The Relationship Between Transition Shock and Person-Organization Fit Among Newly Graduated Registered Nurses in China: The Mediating Role of Resilience

The Relationship Between Transition Shock and Person-Organization Fit Among Newly Graduated Registered Nurses in China: The Mediating Role of Resilience | Research Square window.SnipcartSettings = { analytics: { enabled: false } }; (function() { var accessVector = localStorage.getItem('access_vector') || ''; window.dataLayer = window.dataLayer || []; if (accessVector) { window.dataLayer.push({ user: { profile: { profileInfo: { snid: accessVector } } } }); } })(); (function(w,d,s,l,i){w[l]=w[l]||[];w[l].push({'gtm.start':new Date().getTime(),event:'gtm.js'});var f=d.getElementsByTagName(s)[0],j=d.createElement(s),dl=l!='dataLayer'?'&l='+l:'';j.async=true;j.src='https://www.googletagmanager.com/gtm.js?id='+i+dl;f.parentNode.insertBefore(j,f);})(window,document,'script','dataLayer','GTM-K279D39R'); Browse Preprints In Review Journals COVID-19 Preprints AJE Video Bytes Research Tools Research Promotion AJE Professional Editing AJE Rubriq About Preprint Platform In Review Editorial Policies Our Team Advisory Board Help Center Sign In Submit a Preprint Cite Share Download PDF Research Article The Relationship Between Transition Shock and Person-Organization Fit Among Newly Graduated Registered Nurses in China: The Mediating Role of Resilience Liu Feng, Yutao Zeng, Xiaorong Chen, Yan Zhang, Juan Zhang This is a preprint; it has not been peer reviewed by a journal. https://doi.org/ 10.21203/rs.3.rs-6827701/v1 This work is licensed under a CC BY 4.0 License Status: Published Journal Publication published 15 Dec, 2025 Read the published version in BMC Nursing → Version 1 posted 10 You are reading this latest preprint version Abstract Background A substantial body of research has been accumulated regarding the transition shock of new nurses. However, studies on person-organization fit remain insufficient. Improving person-organization fit among new nurses can positively enhance job satisfaction, reduce nurse turnover rates, and improve the quality of care. As a psychological resource, resilience can mitigate the negative impacts of work demands such as transition shock. However, the associative mechanisms among transition shock, person-organization fit, and resilience in new nurses remain unclear. Methods A cross-sectional survey was administered to 429 newly licensed nurses recruited from three tertiary hospitals in Sichuan Province, China, between December 2024 and February 2025. Data was collected via an online platform using three validated self-report instruments: Nurse Person-Organization Fit Assessment Scale, Connor-Davidson Resilience Scale (CD-RISC-10), and Newly Graduated Nurses' Transition Shock 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 = 0.44, p < 0.001). Resilience was negatively correlated with transition shock (r = -0.332, p < 0.001). The structural equation modeling (SEM) shows a satisfactory model fit: χ2/df = 3.004, SRMR = 0.05, CFl = 0.97, IFI = 0.931,TLl = 0.953, GFl = 0.968, AGFI = 0.937, RMSEA = 0.068. The mediating effect value of resilience is -0.127, which accounts for 24.52% of the total effect value of -0.518. Resilience partially mediates the relationship between NGRNs’ transition shock and person-organization fit. Conclusion Resilience mediates transition shock and person-organization fit. Nursing managers should pay attention to the resilience level of NGRNs, implementing 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 curtail turnover rates. newly graduated registered nurse transition shock person-organisation fit resilience mediating effect Figures Figure 1 Introduction The State of the World's Nursing 2025 Report points out that although the global nursing workforce continues to grow, reaching 29.8 million people, the global "shortage" of nursing staff still amounts to 5.8 million [ 1 ] . This shortage is accompanied by the loss of nursing staff, which has become a long-term and global problem [ 2 ] . The youngest generation of nurses has proven to be the most willing to leave their positions and the nursing profession [ 2 ] . It is reported that the turnover rate of newly graduated nurses globally ranges from 25–70% [ 3 ] , while in China, it is as high as 71.8% [ 4 ] . Therefore, in the current context of an aging society, labor shortage, and urgent need for nurses, how to retain new nurses has become a long-term topic [ 5 ] . In China, generally speaking, nurses who have graduated within 2 years are called newly graduated registered nurses (NGRNs) [ 6 ] . The complexity of nursing and role requirements have exponentially increased nowadays. NGRNs encounter countless pressures and challenges when transitioning from school to professional clinical practice. They struggle with surging workloads, job stress, colleague relationships, feelings of incompetence, and low self-confidence [ 7 ] , making them prone to transition shock. Duchscher defined it as a feeling and experience of confusion, doubt, perplexity, ambiguity, restlessness, or disharmony [ 8 ] . This not only reduces NGRNs' work enthusiasm, initiative, and positivity, weakens their confidence, and increases the tendency for self-blame [ 5 ] , but also affects their workability and prevents them from meeting organizational requirements. Conversely, NGRNs also have certain expectations for the organization's work environment, cultural atmosphere, performance, etc., but they are mostly disappointed, such as low salaries and the need to spend a long time integrating with colleagues. Therefore, organizations cannot meet the needs of NGRNs, which ultimately reduces the degree of person-organization fit. Relevant studies [ 9 ] have also confirmed that there is a negative correlation between person-organization fit and transition shock among NGRNs with a bachelor's degree or above. Poor fit with the organization and the perception that the unit is unsuitable will lead to reduced job satisfaction and even turnover [ 2 , 7 ] .In contrast, the higher the degree of person-organization fit, the higher employees' job satisfaction [ 10 ] and nursing quality [ 10 , 11 ] , the more innovative behaviors [ 12 ] , less anxiety and depression [ 13 ] , and higher organizational commitment [ 11 ] and retention intention [ 12 ] . A systematic review incorporating 28 studies [ 14 ] showed a significant positive correlation between person-organization fit and employee outcomes, leading to lower burnout levels and higher satisfaction. Therefore, exploring the degree of person-organization fit among NGRNs can indirectly help understand the reasons for their turnover or satisfaction. However, existing studies on person-organization fit among NGRNs mainly focus on influencing factors [ 15 ] , and few studies explore the potential mechanisms of NGRNs' person-organization fit from an internal perspective. The Job Demands-Resources (JD-R) model emphasizes that every occupation has job demands and job resources [ 16 ] . Job demands refer to the "negative factors" in work that generate energy, physical, and psychological costs, such as the transition shock of NGRNs. It consumes the energy of NGRNs, leading to job burnout, reduced work engagement, inability to complete organizational tasks, and failure to meet the current situation of the organization, thus decreasing the person-organization fit. Work resources are "positive factors" that help individuals adapt to their job demands, increase their work engagement, better cope with the pressures and challenges brought by transitions, maintain a positive attitude, and thus more easily adapt to organizational changes, improving the person-organization fit. Resilience is a psychological resource, the ability to adapt to stressful situations and changing environments [ 17 ] , and a long-term, strategic, reflexive, and dynamic process [ 18 ] . It strengthens over time [ 19 ] , can serve as a protective factor in the face of adversity [ 3 ] , and is also an important way to improve the clinical competence of new nurses [ 20 ] . Previous studies have shown that when NGRNs experience transition shock, resilience, as a protective factor, enables them to actively adjust and adapt to stressful situations, thereby mitigating the negative impacts of stress [ 16 ] . Scholars have pointed out that resilience must be emphasized among nurses, especially junior nurses, to improve retention rates, productivity, and the ability to cope with workplace stress and burnout [ 21 ] . Therefore, this study uses the "Job Demands-Resources (JD-R) model" as a conceptual framework to investigate the impact of resilience as a mediating variable on the transition shock and person-organization fit of NGRNs, and proposes the following four hypotheses: Hypothesis 1 Transition shock is negatively correlated with resilience. Hypothesis 2 Resilience is positively correlated with person-organization fit. Hypothesis 3 There is a direct relationship between transition shock and person-organization fit. Hypothesis 4 Resilience plays a mediating role between transition shock and person-organization fit. Methods Study Design A cross-sectional research design was utilized in this study. Participants and Setting From December 2024 to February 2025, we conducted a cross-sectional study in three tertiary general hospitals across Sichuan Province, China. They were a provincial-level hospital, a specialized hospital, and a municipal-level hospital, with the sample size ratio being 2:1:1. Convenient sampling was used to recruit the NGRNs whose employment period ranges from 3 to 24 months in the three hospitals and obtained the nurse practice qualification certificate. They were full-time nurses from the emergency department, the obstetrics and gynecology ward, the pediatric ward, the operating room, the ICU (Intensive Care Unit), the internal medicine ward, and the surgical ward, etc., and were willing to participate in the study. Those who were nursing students, further study nurses, or absent from work were excluded. Criteria for discontinuing participation in the study were as follows: 1) did not complete all investigations; (2) voluntary withdrawal of informed consent during the study. The structural equation model (SEM), with a sample size of at least 200, was recommended [ 22 ] , or 10 times the number of variables [ 23 ] . A total of 16 demographic factors and 11 scale-related dimensions were considered independent variables in the study, assuming an attrition rate of 20%; at least (16 + 11) *10*(1% + 20%) = 324 participants were needed. Measures Demographic Characteristics We designed a questionnaire with the demographic characteristics of NGRNs by reviewing the literature and questioning experts, which included gender, age, education level, a native of the province, only child, nursing as the first choice in university, receiving scholarships during university, marital status, length of time working in the hospital, hospital, and department, the number of night shifts per month, daily sleeping hours, satisfaction with the nursing profession, satisfaction with the current department, satisfaction with current income. Person-Organization Fit Xiang [ 24 ] et