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新人看護師の職場適応を促す先輩看護師の効果的な関わり How senior nurses establish effective relationships to promote newly graduated nurses adaptation to the workplace シンジン カンゴシ ノ ショクバ テキオウ オ ウナガス センパイ カンゴシ ノ コウカテキ ナ カカワリ HAMAMOTO, Junko 濱元, 淳子 ハマモト, ジュンコ INOUE, Norie 井上, 範江 イノウエ, ノリエ WAKESHIMA, Ruriko 分島, るり子 ワケシマ, ルリコ FURUSHIMA, Chie 古島, 智恵 フルシマ, チエ ©2012 日本赤十字九州国際看護大学 新人看護師 先輩看護師 職場適応 効果的な関わり adaptation to workplace effective mentorship newly graduated nurses senior nurses http://ci.nii.ac.jp/naid/120005280092 application/pdf 本研究の目的は、就職後1 年間に受けた先輩看護師からの関わりの中で、職場に適応するために効果的であったと感じた内容を明らかにすることである。卒後2 年目看護師12 名に対し、「先輩看護師との仕事上の関係性の中で、先輩看護師の言動で好ましいと感じた内容」に対する半構成的面接を行った。効果的な関わりとして、【無条件のフォロー】、【あとおし】、【行動の意味づけ】、および【興味を伸ばす】の4 つのコアカテゴリーが抽出できた。また、新人看護師の≪思考する力≫と≪行動する力≫の程度によって、効果的な関わりが変化していることが明らかになった。≪思考する力≫、≪行動する力≫が低い新人看護師への効果的な関わり は、状況を敏感に察し、見守っていることを感じさせ、やる気を失い挫折しないよう積極的に支援する、行動を補う【無条件のフォロー】であった。≪思考する力≫が高く、≪行動する力≫が低い新人看護師への効果的な関わりは、直接的な支援を減らすことで、主体的な行動を促し、一人でも“できた”を繰り返し感じさせる【あとおし】であった。≪思考する力≫が低く、≪行動する力≫が高い新人看護師への効果的な関わりは、新人看護師に対し、指摘し、質問することで、考えながら行動させる【行動の意味づけ】であった。≪思考する力≫、≪行動する力≫が高い新人看護師への効果的な関わりは、新人看護師の経験から学ぶ力を利用して、看護 を示すこと、また、目標を示すことでもっと知りたいという【興味を伸ばす】ことであった。 The purpose of this research was to clarify the attributes of mentoring received from senior nurses that are perceived as effective by newly graduated nurses during their adaptation to the workplace. Twelve nurses in their second year after graduation were interviewed about the words and deeds of senior nurses they perceived as effective using semi-structured interview guides. The following core categories were extracted from the data: “unconditional support”, “encouragement”, “interpretation of behaviors” and “awareness-raising”. The attributes of effective mentoring relationships were also found to vary according to the ability of the newly graduated nurse to think and/or take action. The approach that was effective for newly graduated nurses with low “ability to think” and low “ability to take action” was “unconditional support”, which involved assuring them that they were being supported and actively providing support and complementing their actions so as to prevent frustration. The approach that was effective for newly graduated nurses with high ability to think critically and low ability to take action was “encouragement”, which involved reducing direct support and repeatedly instilling a sense that they had the ability to successfully perform tasks by themselves. The approach that was effective for newly graduated nurses with low ability to think critically and high ability to take action was “interpretation of behaviors”, which involved encouraging the nurses to figure out what actions to take by asking them questions. The approach that was effective for newly graduated nurses with high ability to think and high ability to take action was “awareness-raising”, which involved promoting the nurses interest in the art of nursing and in the goals to be achieved, based on their learning ability acquired through experience. 日本赤十字九州国際看護大学 2012-12-28 jpn departmental bulletin paper VoR https://doi.org/10.15019/00000217 https://jrckicn.repo.nii.ac.jp/records/232 10.15019/00000217 AA12560766 21868042 日本赤十字九州国際看護大学紀要 Bulletin of the Japanese Red Cross Kyushu International College of Nursing 11 11 24 https://jrckicn.repo.nii.ac.jp/record/232/files/2-新人看護師の職場適応.pdf application/pdf 720.7 kB 2013-04-03