 05), and score of SAS dropped significantly compared with that before intervention (P＜0. 05). Conclusion The Balint groups activity is potentially effective to relieve anxiety and related employment pressure among newly recruited nurses. (目的 探讨巴林特小组活动在缓解新入职护士焦虑情绪中的应用效果。方法 将2018届新入职护士38名作为研究对象, 于2018年10月—2019年9月每季度组织1次巴林特小组活动。比较活动前后新入职护士中国护士工作压力源量表以及焦虑自评量表(SAS)评分。结果 巴林特小组活动实施后, 新入职护士在中国护士工作压力源量表中的工作环境及资源、工作量及时间分配、护理专业及工作维度的评分较活动前升高, SAS评分较活动前明显降低, 差异有统计学意义(P＜0. 05)。结论 巴林特小组活动能有效缓解新入职护士的焦虑情绪, 改善新入职护士的就业压力。)

Copyright of Nursing of Integrated Traditional Chinese & Western Medicine is the property of Journal of Clinical Nursing in Practice (Editorial Board, Shanghai Jiao Tong University Press) and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Nursing of Integrated Traditional Chinese & Western Medicine is the property of Journal of Clinical Nursing in Practice (Editorial Board, Shanghai Jiao Tong University Press) and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

新入职护士规范化培训是夯实护士基本技能、提高临床护士专业核心能力的重要途径，也是促进临床 护理人员稳步成长的重要环节。该文主要从该院开展新入职护士规范化培训采取的具体措施、培训效果及面临的问题 进行讨论和分析，全面介绍了新入职护士规范化培训的实践经验。 [ABSTRACT FROM AUTHOR]

目的探讨在新入职护士岗前培训中角色扮演法的应用效果。方法将2014年新入职护士 25名作为 对照组，2015年新入职护士 24名作为研究组。对照组采用传统讲授法，研究组采用传统讲授法结合角色扮演体验患者 住院感受。通过考核新入职护士接待新患者入院服务规范及调查住院患者满意度评价培训效果。结果研究组护士考 核成绩[(90.47±5.11)分]明显优于对照组[(83.72±5.30)分]，其中流程服务规范[(47.08±2.05)分]、人文关怀[(18.67±0.92) 分]成绩明显优于对照组[分别为（44.42±2.18)、（15.47±2.46)分]，所在病区住院患者满意度[(96.16±1.02)%]明显优于对照 组[(92.01%±0.99)則，差异均有统计学意义（P<0.05)。结论角色扮演体验患者住院感受有助于引导新入职护士换位思 考，对患者实施人文关怀，规范服务行为，提高护理服务质量。 [ABSTRACT FROM AUTHOR]