al. developed the Nurse Person-Organization Fit Assessment Scale in 2019, which consists of three dimensions: value fit, personal needs and organizational supply, and personal abilities and organizational demands, totaling 40 items. The scoring uses a Likert 5-point scale, where 1 point represents "not important" and 5 points represents "very important". The total score ranges from 40 to 200, with higher scores indicating a better fit. The overall Cronbach's α coefficient of the scale is 0.986. In our study, the Cronbach’s alpha coefficient of each subscale ranged from 0.896 to 0.954. Transition Shock The Transition Shock of Newly Graduated Nurses scale was developed by Xue [ 25 ] based on the conceptual framework of transition shock theory and contains 27 items in four dimensions: physical, psychological, knowledge and skills, and sociocultural and developmental. A 5-point Likert scale was used, ranging from 1 to 5 on a scale of “not at all” to “fully,” with a total score of 27 to 135, with higher scores indicating a stronger transition shock. The Cronbach’s alpha coefficient of the four subscales of the original Chinese scale was in the range of 0.864–0.940, respectively [ 25 ] . In this study, the Cronbach’s alpha coefficient of each subscale ranged from 0.875 to 0.923. Resilience The CD-RISC-10 was extracted from the CD-RISC-25 by Campbell Sills and Stein [ 26 ], using a Likert 5-point scoring method: never − 0, rarely − 1, sometimes − 2, often − 3, always − 4. The total score ranges from 0 to 40. A higher total score indicates a higher level of resilience. Ye [ 27 ] et al. translated and revised the original scale into Chinese, with a Cronbach’s α coefficient of 0.85. In this study, the Cronbach’s α coefficient was 0.933. Ethical Consideration The study was approved by the Ethics Committee of the Sichuan Provincial People’s Hospital, University of Electronic Science and Technology of China, the authors’ institution. All the participants were informed of the research’s aim, significance, and precautions. The questionnaire was only distributed after receiving every participant’s informed consent. All the data were anonymized. Other than the researchers and the respondents themselves, no one else could access the results of the questionnaires, and these results were only used for this study. Data Collection Prior to initiating the study, ethical approval was secured from the institutional review boards of all three participating hospitals. Three research assistants, each designated from the nursing departments' training units, were recruited to facilitate participant enrollment. A comprehensive orientation session was conducted to familiarize assistants with study objectives, participant eligibility criteria, and standardized data collection protocols. Data collection employed an online survey approach. Unique QR codes linked to encrypted survey platforms were generated, rigorously tested for functionality, and distributed exclusively to the research assistants. These assistants were tasked with identifying potential participants, providing oral and written explanations of the study's purpose, and emphasizing voluntary participation and data anonymity. Eligible candidates were instructed to independently scan the QR code using their personal smartphones, whereupon they were required to digitally sign an informed consent form before accessing the questionnaire. To ensure data integrity, responses were automatically screened for completion time (< 5 minutes) and response pattern irregularities (e.g., straight-lining). Of the 468 questionnaires returned, 24 were excluded due to incomplete data or invalid response patterns, yielding 429 valid responses for analysis (effective response rate: 91.67%). Data Analysis Statistical analyses were performed by the primary investigator utilizing IBM SPSS Statistics 24.0 (IBM Corp., Armonk, NY, USA) and AMOS 24.0 (IBM Corp., Armonk, NY, USA). All tests were two-tailed with a significance level set at p < 0.05. Categorical variables were reported as frequencies and percentages, while continuous variables meeting normality assumptions were presented as mean ± standard deviation (M ± SD). Bivariate correlations among person-organisation fit, transition shock, and resilience were examined using Pearson's product-moment correlation coefficient. Internal consistency reliability of the measurement scales was evaluated via Cronbach’s α coefficient. Hypotheses were tested using a two-step structural equation modeling (SEM) approach. In Step 1, confirmatory factor analysis (CFA) was conducted to assess the construct validity of the measurement model. Model fit was evaluated using multiple indices: comparative fit index (CFI), Tucker-Lewis index (TLI), root mean square error of approximation (RMSEA), and standardized root mean square residual (SRMR). In Step 2, the direct and mediating effects were estimated using bias-corrected bootstrap resampling with 5000 iterations and a 95% confidence interval. This method was employed to test the hypothesized mediation model, with resilience posited as a mediator between transition shock and person-organization fit. Results Descriptive statistics of socio-demographic information A total of 429 NGRNs, 73 (17.02 %) male and 356 (82.98%) female, were included in this study. Their ages ranged from 20 to 26. In terms of educational level, 35(8.16%) and 394(91.84%) participants had a specialist, bachelor’s degree or above, respectively (Table 1). Table1：Sociodemographic information questionnaire of NGRNs (n = 429) Variable N % Gender Male 73 17.02% Female 356 82.98% Age(years) 20 7 1.63% 21 26 6.06% 22 41 9.56% 23 105 24.48% 24 145 33.80% 25 92 21.45% 26 13 3.03% First choice in college Nursing 256 59.67% Not Nursing 173 40.33% Educational level Specialist 35 8.16% Bachelor's degree or above 394 91.84% Scholarship in college Yes 280 65.27% No 149 34.73% Married Yes 7 1.63% No 422 98.37% Only-child generation Yes 176 41.03% No 253 58.97% Natives of this province Yes 341 79.49% No 88 20.51% Length of employment(years) =1 250 58.27% Hospital level Provincial hospital 196 45.69% Specialized hospital 120 27.97% Municipal hospital 113 26.34% Department Internal Medicine 110 25.64% Surgery 142 33.10% Obstetrics and Gynaecology 27 6.29% Pediatrics 19 4.43% Operating room 44 10.26% Outpatient/Emergency department 24 5.59% ICU 42 9.79% Other 21 4.90% Night shift frequency per month 0 17 3.96% 1-2 37 8.62% 3-4 150 34.97% 5-8 143 33.33% >8 82 19.11% Sleep duration per day 8h 38 8.86% Satisfaction with the nursing profession Very satisfied 80 18.65% Generally satisfied 287 66.90% Dissatisfied 45 10.49% Very dissatisfied 17 3.96% Satisfaction with the current department Very satisfied 170 39.63% Generally satisfied 228 53.15% Dissatisfied 24 5.59% Very dissatisfied 7 1.63% Satisfaction with current income Very satisfied 48 11.19% Generally satisfied 172 40.09% Dissatisfied 131 30.54% Very dissatisfied 78 18.18% Descriptive statistics of transition shock, resilience, and person-organization fit The person-organization fit score of the NGRNs was 161.15±30.76, above a medium level. The transition shock score was 83.37±18.21, and the resilience score was 26.14±7.73, both of which were at medium levels (Table 2). Table 2. Scores of person-organization fit, transition shock, and person-organization fit (Mean±SD, n = 429) Variable Range Item Score Total Score Person-Organization Fit 42-199 4.03±0.77 161.15±30.76 Value Fit 23-110 4.0±0.79 87.96±17.47 Personal Needs - Organizational Supply 10-50 4.06±0.92 40.63±9.18 Personal Ability - Organizational Demand 9-40 4.07±0.85 32.57±6.76 Transition shock 27-135 3.09±0.67 83.37±18.21 Physical 6-30 3.38±1.02 20.27±6.15 Psychological 8-40 3.32±1.02 26.54±8.17 Knowledge and skills 5-25 3.07±0.98 15.34±4.92 Sociocultural and developmental 8-40 2.65±0.92 21.22±7.37 Resilience 0-40 2.61±0.77 26.14±7.73 Note: SD=Standard Deviation Correlations among transition shock, resilience, and person-organization fit Pearson correlation analysis showed that NGRNs’ person-organization fit was negatively correlated with transition shock (r = − 0.417, p < 0.001), and positively correlated with resilience (r = 0.44, p < 0.001). Resilience was negatively correlated with transition shock (r = -0.332, p < 0.001) (Table 3). Table 3. Correlations among transition shock, resilience, and person-organization fit (r, n = 429) Variable (1) (2) (3) (4) (5) (6) (7) (8) (9) (10) Transition shock 1 Physical 0.653 *** 1 Psychological 0.671 *** 0.156 ** 1 Knowledge and skills 0.662 *** 0.337 *** 0.278 *** 1 Sociocultural and developmental 0.742 *** 0.384 *** 0.235 *** 0.381 *** 1 (6) Resilience -0.332 *** -0.194 *** -0.233 *** -0.272 *** -0.219 *** 1 (7) Person-Organization Fit -0.417 *** -0.202 *** -0.352 *** -0.332 *** -0.251 *** 0.440 *** 1 (8) Value Fit -0.407 *** -0.195 *** -0.323 *** -0.329 *** -0.268 *** 0.406 *** 0.958 *** 1 (9) Personal Needs - Organizational Supply -0.387 *** -0.213 *** -0.343 *** -0.275 *** -0.216 *** 0.377 *** 0.897 *** 0.766 *** 1 (10)Personal Ability - Organizational Demand -0.319 *** -0.125 ** -0.301 *** -0.290 *** -0.157 ** 0.442 *** 0.858 *** 0.733 *** 0.743 *** 1 Notes: ***p＜0.001,** p＜0.01 Regression analysis of person-organization fit The analysis indicated that the sleep duration per day (β=-0.146, p < 0.001), satisfaction with the current department (β=-0.099, p < .001), transition shock (β=-0.299, p < 0.001), and resilience (β=0.327, p < 0.001) were significantly predicted person-organization fit of NGRNs (adjusted R 2 = 0.297, p < 0.001) (Table 4). Table4. Regression analysis of person-organization fit. (n = 429) Variable B SE β t p Tolerance VIF Norm 188.896 26.104 7.236 0.000 Sleep duration per day -6.358 1.907 -0.146 -3.334 0.001 0.859 1.165 Satisfaction with the current department -4.665 2.364 -0.099 -1.974 0.049 0.656 1.524 Transition shock -0.505 0.079 -0.299 -6.410 0.000 0.754 1.326 Resilience 1.302 0.177 0.327 7.337 0.000 0.825 1.211 Notes: SE=Standard Error; VIF=Variance Inflation Factor; R 2 = 0.327; Adjusted R 2 = 0.297; F = 11.065; p < 0.001 Test of the hypothesized model A structural equation model was constructed by AMOS version 24.0. The results were as follows: χ2/df = 3.004, SRMR=0.05, CFl=0.97,IFI=0.931,TLl=0.953,GFl=0.968,AGFI=0.937, RMSEA=0.068. The path diagram and coefficients are shown in Figure 1. Standardized direct, indirect, and total path estimates are summarized in Table 5. The mediating effect value of resilience is -0.127, which accounts for 24.52% of the total effect value of -0.518. Resilience partially mediates the relationship between NGRNs’ transition shock and person-organization fit. Table 5. Mediating effects of resilience between transition shock and person-organization fit (n = 429). Effects Model paths Estimate SE p 95%CI Direct effects TS--﹥RL -0.411 0.054 0.001 -0.511~-0.298 RL--﹥POF 0.308 0.054 0.001 0.195~0.407 TS--﹥POF -0.391 0.067 0.001 -0.522~-0.255 Indirect effects TS--﹥RL --﹥POF -0.127 0.025 0.001 -0.178~-0.083 Total effects -0.518 0.058 0.001 -0.625~-0.392 Notes: SE=Standard Error; CI=Confidence Interval; TS = transition shock; RL= resilience; POF= person-organization fit. Discussion Using the Job Demands-Resources (JD-R) model as the theoretical