The relationship between transition shock and person-organization fit among newly graduated registered nurses in China: the mediating role of resilience.

BACKGROUND: A substantial body of research has been accumulated regarding the transition shock of newly graduated registered nurses (NGRNs). However, studies on person-organization fit remain insufficient. Improving person-organization fit among NGRNs can positively enhance job satisfaction, reduce turnover rates, and improve the quality of care. As a psychological resource, resilience can mitigate the negative impacts of job demands such as transition shock. However, the associative mechanisms among transition shock, person-organization fit, and resilience in NGRNs remain unclear. METHODS: A cross-sectional survey was administered to 429 NGRNs recruited from three tertiary hospitals in Sichuan Province, China, between December 2024 and February 2025. Data were collected via an online platform using three validated self-report instruments: the Nurse Person-Organization Fit Assessment Scale, the Chinese version of the 10-item Connor-Davidson Resilience Scale (CD-RISC-10), and the Transition Shock of Newly Graduated Nurses scale. Statistical analyses were performed using IBM SPSS 24.0 for descriptive and correlational analyses. Structural equation modeling (SEM) was employed to test the hypothesized mediation model linking transition shock, resilience, and person-organization fit, with AMOS 24.0 used to estimate path coefficients and assess model fit. RESULTS: The person-organization fit, transition shock, and resilience of NGRNs were at a moderate level or above. Person-organization fit was negatively correlated with transition shock (r = -0.417, p < 0.001), and positively correlated with resilience (r = 0.440, p < 0.001). Resilience was negatively correlated with transition shock (r = -0.332, p < 0.001). Psychometric testing confirmed excellent reliability and validity for most scales, while transition shock showed moderate indices, attributed to its complex multidimensional nature. The structural equation modeling (SEM) showed a satisfactory model fit: χ2/df = 3.004, comparative fit index (CFI) = 0.970, Tucker-Lewis index (TLI) = 0.953, root mean square error of approximation (RMSEA) = 0.068, standardized root mean square residual (SRMR) = 0.050. The mediating effect value of resilience is -0.127, which accounts for 24.5% of the total effect value of -0.518. Resilience partially mediates the relationship between NGRNs' transition shock and person-organization fit. CONCLUSION: Transition shock directly and indirectly (via resilience) negatively impacts NGRNs' person-organization fit, supporting the JD-R model in nursing transitions. Nursing managers should pay attention to the resilience level of NGRNs, implement dynamic assessments and time-sensitive intervention strategies to mitigate the multifaceted impacts of transition shock, foster enhancement of person-organization congruence, and consequently elevate job satisfaction, improve care quality, and reduce turnover rates.