framework, this study explored the relationship among transition shock, resilience, and person-organization fit of NGRNs. This investigation validated that transition shock significantly influences person-organization fit among NGRNs, with resilience demonstrating a partial mediating effect in this relationship. Notably, this study may represent the first empirical exploration of these interconnections, aiming to unpack the underlying mechanisms through a theoretical lens. Collectively, the findings provide robust support for all hypothesized relationships, contributing to the nascent literature on NGRNs adaptation by identifying resilience as a critical protective factor in the transition shock-person-organization fit pathway. In this study, the personal-organizational fit score of NGRNs was a little above moderate level slightly higher than the score in Wang et al.'s research [ 28 ] . The reason may be that their study was conducted during the COVID-19 pandemic, which might have imposed more work requirements on NGRNs. NGRNs were not only impacted by the pandemic but also by the transition from school to clinical practice, leading to relatively greater work pressure and thus reducing their personal-organizational fit [ 29 ] . Moreover, this study showed that the project scores of the three dimensions from high to low were Personal Ability-Organizational Demand (4.07 ± 0.85), Personal Needs-Organizational Supply (4.06 ± 0.92), and Value Fit (4.0 ± 0.79), which was also inconsistent with it. The reason may be that the proportion of NGRNs with a bachelor's degree or above in this study was relatively high, and their comprehensive personal abilities may have a high degree of matching with job requirements, meeting the needs of the organization. The results of multivariate analysis showed that the personal-organizational fit of NGRNs was related to daily sleep duration, satisfaction with the current department, transition shock, and resilience. Interestingly, daily sleep duration was not a protective factor but a risk factor for the personal-organizational fit of NGRNs. Longer sleep duration was associated with lower personal-organizational fit. A possible reason is that longer sleep duration implies fewer work-related social activities and less career development learning, thus leading to a decrease in personal-organizational fit. Existing study [ 30 ] have shown that nurses with severe sleep disorders tend to leave their first organization, so further research is needed to confirm the relationship between sleep and personal-organizational fit. In the future, if wearable devices [ 31 ] can be used to monitor the sleep quality of NGRNs rather than relying solely on the sleep duration reported by new nurses, more important findings may be obtained. In addition, the less satisfied NGRNs are with the existing department, the lower their personal-organizational fit score. According to the organizational support theory [ 32 ] , when nurses experience care and support from the organization, their sense of belonging and responsibility to the organization will increase. Nurses will take the initiative to enrich knowledge, improve skills, and develop more abilities conducive to organizational development, thus forming a high degree of personal-organizational fit [ 15 ] . Conversely, the lower the personal-organizational fit. It is suggested that managers should create a supportive and satisfying work environment, build a good department atmosphere, meet the needs of NGRNs, and improve their participation and job satisfaction. The study also showed that the total score of transition shock among NGRNs was 83.37 ± 18.21, which was at a moderate level and consistent with previous studies [ 33 , 34 ] . The total score of resilience was 26.14 ± 7.73, at a moderate level, slightly lower than the previous study [ 35 ] . The transition shock was negatively correlated with person-organization fit (r = -0.417, p<0.001), while resilience was positively correlated with person-organization fit (r = 0.440, p<0.001). Additionally, transition shock was negatively correlated with resilience (r = -0.332, p<0.001). Multivariate analysis also showed that both transition shock and resilience were influencing factors of person-organization fit. The higher the transition shock, the lower the resilience and person-organization fit, which is consistent with previous studies [ 28 , 36 ] . Facing complex clinical situations and surging workloads, NGRNs feel confused, oppressed, and unconfident, which affects their work adaptability [ 37 ] and ability [ 38 ] , fails to meet organizational requirements, and leads to dissatisfaction and alienation from the organization, resulting in a decrease in person-organization fit. Meanwhile, it consumes psychological resources, causing a reduction in resilience. This study also found that the higher the resilience, the higher the person-organization fit. Although there is no direct previous research supporting this point, existing studies have shown that resilience is positively correlated with career satisfaction [ 39 ], which is positively correlated with person-organization fit [ 40 ] . This indirectly demonstrates our results. Additionally, the results of this study show that transition shock directly affects personal-organizational fit among NGRNs (estimate = -0.391, p < 0.001), and resilience plays a partial mediating role between transition shock and person-organization fit (estimate = -0.127, p < 0.001). This suggests that transition shock can also indirectly influence NGRNs' person-organization fit through resilience. No existing studies have explored the mechanisms and relationships among these three variables. The Job Demands-Resources (JD-R) Model [ 41 ] posits that transition shock, as a demanding job characteristic, triggers a resource depletion process, which directly undermines person-organization fit. In contrast, resilience—classified as a personal resource—may operate through dual mechanisms: (1) absorbing stress-related harms (buffering effect) and (2) activating adaptive behaviors (e.g., proactive learning) to promote organizational integration. This implies that managers can regulate job demands by implementing transition management measures (e.g., transition programs [ 42 ] , peer support [ 43 ] ) to help NGRNs navigate the transition period smoothly; as well as increase job resource provision by enhancing their resilience through stress management training or employee assistance programs (CRM [ 7 ] , mindfulness interventions [ 5 ] ) to enhance personal-organizational fit. Conclusion Findings from this investigation revealed that transition shock, resilience, and person-organization fit among NGRNs exhibited moderate or moderately high scores. Notably, resilience was found to mediate the relationship between transition shock and person-organization fit in this population. In light of these results, nursing administrators are advised to prioritize monitoring the resilience capacity of NGRNs and implementing dynamic assessments and time-sensitive intervention strategies. Such initiatives aim to mitigate the multifaceted impacts of transition shock, foster enhancement of person-organization congruence, and consequently elevate job satisfaction, improve care quality, and curtail turnover rates. Limitations This study encompasses several limitations that require explicit acknowledgment. First, the cross-sectional design inherently restricts causal inference among the variables, as temporal precedence cannot be established. A further constraint is the single-province sampling in western China, which may significantly restrict the external validity of the results. Multi-center or longitudinal designs are recommended to address this limitation and enhance generalizability. Additionally, the exclusive use of self-report measures introduces methodological limitations, such as social desirability bias or recall errors, which may compromise the reliability of the data. Theoretically, the impact of transition shock on person-organization fit might be moderated or mediated by unexamined variables, warranting systematic exploration in future multi-method studies. Declarations Ethics approval and consent to participate The Sichuan Provincial People’s Hospital, University of Electronic Science and Technology of China, the corresponding author's institution, approved this study (Approval number: 2024812). All the participants were informed of the research’s aim, significance, and precautions. The questionnaire was only distributed after receiving every participant’s informed consent. All the data were anonymized. Other than the researchers and the respondents themselves, no one else could access the results of the questionnaires, and these results were only used for this study. Consent for publication All authors have approved the final version for publication. Availability of data and material The datasets used and/or analysed during the current study are available from the corresponding author on reasonable request. Competing interests The authors declare that they have no competing interests. Funding Research Fund of Sichuan Academy of Medical Sciences and Sichuan Provincial People's Hospital (Approval number: 24JXGG010). Authors' contributions LF conducted experiments, performed data analysis, and contributed to data interpretation. YTZ wrote and drafted the initial manuscript. XRC participated in data analysis and interpretation. 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Resilience's role in clinical belongingness and presenteeism of new nurses: A moderated mediation model. Nurs Health Sci. 2024;26(1):e13078. Al Hadid LAE, Al Barmawi MA, Alnjadat R, et al. The impact of stress associated with caring for patients with COVID-19 on career decisions, resilience, and perceived self-efficacy in newly hired nurses in Jordan: A cross-sectional study. Health Sci Rep. 2022;5(6):e899. 10.1002/hsr2.899 . Wu ML. Structural Equation Model - Practical Advancement of Amos. Chongqing: Chongqing University; 2013. (in Chinese). Sun ZQ, Xu YY, Medical Statistics. vol. 3. Beijing: People's Medical Publishing House; 2011.(in Chinese). Xiang YT, Xiong LJ, He J et al. Development of a person-organization fit assessment scale for nurses and evaluation of its reliability and validity. J Nurs Sci 2019,34(20):48–51. (in Chinese). Xue YR, Ling P, Gao XQ, et al. Development and the Reliability and validity test of the transition shock of newly graduated nurses scale. Chin J Nurs. 2015;50:674–8. (in Chinese). Campbell-Sills L, Stein MB. Psychometric analysis and refinement of the Connor-davidson Resilience Scale (CD-RISC): Validation of a 10-item measure of resilience. J Trauma Stress. 2007;20(6):1019–28. 10.1002/jts.20271 . YE, ZJ,WANG ZY,LIANG, MZ et al. Reliability and Validity of the Chinese Version of the 10-item Connor-Davidson Resilience Scale in Chinese Cancer Patients. Chin Gen Pract 2018,21(15):1839–44.(in Chinese). Wang S, Zhu N, Fang XJ, et al. Transition shock and work place adaptability in newly graduated nurses: multiple mediating roles of resilience and person-organization fit. Journa l Nurs Sci. 2022;37(9):53–7. (in Chinese). Yang JR. Exploration of factors influencing person-organization fit of nurses in tertiary hospitals in Shenyang. China Medical University.2023.(in Chinese). Han K, Kim YH, Lee HY, et al. Novice nurses' sleep disturbance trajectories within the first 2 years of work and actual turnover: A prospective longitudinal study. Int J Nurs Stud. 2020;112:103575. Zheng NS, Annis J, Master H, et al. Sleep patterns and risk of chronic disease as measured by long-term monitoring with commercial wearable devices in the All of Us Research Program. Nat Med. 2024;30(9):2648–56. Tian SM, Wei YT, Zhang X, et al. Mediating effect of clinical nurses' work engagement on perceived management care and person-organization fit. Chin Nurs Manage. 2025;25(1):118–23. (in Chinese). Li Y, Chi K, Li W, et al. Relationship between transition shock and humanistic practice ability among Chinese newly graduated nurses: Mediating effect of organizational socialization. Nurse Educ Pract. 2023;73:103842. Yao L, Chen J, Zhao Q, et al. Level and influencing factors of transition shock among new nurses in China: A multicenter cross-sectional study. Health Sci Rep. 2023;6(12):e1758. Gregory KE, Babicheva V, Chen E, et al. The Influence of Burnout, Resilience, and Resources to Support Clinical Practice Among Newly Licensed Nurses Intended Job Plans. J Nurs Adm. 2025;55(1):22–31. Chen M, Sun X, Zhu XP, et al. Relationship between Transition Shock and Resilience of Newly-graduated Nurses. J Nursing(China). 2017;24(03):50–3. (in Chinese). Cao X, Li J, Gong S. The relationships of both transition shock, empathy, resilience and coping strategies with professional quality of life in newly graduated nurses. BMC Nurs. 2021;20(1):65. Liu L, Liu M, Lv Z, et al. Relationship between work readiness, transition shock, and job competency among new nurses in oncology hospitals-A longitudinal study based on a latent growth model. Nurse Educ Today. 2024;142:106347. Srivastava S, Madan P. The relationship between resilience and career satisfaction: Trust, political skills and organizational identification as moderators. Australian J Career Dev. 2020;29(1):44–53. Chen X, Liu M, Liu C et al. Job Satisfaction and Hospital Performance Rated by Physicians in China: A Moderated Mediation Analysis on the Role of Income and Person-Organization Fit. Int J Environ Res Public Health. 2020, 17(16). Bakker AB, Demerouti E. Job demands-resources theory: Taking stock and looking forward. J Occup Health Psychol. 2017;22(3):273–85. Rush KL, Janke R, Duchscher JE, et al. Best practices of formal new graduate transition programs: An integrative review. Int J Nurs Stud. 2019;94:139–58. Jenkins C, Oyebode J, Bicknell S, et al. Exploring newly qualified nurses' experiences of support and perceptions of peer support online: A qualitative study. J Clin Nurs. 2021;30(19–20):2924–34. Additional Declarations No competing interests reported. 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Also discoverable on Platform About Our Team In Review Editorial Policies Advisory Board Help Center Resources Author Services Accessibility API Access RSS feed Manage Cookie Preferences © Research Square 2026 | ISSN 2693-5015 (online) Privacy Policy Terms of Service Do Not Sell My Personal Information {"props":{"pageProps":{"initialData":{"identity":"rs-6827701","acceptedTermsAndConditions":true,"allowDirectSubmit":false,"archivedVersions":[],"articleType":"Research Article","associatedPublications":[],"authors":[{"id":471652318,"identity":"17f84054-e650-477f-8791-0c84902f1f68","order_by":0,"name":"Liu Feng","email":"","orcid":"","institution":"University of Electronic Science and Technology of China","correspondingAuthor":false,"prefix":"","firstName":"Liu","middleName":"","lastName":"Feng","suffix":""},{"id":471652319,"identity":"ef122db4-ab0b-4921-bc33-5eaf936affe7","order_by":1,"name":"Yutao Zeng","email":"","orcid":"","institution":"Sichuan Provincial People’s Hospital, University of Electronic Science and Technology of China","correspondingAuthor":false,"prefix":"","firstName":"Yutao","middleName":"","lastName":"Zeng","suffix":""},{"id":471652320,"identity":"1cc8213d-35c3-41b0-88c8-a696153b79ec","order_by":2,"name":"Xiaorong Chen","email":"","orcid":"","institution":"Sichuan Provincial People’s Hospital, University of Electronic Science and Technology of China","correspondingAuthor":false,"prefix":"","firstName":"Xiaorong","middleName":"","lastName":"Chen","suffix":""},{"id":471652321,"identity":"73505e4b-341c-4c92-96dd-42213a89a107","order_by":3,"name":"Yan Zhang","email":"","orcid":"","institution":"Sichuan Provincial People’s Hospital, University of Electronic Science and Technology of China","correspondingAuthor":false,"prefix":"","firstName":"Yan","middleName":"","lastName":"Zhang","suffix":""},{"id":471652322,"identity":"24fa1e18-0046-4e2b-a64b-956108ad4243","order_by":4,"name":"Juan Zhang","email":"data:image/png;base64,iVBORw0KGgoAAAANSUhEUgAAAZAAAAAyAQMAAABI0h/eAAAABlBMVEX///8AAABVwtN+AAAACXBIWXMAAA7EAAAOxAGVKw4bAAABHElEQVRIiWNgGAWjYDACCRDBA8TsDRAaAtiI0cJzAKqFjSgtYEYCkVrkZzc/e/hF5rC8ueTrxAdvGA7Lyc9vfsDwoewwA//sBqxaGOccMzeW4TlsuHN27mbDOQyHjQ2OsRkwzjh3mEHizgGsWpglEsykJXgOM264nbtNmofhcOIGNh4GZt62wwwGIKdiAWwS6d9AWuw33Dy7/TdQS/38NqCWv3i08EjkmEl+4AEafoN3GzNQSwLDMaAWRjxaJCRyyqQZeNKTN5zJ3Sw5xyDdcMOxNIODPefSeSRuYNciPyN9m+TPHmvbDcfPbvzwpsJaXr758MMHP8qs5fhnYNcCDgLeHhjTAEIdYEBOCVgA448f+KRHwSgYBaNgxAMAePRaQnUpHA8AAAAASUVORK5CYII=","orcid":"","institution":"Sichuan Provincial People’s Hospital, University of Electronic Science and Technology of China","correspondingAuthor":true,"prefix":"","firstName":"Juan","middleName":"","lastName":"Zhang","suffix":""}],"badges":[],"createdAt":"2025-06-05 09:38:30","currentVersionCode":1,"declarations":"","doi":"10.21203/rs.3.rs-6827701/v1","doiUrl":"https://doi.org/10.21203/rs.3.rs-6827701/v1","draftVersion":[],"editorialEvents":[{"content":"https://doi.org/10.1186/s12912-025-04118-1","type":"published","date":"2025-12-15T15:57:52+00:00"}],"editorialNote":"","failedWorkflow":false,"files":[{"id":84916496,"identity":"4cf0fb90-064f-4ed9-aa57-c7e6b285155a","added_by":"auto","created_at":"2025-06-18 18:33:50","extension":"png","order_by":1,"title":"Figure 1","display":"","copyAsset":false,"role":"figure","size":57536,"visible":true,"origin":"","legend":"\u003cp\u003ePath model showing mediating effects of resilience between transition shock and person-organization fit.\u003c/p\u003e\n\u003cp\u003eNote: TS1=Physical, TS2=Psychological, TS3=Knowledge and skills, TS4=Sociocultural and developmental, POF= Person-Organization Fit, POF1=Value Fit, POF2=Personal Needs - Organizational Supply, POF3=Personal Ability - Organizational Demand\u003c/p\u003e","description":"","filename":"floatimage1.png","url":"https://assets-eu.researchsquare.com/files/rs-6827701/v1/e878319b67ee1bdfc3ade783.png"},{"id":98813979,"identity":"b8b44761-2d12-4ace-9bc2-962ca063adfd","added_by":"auto","created_at":"2025-12-22 16:08:55","extension":"pdf","order_by":0,"title":"","display":"","copyAsset":false,"role":"manuscript-pdf","size":1047658,"visible":true,"origin":"","legend":"","description":"","filename":"manuscript.pdf","url":"https://assets-eu.researchsquare.com/files/rs-6827701/v1/b4556ae6-8fcb-495e-8b55-afb563e6adda.pdf"}],"financialInterests":"No competing interests reported.","formattedTitle":"The Relationship Between Transition Shock and Person-Organization Fit Among Newly Graduated Registered Nurses in China: The Mediating Role of Resilience","fulltext":[{"header":"Introduction","content":"\u003cp\u003e \u003cem\u003eThe State of the World's Nursing 2025 Report\u003c/em\u003e points out that although the global nursing workforce continues to grow, reaching 29.8\u0026nbsp;million people, the global \"shortage\" of nursing staff still amounts to 5.8 million\u003csup\u003e[\u003cspan citationid=\"CR1\" class=\"CitationRef\"\u003e1\u003c/span\u003e]\u003c/sup\u003e. This shortage is accompanied by the loss of nursing staff, which has become a long-term and global problem\u003csup\u003e[\u003cspan citationid=\"CR2\" class=\"CitationRef\"\u003e2\u003c/span\u003e]\u003c/sup\u003e. The youngest generation of nurses has proven to be the most willing to leave their positions and the nursing profession\u003csup\u003e[\u003cspan citationid=\"CR2\" class=\"CitationRef\"\u003e2\u003c/span\u003e]\u003c/sup\u003e. It is reported that the turnover rate of newly graduated nurses globally ranges from 25\u0026ndash;70%\u003csup\u003e[\u003cspan citationid=\"CR3\" class=\"CitationRef\"\u003e3\u003c/span\u003e]\u003c/sup\u003e, while in China, it is as high as 71.8%\u003csup\u003e[\u003cspan citationid=\"CR4\" class=\"CitationRef\"\u003e4\u003c/span\u003e]\u003c/sup\u003e. Therefore, in the current context of an aging society, labor shortage, and urgent need for nurses, how to retain new nurses has become a long-term topic\u003csup\u003e[\u003cspan citationid=\"CR5\" class=\"CitationRef\"\u003e5\u003c/span\u003e]\u003c/sup\u003e.\u003c/p\u003e \u003cp\u003eIn China, generally speaking, nurses who have graduated within 2 years are called newly graduated registered nurses (NGRNs)\u003csup\u003e[\u003cspan citationid=\"CR6\" class=\"CitationRef\"\u003e6\u003c/span\u003e]\u003c/sup\u003e. The complexity of nursing and role requirements have exponentially increased nowadays. NGRNs encounter countless pressures and challenges when transitioning from school to professional clinical practice. They struggle with surging workloads, job stress, colleague relationships, feelings of incompetence, and low self-confidence\u003csup\u003e[\u003cspan citationid=\"CR7\" class=\"CitationRef\"\u003e7\u003c/span\u003e]\u003c/sup\u003e, making them prone to transition shock. Duchscher defined it as a feeling and experience of confusion, doubt, perplexity, ambiguity, restlessness, or disharmony\u003csup\u003e[\u003cspan citationid=\"CR8\" class=\"CitationRef\"\u003e8\u003c/span\u003e]\u003c/sup\u003e. This not only reduces NGRNs' work enthusiasm, initiative, and positivity, weakens their confidence, and increases the tendency for self-blame\u003csup\u003e[\u003cspan citationid=\"CR5\" class=\"CitationRef\"\u003e5\u003c/span\u003e]\u003c/sup\u003e, but also affects their workability and prevents them from meeting organizational requirements. Conversely, NGRNs also have certain expectations for the organization's work environment, cultural atmosphere, performance, etc., but they are mostly disappointed, such as low salaries and the need to spend a long time integrating with colleagues. Therefore, organizations cannot meet the needs of NGRNs, which ultimately reduces the degree of person-organization fit. Relevant studies\u003csup\u003e[\u003cspan citationid=\"CR9\" class=\"CitationRef\"\u003e9\u003c/span\u003e]\u003c/sup\u003e have also confirmed that there is a negative correlation between person-organization fit and transition shock among NGRNs with a bachelor's degree or above. Poor fit with the organization and the perception that the unit is unsuitable will lead to reduced job satisfaction and even turnover\u003csup\u003e[\u003cspan citationid=\"CR2\" class=\"CitationRef\"\u003e2\u003c/span\u003e, \u003cspan citationid=\"CR7\" class=\"CitationRef\"\u003e7\u003c/span\u003e]\u003c/sup\u003e.In contrast, the higher the degree of person-organization fit, the higher employees' job satisfaction\u003csup\u003e[\u003cspan citationid=\"CR10\" class=\"CitationRef\"\u003e10\u003c/span\u003e]\u003c/sup\u003e and nursing quality\u003csup\u003e[\u003cspan citationid=\"CR10\" class=\"CitationRef\"\u003e10\u003c/span\u003e, \u003cspan citationid=\"CR11\" class=\"CitationRef\"\u003e11\u003c/span\u003e]\u003c/sup\u003e, the more innovative behaviors\u003csup\u003e[\u003cspan citationid=\"CR12\" class=\"CitationRef\"\u003e12\u003c/span\u003e]\u003c/sup\u003e, less anxiety and depression\u003csup\u003e[\u003cspan citationid=\"CR13\" class=\"CitationRef\"\u003e13\u003c/span\u003e]\u003c/sup\u003e, and higher organizational commitment\u003csup\u003e[\u003cspan citationid=\"CR11\" class=\"CitationRef\"\u003e11\u003c/span\u003e]\u003c/sup\u003e and retention intention\u003csup\u003e[\u003cspan citationid=\"CR12\" class=\"CitationRef\"\u003e12\u003c/span\u003e]\u003c/sup\u003e. A systematic review incorporating 28 studies\u003csup\u003e[\u003cspan citationid=\"CR14\" class=\"CitationRef\"\u003e14\u003c/span\u003e]\u003c/sup\u003e showed a significant positive correlation between person-organization fit and employee outcomes, leading to lower burnout levels and higher satisfaction. Therefore, exploring the degree of person-organization fit among NGRNs can indirectly help understand the reasons for their turnover or satisfaction. However, existing studies on person-organization fit among NGRNs mainly focus on influencing factors\u003csup\u003e[\u003cspan citationid=\"CR15\" class=\"CitationRef\"\u003e15\u003c/span\u003e]\u003c/sup\u003e, and few studies explore the potential mechanisms of NGRNs' person-organization fit from an internal perspective.\u003c/p\u003e \u003cp\u003eThe Job Demands-Resources (JD-R) model emphasizes that every occupation has job demands and job resources\u003csup\u003e[\u003cspan citationid=\"CR16\" class=\"CitationRef\"\u003e16\u003c/span\u003e]\u003c/sup\u003e. Job demands refer to the \"negative factors\" in work that generate energy, physical, and psychological costs, such as the transition shock of NGRNs. It consumes the energy of NGRNs, leading to job burnout, reduced work engagement, inability to complete organizational tasks, and failure to meet the current situation of the organization, thus decreasing the person-organization fit. Work resources are \"positive factors\" that help individuals adapt to their job demands, increase their work engagement, better cope with the pressures and challenges brought by transitions, maintain a positive attitude, and thus more easily adapt to organizational changes, improving the person-organization fit. Resilience is a psychological resource, the ability to adapt to stressful situations and changing environments\u003csup\u003e[\u003cspan citationid=\"CR17\" class=\"CitationRef\"\u003e17\u003c/span\u003e]\u003c/sup\u003e, and a long-term, strategic, reflexive, and dynamic process\u003csup\u003e[\u003cspan citationid=\"CR18\" class=\"CitationRef\"\u003e18\u003c/span\u003e]\u003c/sup\u003e. It strengthens over time\u003csup\u003e[\u003cspan citationid=\"CR19\" class=\"CitationRef\"\u003e19\u003c/span\u003e]\u003c/sup\u003e, can serve as a protective factor in the face of adversity\u003csup\u003e[\u003cspan citationid=\"CR3\" class=\"CitationRef\"\u003e3\u003c/span\u003e]\u003c/sup\u003e, and is also an important way to improve the clinical competence of new nurses\u003csup\u003e[\u003cspan citationid=\"CR20\" class=\"CitationRef\"\u003e20\u003c/span\u003e]\u003c/sup\u003e. Previous studies have shown that when NGRNs experience transition shock, resilience, as a protective factor, enables them to actively adjust and adapt to stressful situations, thereby mitigating the negative impacts of stress\u003csup\u003e[\u003cspan citationid=\"CR16\" class=\"CitationRef\"\u003e16\u003c/span\u003e]\u003c/sup\u003e. Scholars have pointed out that resilience must be emphasized among nurses, especially junior nurses, to improve retention rates, productivity, and the ability to cope with workplace stress and burnout\u003csup\u003e[\u003cspan citationid=\"CR21\" class=\"CitationRef\"\u003e21\u003c/span\u003e]\u003c/sup\u003e.\u003c/p\u003e \u003cp\u003eTherefore, this study uses the \"Job Demands-Resources (JD-R) model\" as a conceptual framework to investigate the impact of resilience as a mediating variable on the transition shock and person-organization fit of NGRNs, and proposes the following four hypotheses:\u003c/p\u003e \u003cp\u003e \u003cstrong\u003eHypothesis 1\u003c/strong\u003e \u003cp\u003eTransition shock is negatively correlated with resilience.\u003c/p\u003e \u003c/p\u003e \u003cp\u003e \u003cstrong\u003eHypothesis 2\u003c/strong\u003e \u003cp\u003eResilience is positively correlated with person-organization fit.\u003c/p\u003e \u003c/p\u003e \u003cp\u003e \u003cstrong\u003eHypothesis 3\u003c/strong\u003e \u003cp\u003eThere is a direct relationship between transition shock and person-organization fit.\u003c/p\u003e \u003c/p\u003e \u003cp\u003e \u003cstrong\u003eHypothesis 4\u003c/strong\u003e \u003cp\u003eResilience plays a mediating role between transition shock and person-organization fit.\u003c/p\u003e \u003c/p\u003e"},{"header":"Methods","content":"\u003cdiv id=\"Sec3\" class=\"Section2\"\u003e \u003ch2\u003eStudy Design\u003c/h2\u003e \u003cp\u003eA cross-sectional research design was utilized in this study.\u003c/p\u003e \u003c/div\u003e\n\u003ch3\u003eParticipants and Setting\u003c/h3\u003e\n\u003cp\u003eFrom December 2024 to February 2025, we conducted a cross-sectional study in three tertiary general hospitals across Sichuan Province, China. They were a provincial-level hospital, a specialized hospital, and a municipal-level hospital, with the sample size ratio being 2:1:1. Convenient sampling was used to recruit the NGRNs whose employment period ranges from 3 to 24 months in the three hospitals and obtained the nurse practice qualification certificate. They were full-time nurses from the emergency department, the obstetrics and gynecology ward, the pediatric ward, the operating room, the ICU (Intensive Care Unit), the internal medicine ward, and the surgical ward, etc., and were willing to participate in the study. Those who were nursing students, further study nurses, or absent from work were excluded. Criteria for discontinuing participation in the study were as follows: 1) did not complete all investigations; (2) voluntary withdrawal of informed consent during the study.\u003c/p\u003e \u003cp\u003eThe structural equation model (SEM), with a sample size of at least 200, was recommended \u003csup\u003e[\u003cspan citationid=\"CR22\" class=\"CitationRef\"\u003e22\u003c/span\u003e]\u003c/sup\u003e, or 10 times the number of variables \u003csup\u003e[\u003cspan citationid=\"CR23\" class=\"CitationRef\"\u003e23\u003c/span\u003e]\u003c/sup\u003e. A total of 16 demographic factors and 11 scale-related dimensions were considered independent variables in the study, assuming an attrition rate of 20%; at least (16\u0026thinsp;+\u0026thinsp;11) *10*(1% + 20%)\u0026thinsp;=\u0026thinsp;324 participants were needed.\u003c/p\u003e\n\u003ch3\u003eMeasures\u003c/h3\u003e\n\u003cp\u003eDemographic Characteristics\u003c/p\u003e \u003cp\u003eWe designed a questionnaire with the demographic characteristics of NGRNs by reviewing the literature and questioning experts, which included gender, age, education level, a native of the province, only child, nursing as the first choice in university, receiving scholarships during university, marital status, length of time working in the hospital, hospital, and department, the number of night shifts per month, daily sleeping hours, satisfaction with the nursing profession, satisfaction with the current department, satisfaction with current income.\u003c/p\u003e \u003cp\u003ePerson-Organization Fit\u003c/p\u003e \u003cp\u003eXiang\u003csup\u003e[\u003cspan citationid=\"CR24\" class=\"CitationRef\"\u003e24\u003c/span\u003e]\u003c/sup\u003eet al. developed the Nurse Person-Organization Fit Assessment Scale in 2019, which consists of three dimensions: value fit, personal needs and organizational supply, and personal abilities and organizational demands, totaling 40 items. The scoring uses a Likert 5-point scale, where 1 point represents \"not important\" and 5 points represents \"very important\". The total score ranges from 40 to 200, with higher scores indicating a better fit. The overall Cronbach's α coefficient of the scale is 0.986. In our study, the Cronbach\u0026rsquo;s alpha coefficient of each subscale ranged from 0.896 to 0.954.\u003c/p\u003e \u003cp\u003eTransition Shock\u003c/p\u003e \u003cp\u003eThe Transition Shock of Newly Graduated Nurses scale was developed by Xue \u003csup\u003e[\u003cspan citationid=\"CR25\" class=\"CitationRef\"\u003e25\u003c/span\u003e]\u003c/sup\u003ebased on the conceptual framework of transition shock theory and contains 27 items in four dimensions: physical, psychological, knowledge and skills, and sociocultural and developmental. A 5-point Likert scale was used, ranging from 1 to 5 on a scale of \u0026ldquo;not at all\u0026rdquo; to \u0026ldquo;fully,\u0026rdquo; with a total score of 27 to 135, with higher scores indicating a stronger transition shock. The Cronbach\u0026rsquo;s alpha coefficient of the four subscales of the original Chinese scale was in the range of 0.864\u0026ndash;0.940, respectively\u003csup\u003e[\u003cspan citationid=\"CR25\" class=\"CitationRef\"\u003e25\u003c/span\u003e]\u003c/sup\u003e. In this study, the Cronbach\u0026rsquo;s alpha coefficient of each subscale ranged from 0.875 to 0.923.\u003c/p\u003e \u003cp\u003eResilience\u003c/p\u003e \u003cp\u003eThe CD-RISC-10 was extracted from the CD-RISC-25 by Campbell Sills and Stein \u003csup\u003e[\u003cspan citationid=\"CR26\" class=\"CitationRef\"\u003e26\u003c/span\u003e],\u003c/sup\u003e using a Likert 5-point scoring method: never \u0026minus;\u0026thinsp;0, rarely \u0026minus;\u0026thinsp;1, sometimes \u0026minus;\u0026thinsp;2, often \u0026minus;\u0026thinsp;3, always \u0026minus;\u0026thinsp;4. The total score ranges from 0 to 40. A higher total score indicates a higher level of resilience. Ye\u003csup\u003e[\u003cspan citationid=\"CR27\" class=\"CitationRef\"\u003e27\u003c/span\u003e]\u003c/sup\u003e et al. translated and revised the original scale into Chinese, with a Cronbach\u0026rsquo;s α coefficient of 0.85. In this study, the Cronbach\u0026rsquo;s α coefficient was 0.933.\u003c/p\u003e\n\u003ch3\u003eEthical Consideration\u003c/h3\u003e\n\u003cp\u003e The study was approved by the Ethics Committee of the Sichuan Provincial People\u0026rsquo;s Hospital, University of Electronic Science and Technology of China, the authors\u0026rsquo; institution. All the participants were informed of the research\u0026rsquo;s aim, significance, and precautions. The questionnaire was only distributed after receiving every participant\u0026rsquo;s informed consent. All the data were anonymized. Other than the researchers and the respondents themselves, no one else could access the results of the questionnaires, and these results were only used for this study.\u003c/p\u003e\n\u003ch3\u003eData Collection\u003c/h3\u003e\n\u003cp\u003e Prior to initiating the study, ethical approval was secured from the institutional review boards of all three participating hospitals. Three research assistants, each designated from the nursing departments' training units, were recruited to facilitate participant enrollment. A comprehensive orientation session was conducted to familiarize assistants with study objectives, participant eligibility criteria, and standardized data collection protocols.\u003c/p\u003e \u003cp\u003eData collection employed an online survey approach. Unique QR codes linked to encrypted survey platforms were generated, rigorously tested for functionality, and distributed exclusively to the research assistants. These assistants were tasked with identifying potential participants, providing oral and written explanations of the study's purpose, and emphasizing voluntary participation and data anonymity. Eligible candidates were instructed to independently scan the QR code using their personal smartphones, whereupon they were required to digitally sign an informed consent form before accessing the questionnaire.\u003c/p\u003e \u003cp\u003eTo ensure data integrity, responses were automatically screened for completion time (\u0026lt;\u0026thinsp;5 minutes) and response pattern irregularities (e.g., straight-lining). Of the 468 questionnaires returned, 24 were excluded due to incomplete data or invalid response patterns, yielding 429 valid responses for analysis (effective response rate: 91.67%).\u003c/p\u003e \u003cdiv id=\"Sec8\" class=\"Section2\"\u003e \u003ch2\u003eData Analysis\u003c/h2\u003e \u003cp\u003eStatistical analyses were performed by the primary investigator utilizing IBM SPSS Statistics 24.0 (IBM Corp., Armonk, NY, USA) and AMOS 24.0 (IBM Corp., Armonk, NY, USA). All tests were two-tailed with a significance level set at p\u0026thinsp;\u0026lt;\u0026thinsp;0.05. Categorical variables were reported as frequencies and percentages, while continuous variables meeting normality assumptions were presented as mean\u0026thinsp;\u0026plusmn;\u0026thinsp;standard deviation (M\u0026thinsp;\u0026plusmn;\u0026thinsp;SD).\u003c/p\u003e \u003cp\u003eBivariate correlations among person-organisation fit, transition shock, and resilience were examined using Pearson's product-moment correlation coefficient. Internal consistency reliability of the measurement scales was evaluated via Cronbach\u0026rsquo;s α coefficient. Hypotheses were tested using a two-step structural equation modeling (SEM) approach.\u003c/p\u003e \u003cp\u003eIn Step 1, confirmatory factor analysis (CFA) was conducted to assess the construct validity of the measurement model. Model fit was evaluated using multiple indices: comparative fit index (CFI), Tucker-Lewis index (TLI), root mean square error of approximation (RMSEA), and standardized root mean square residual (SRMR).\u003c/p\u003e \u003cp\u003eIn Step 2, the direct and mediating effects were estimated using bias-corrected bootstrap resampling with 5000 iterations and a 95% confidence interval. This method was employed to test the hypothesized mediation model, with resilience posited as a mediator between transition shock and person-organization fit.\u003c/p\u003e \u003c/div\u003e"},{"header":"Results","content":"\u003cp\u003e\u003cstrong\u003eDescriptive statistics of socio-demographic information\u0026nbsp;\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eA total of 429 NGRNs, 73 (17.02 %) male and 356 (82.98%) female, were included in this study. Their ages ranged from 20 to 26. In terms of educational level, 35(8.16%) and 394(91.84%) participants had a specialist, bachelor\u0026rsquo;s degree or above, respectively (Table 1).\u003c/p\u003e\n\u003cp\u003eTable1：Sociodemographic information questionnaire of NGRNs (n = 429)\u003c/p\u003e\n\u003ctable border=\"0\" cellspacing=\"0\" cellpadding=\"0\" width=\"614\"\u003e\n \u003ctbody\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 43.0894%;\"\u003e\n \u003cp\u003eVariable\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 38.374%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 9.26829%;\"\u003e\n \u003cp\u003eN\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 9.26829%;\"\u003e\n \u003cp\u003e%\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 43.0894%;\"\u003e\n \u003cp\u003eGender\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 38.374%;\"\u003e\n \u003cp\u003eMale\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 9.26829%;\"\u003e\n \u003cp\u003e73\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 9.26829%;\"\u003e\n \u003cp\u003e17.02%\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 43.0894%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 38.374%;\"\u003e\n \u003cp\u003eFemale\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 9.26829%;\"\u003e\n \u003cp\u003e356\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 9.26829%;\"\u003e\n \u003cp\u003e82.98%\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 43.0894%;\"\u003e\n \u003cp\u003eAge(years)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"bottom\" style=\"width: 38.374%;\"\u003e\n \u003cp\u003e20\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 9.26829%;\"\u003e\n \u003cp\u003e7\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 9.26829%;\"\u003e\n \u003cp\u003e1.63%\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 43.0894%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"bottom\" style=\"width: 38.374%;\"\u003e\n \u003cp\u003e21\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 9.26829%;\"\u003e\n \u003cp\u003e26\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 9.26829%;\"\u003e\n \u003cp\u003e6.06%\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 43.0894%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"bottom\" style=\"width: 38.374%;\"\u003e\n \u003cp\u003e22\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 9.26829%;\"\u003e\n \u003cp\u003e41\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 9.26829%;\"\u003e\n \u003cp\u003e9.56%\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 43.0894%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"bottom\" style=\"width: 38.374%;\"\u003e\n \u003cp\u003e23\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 9.26829%;\"\u003e\n \u003cp\u003e105\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 9.26829%;\"\u003e\n \u003cp\u003e24.48%\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 43.0894%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"bottom\" style=\"width: 38.374%;\"\u003e\n \u003cp\u003e24\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 9.26829%;\"\u003e\n \u003cp\u003e145\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 9.26829%;\"\u003e\n \u003cp\u003e33.80%\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 43.0894%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"bottom\" style=\"width: 38.374%;\"\u003e\n \u003cp\u003e25\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 9.26829%;\"\u003e\n \u003cp\u003e92\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 9.26829%;\"\u003e\n \u003cp\u003e21.45%\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 43.0894%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"bottom\" style=\"width: 38.374%;\"\u003e\n \u003cp\u003e26\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 9.26829%;\"\u003e\n \u003cp\u003e13\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 9.26829%;\"\u003e\n \u003cp\u003e3.03%\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 43.0894%;\"\u003e\n \u003cp\u003eFirst choice in college\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 38.374%;\"\u003e\n \u003cp\u003eNursing\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 9.26829%;\"\u003e\n \u003cp\u003e256\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 9.26829%;\"\u003e\n \u003cp\u003e59.67%\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 43.0894%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 38.374%;\"\u003e\n \u003cp\u003eNot Nursing\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 9.26829%;\"\u003e\n \u003cp\u003e173\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 9.26829%;\"\u003e\n \u003cp\u003e40.33%\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 43.0894%;\"\u003e\n \u003cp\u003eEducational level\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 38.374%;\"\u003e\n \u003cp\u003eSpecialist\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 9.26829%;\"\u003e\n \u003cp\u003e35\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 9.26829%;\"\u003e\n \u003cp\u003e8.16%\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 43.0894%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 38.374%;\"\u003e\n \u003cp\u003eBachelor\u0026apos;s degree or above\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 9.26829%;\"\u003e\n \u003cp\u003e394\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 9.26829%;\"\u003e\n \u003cp\u003e91.84%\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 43.0894%;\"\u003e\n \u003cp\u003eScholarship in college\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 38.374%;\"\u003e\n \u003cp\u003eYes\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 9.26829%;\"\u003e\n \u003cp\u003e280\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 9.26829%;\"\u003e\n \u003cp\u003e65.27%\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 43.0894%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 38.374%;\"\u003e\n \u003cp\u003eNo\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 9.26829%;\"\u003e\n \u003cp\u003e149\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 9.26829%;\"\u003e\n \u003cp\u003e34.73%\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"bottom\" style=\"width: 43.0894%;\"\u003e\n \u003cp\u003eMarried\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"bottom\" style=\"width: 38.374%;\"\u003e\n \u003cp\u003eYes\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 9.26829%;\"\u003e\n \u003cp\u003e7\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 9.26829%;\"\u003e\n \u003cp\u003e1.63%\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"bottom\" style=\"width: 43.0894%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"bottom\" style=\"width: 38.374%;\"\u003e\n \u003cp\u003eNo\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 9.26829%;\"\u003e\n \u003cp\u003e422\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 9.26829%;\"\u003e\n \u003cp\u003e98.37%\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"bottom\" style=\"width: 43.0894%;\"\u003e\n \u003cp\u003eOnly-child generation\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"bottom\" style=\"width: 38.374%;\"\u003e\n \u003cp\u003eYes\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 9.26829%;\"\u003e\n \u003cp\u003e176\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 9.26829%;\"\u003e\n \u003cp\u003e41.03%\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"bottom\" style=\"width: 43.0894%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"bottom\" style=\"width: 38.374%;\"\u003e\n \u003cp\u003eNo\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 9.26829%;\"\u003e\n \u003cp\u003e253\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 9.26829%;\"\u003e\n \u003cp\u003e58.97%\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"bottom\" style=\"width: 43.0894%;\"\u003e\n \u003cp\u003eNatives of this province\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"bottom\" style=\"width: 38.374%;\"\u003e\n \u003cp\u003eYes\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 9.26829%;\"\u003e\n \u003cp\u003e341\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 9.26829%;\"\u003e\n \u003cp\u003e79.49%\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"bottom\" style=\"width: 43.0894%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"bottom\" style=\"width: 38.374%;\"\u003e\n \u003cp\u003eNo\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 9.26829%;\"\u003e\n \u003cp\u003e88\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 9.26829%;\"\u003e\n \u003cp\u003e20.51%\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"bottom\" style=\"width: 43.0894%;\"\u003e\n \u003cp\u003eLength of employment(years)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"bottom\" style=\"width: 38.374%;\"\u003e\n \u003cp\u003e\u0026lt;1\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 9.26829%;\"\u003e\n \u003cp\u003e179\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 9.26829%;\"\u003e\n \u003cp\u003e41.72%\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"bottom\" style=\"width: 43.0894%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"bottom\" style=\"width: 38.374%;\"\u003e\n \u003cp\u003e\u0026gt;=1\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 9.26829%;\"\u003e\n \u003cp\u003e250\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 9.26829%;\"\u003e\n \u003cp\u003e58.27%\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"bottom\" style=\"width: 43.0894%;\"\u003e\n \u003cp\u003eHospital level\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"bottom\" style=\"width: 38.374%;\"\u003e\n \u003cp\u003eProvincial hospital\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 9.26829%;\"\u003e\n \u003cp\u003e196\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 9.26829%;\"\u003e\n \u003cp\u003e45.69%\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"bottom\" style=\"width: 43.0894%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"bottom\" style=\"width: 38.374%;\"\u003e\n \u003cp\u003eSpecialized hospital\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 9.26829%;\"\u003e\n \u003cp\u003e120\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 9.26829%;\"\u003e\n \u003cp\u003e27.97%\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"bottom\" style=\"width: 43.0894%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"bottom\" style=\"width: 38.374%;\"\u003e\n \u003cp\u003eMunicipal hospital\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 9.26829%;\"\u003e\n \u003cp\u003e113\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 9.26829%;\"\u003e\n \u003cp\u003e26.34%\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"bottom\" style=\"width: 43.0894%;\"\u003e\n \u003cp\u003eDepartment\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"bottom\" style=\"width: 38.374%;\"\u003e\n \u003cp\u003eInternal Medicine\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 9.26829%;\"\u003e\n \u003cp\u003e110\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 9.26829%;\"\u003e\n \u003cp\u003e25.64%\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"bottom\" style=\"width: 43.0894%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"bottom\" style=\"width: 38.374%;\"\u003e\n \u003cp\u003eSurgery\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 9.26829%;\"\u003e\n \u003cp\u003e142\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 9.26829%;\"\u003e\n \u003cp\u003e33.10%\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"bottom\" style=\"width: 43.0894%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"bottom\" style=\"width: 38.374%;\"\u003e\n \u003cp\u003eObstetrics and Gynaecology\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 9.26829%;\"\u003e\n \u003cp\u003e27\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 9.26829%;\"\u003e\n \u003cp\u003e6.29%\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"bottom\" style=\"width: 43.0894%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"bottom\" style=\"width: 38.374%;\"\u003e\n \u003cp\u003ePediatrics\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 9.26829%;\"\u003e\n \u003cp\u003e19\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 9.26829%;\"\u003e\n \u003cp\u003e4.43%\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"bottom\" style=\"width: 43.0894%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"bottom\" style=\"width: 38.374%;\"\u003e\n \u003cp\u003eOperating room\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 9.26829%;\"\u003e\n \u003cp\u003e44\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 9.26829%;\"\u003e\n \u003cp\u003e10.26%\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"bottom\" style=\"width: 43.0894%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"bottom\" style=\"width: 38.374%;\"\u003e\n \u003cp\u003eOutpatient/Emergency department\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 9.26829%;\"\u003e\n \u003cp\u003e24\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 9.26829%;\"\u003e\n \u003cp\u003e5.59%\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"bottom\" style=\"width: 43.0894%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"bottom\" style=\"width: 38.374%;\"\u003e\n \u003cp\u003eICU\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 9.26829%;\"\u003e\n \u003cp\u003e42\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 9.26829%;\"\u003e\n \u003cp\u003e9.79%\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"bottom\" style=\"width: 43.0894%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"bottom\" style=\"width: 38.374%;\"\u003e\n \u003cp\u003eOther\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 9.26829%;\"\u003e\n \u003cp\u003e21\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 9.26829%;\"\u003e\n \u003cp\u003e4.90%\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"bottom\" style=\"width: 43.0894%;\"\u003e\n \u003cp\u003eNight shift frequency per month\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"bottom\" style=\"width: 38.374%;\"\u003e\n \u003cp\u003e0\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 9.26829%;\"\u003e\n \u003cp\u003e17\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 9.26829%;\"\u003e\n \u003cp\u003e3.96%\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"bottom\" style=\"width: 43.0894%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"bottom\" style=\"width: 38.374%;\"\u003e\n \u003cp\u003e1-2\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 9.26829%;\"\u003e\n \u003cp\u003e37\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 9.26829%;\"\u003e\n \u003cp\u003e8.62%\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"bottom\" style=\"width: 43.0894%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"bottom\" style=\"width: 38.374%;\"\u003e\n \u003cp\u003e3-4\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 9.26829%;\"\u003e\n \u003cp\u003e150\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 9.26829%;\"\u003e\n \u003cp\u003e34.97%\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"bottom\" style=\"width: 43.0894%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"bottom\" style=\"width: 38.374%;\"\u003e\n \u003cp\u003e5-8\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 9.26829%;\"\u003e\n \u003cp\u003e143\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 9.26829%;\"\u003e\n \u003cp\u003e33.33%\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"bottom\" style=\"width: 43.0894%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"bottom\" style=\"width: 38.374%;\"\u003e\n \u003cp\u003e\u0026gt;8\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 9.26829%;\"\u003e\n \u003cp\u003e82\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 9.26829%;\"\u003e\n \u003cp\u003e19.11%\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"bottom\" style=\"width: 43.0894%;\"\u003e\n \u003cp\u003eSleep duration per day\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"bottom\" style=\"width: 38.374%;\"\u003e\n \u003cp\u003e\u0026lt;4h\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 9.26829%;\"\u003e\n \u003cp\u003e22\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 9.26829%;\"\u003e\n \u003cp\u003e5.13%\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"bottom\" style=\"width: 43.0894%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"bottom\" style=\"width: 38.374%;\"\u003e\n \u003cp\u003e4~\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 9.26829%;\"\u003e\n \u003cp\u003e130\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 9.26829%;\"\u003e\n \u003cp\u003e30.30%\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"bottom\" style=\"width: 43.0894%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"bottom\" style=\"width: 38.374%;\"\u003e\n \u003cp\u003e6~8h\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 9.26829%;\"\u003e\n \u003cp\u003e239\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 9.26829%;\"\u003e\n \u003cp\u003e55.71%\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"bottom\" style=\"width: 43.0894%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"bottom\" style=\"width: 38.374%;\"\u003e\n \u003cp\u003e\u0026gt;8h\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 9.26829%;\"\u003e\n \u003cp\u003e38\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 9.26829%;\"\u003e\n \u003cp\u003e8.86%\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"bottom\" style=\"width: 43.0894%;\"\u003e\n \u003cp\u003eSatisfaction with the nursing profession\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"bottom\" style=\"width: 38.374%;\"\u003e\n \u003cp\u003eVery satisfied \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 9.26829%;\"\u003e\n \u003cp\u003e80\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 9.26829%;\"\u003e\n \u003cp\u003e18.65%\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"bottom\" style=\"width: 43.0894%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"bottom\" style=\"width: 38.374%;\"\u003e\n \u003cp\u003eGenerally satisfied\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 9.26829%;\"\u003e\n \u003cp\u003e287\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 9.26829%;\"\u003e\n \u003cp\u003e66.90%\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"bottom\" style=\"width: 43.0894%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"bottom\" style=\"width: 38.374%;\"\u003e\n \u003cp\u003eDissatisfied\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 9.26829%;\"\u003e\n \u003cp\u003e45\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 9.26829%;\"\u003e\n \u003cp\u003e10.49%\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"bottom\" style=\"width: 43.0894%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"bottom\" style=\"width: 38.374%;\"\u003e\n \u003cp\u003eVery dissatisfied\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 9.26829%;\"\u003e\n \u003cp\u003e17\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 9.26829%;\"\u003e\n \u003cp\u003e3.96%\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"bottom\" style=\"width: 43.0894%;\"\u003e\n \u003cp\u003eSatisfaction with the current department\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"bottom\" style=\"width: 38.374%;\"\u003e\n \u003cp\u003eVery satisfied\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 9.26829%;\"\u003e\n \u003cp\u003e170\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 9.26829%;\"\u003e\n \u003cp\u003e39.63%\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"bottom\" style=\"width: 43.0894%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"bottom\" style=\"width: 38.374%;\"\u003e\n \u003cp\u003eGenerally satisfied\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 9.26829%;\"\u003e\n \u003cp\u003e228\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 9.26829%;\"\u003e\n \u003cp\u003e53.15%\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"bottom\" style=\"width: 43.0894%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"bottom\" style=\"width: 38.374%;\"\u003e\n \u003cp\u003eDissatisfied\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 9.26829%;\"\u003e\n \u003cp\u003e24\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 9.26829%;\"\u003e\n \u003cp\u003e5.59%\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"bottom\" style=\"width: 43.0894%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"bottom\" style=\"width: 38.374%;\"\u003e\n \u003cp\u003eVery dissatisfied\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 9.26829%;\"\u003e\n \u003cp\u003e7\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 9.26829%;\"\u003e\n \u003cp\u003e1.63%\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"bottom\" style=\"width: 43.0894%;\"\u003e\n \u003cp\u003eSatisfaction with current income\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"bottom\" style=\"width: 38.374%;\"\u003e\n \u003cp\u003eVery satisfied\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 9.26829%;\"\u003e\n \u003cp\u003e48\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 9.26829%;\"\u003e\n \u003cp\u003e11.19%\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"bottom\" style=\"width: 43.0894%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"bottom\" style=\"width: 38.374%;\"\u003e\n \u003cp\u003eGenerally satisfied\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 9.26829%;\"\u003e\n \u003cp\u003e172\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 9.26829%;\"\u003e\n \u003cp\u003e40.09%\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"bottom\" style=\"width: 43.0894%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"bottom\" style=\"width: 38.374%;\"\u003e\n \u003cp\u003eDissatisfied\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 9.26829%;\"\u003e\n \u003cp\u003e131\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 9.26829%;\"\u003e\n \u003cp\u003e30.54%\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"bottom\" style=\"width: 43.0894%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"bottom\" style=\"width: 38.374%;\"\u003e\n \u003cp\u003eVery dissatisfied\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 9.26829%;\"\u003e\n \u003cp\u003e78\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 9.26829%;\"\u003e\n \u003cp\u003e18.18%\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003c/tbody\u003e\n\u003c/table\u003e\n\u003cp\u003e\u003cstrong\u003eDescriptive statistics of transition shock, resilience, and person-organization fit\u0026nbsp;\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eThe person-organization fit score of the NGRNs was 161.15\u0026plusmn;30.76, above a medium level. The transition shock score was 83.37\u0026plusmn;18.21, and the resilience score was 26.14\u0026plusmn;7.73, both of which were at medium levels (Table 2).\u0026nbsp;\u003c/p\u003e\n\u003cp\u003eTable 2. Scores of person-organization fit, transition shock, and person-organization fit (Mean\u0026plusmn;SD, n = 429)\u003c/p\u003e\n\u003ctable border=\"1\" cellspacing=\"0\" cellpadding=\"0\" width=\"576\"\u003e\n \u003ctbody\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 51.2153%;\"\u003e\n \u003cp\u003eVariable\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 12.5%;\"\u003e\n \u003cp\u003eRange\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 16.6667%;\"\u003e\n \u003cp\u003eItem Score\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 19.6181%;\"\u003e\n \u003cp\u003eTotal Score\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 51.2153%;\"\u003e\n \u003cp\u003e\u003cstrong\u003ePerson-Organization Fit\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 12.5%;\"\u003e\n \u003cp\u003e42-199\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 16.6667%;\"\u003e\n \u003cp\u003e4.03\u0026plusmn;0.77\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 19.6181%;\"\u003e\n \u003cp\u003e161.15\u0026plusmn;30.76\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 51.2153%;\"\u003e\n \u003cp\u003eValue Fit\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 12.5%;\"\u003e\n \u003cp\u003e23-110\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 16.6667%;\"\u003e\n \u003cp\u003e4.0\u0026plusmn;0.79\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 19.6181%;\"\u003e\n \u003cp\u003e87.96\u0026plusmn;17.47\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 51.2153%;\"\u003e\n \u003cp\u003ePersonal Needs - Organizational Supply\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 12.5%;\"\u003e\n \u003cp\u003e10-50\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 16.6667%;\"\u003e\n \u003cp\u003e4.06\u0026plusmn;0.92\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 19.6181%;\"\u003e\n \u003cp\u003e40.63\u0026plusmn;9.18\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 51.2153%;\"\u003e\n \u003cp\u003ePersonal Ability - Organizational Demand\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 12.5%;\"\u003e\n \u003cp\u003e9-40\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 16.6667%;\"\u003e\n \u003cp\u003e4.07\u0026plusmn;0.85\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 19.6181%;\"\u003e\n \u003cp\u003e32.57\u0026plusmn;6.76\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 51.2153%;\"\u003e\n \u003cp\u003e\u003cstrong\u003eTransition shock\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 12.5%;\"\u003e\n \u003cp\u003e27-135\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 16.6667%;\"\u003e\n \u003cp\u003e3.09\u0026plusmn;0.67\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 19.6181%;\"\u003e\n \u003cp\u003e83.37\u0026plusmn;18.21\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 51.2153%;\"\u003e\n \u003cp\u003ePhysical\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 12.5%;\"\u003e\n \u003cp\u003e6-30\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 16.6667%;\"\u003e\n \u003cp\u003e3.38\u0026plusmn;1.02\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 19.6181%;\"\u003e\n \u003cp\u003e20.27\u0026plusmn;6.15\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 51.2153%;\"\u003e\n \u003cp\u003ePsychological\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 12.5%;\"\u003e\n \u003cp\u003e8-40\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 16.6667%;\"\u003e\n \u003cp\u003e3.32\u0026plusmn;1.02\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 19.6181%;\"\u003e\n \u003cp\u003e26.54\u0026plusmn;8.17\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 51.2153%;\"\u003e\n \u003cp\u003eKnowledge and skills\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 12.5%;\"\u003e\n \u003cp\u003e5-25\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 16.6667%;\"\u003e\n \u003cp\u003e3.07\u0026plusmn;0.98\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 19.6181%;\"\u003e\n \u003cp\u003e15.34\u0026plusmn;4.92\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 51.2153%;\"\u003e\n \u003cp\u003eSociocultural and developmental\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 12.5%;\"\u003e\n \u003cp\u003e8-40\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 16.6667%;\"\u003e\n \u003cp\u003e2.65\u0026plusmn;0.92\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 19.6181%;\"\u003e\n \u003cp\u003e21.22\u0026plusmn;7.37\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 51.2153%;\"\u003e\n \u003cp\u003e\u003cstrong\u003eResilience\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 12.5%;\"\u003e\n \u003cp\u003e0-40\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 16.6667%;\"\u003e\n \u003cp\u003e2.61\u0026plusmn;0.77\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 19.6181%;\"\u003e\n \u003cp\u003e26.14\u0026plusmn;7.73\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003c/tbody\u003e\n\u003c/table\u003e\n\u003cp\u003eNote: SD=Standard Deviation\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eCorrelations among transition shock, resilience, and person-organization fit\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003ePearson correlation analysis showed that NGRNs\u0026rsquo; person-organization fit was negatively correlated with transition shock (r =\u0026nbsp;\u0026minus;\u0026nbsp;0.417, p \u0026lt; 0.001), and positively correlated with resilience (r = 0.44, p \u0026lt; 0.001). Resilience was negatively correlated with transition shock (r = -0.332, p \u0026lt; 0.001) (Table 3).\u003c/p\u003e\n\u003cp\u003eTable 3. Correlations among transition shock, resilience, and person-organization fit\u0026nbsp;\u003c/p\u003e\n\u003cp\u003e(r, n = 429)\u003c/p\u003e\n\u003ctable border=\"1\" cellspacing=\"0\" cellpadding=\"0\" width=\"734\"\u003e\n \u003ctbody\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 32.6531%;\"\u003e\n \u003cp\u003eVariable\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 7.07483%;\"\u003e\n \u003cp\u003e(1)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 7.07483%;\"\u003e\n \u003cp\u003e(2)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 7.07483%;\"\u003e\n \u003cp\u003e(3)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 7.07483%;\"\u003e\n \u003cp\u003e(4)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 7.07483%;\"\u003e\n \u003cp\u003e(5)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 7.07483%;\"\u003e\n \u003cp\u003e(6)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 7.07483%;\"\u003e\n \u003cp\u003e(7)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 7.07483%;\"\u003e\n \u003cp\u003e(8)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 6.2585%;\"\u003e\n \u003cp\u003e(9)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 4.4898%;\"\u003e\n \u003cp\u003e(10)\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 32.6531%;\"\u003e\n \u003col\u003e\n \u003cli\u003e\u003cstrong\u003eTransition shock\u003c/strong\u003e\u003c/li\u003e\n \u003c/ol\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 7.07483%;\"\u003e\n \u003cp\u003e1\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 7.07483%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 7.07483%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 7.07483%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 7.07483%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 7.07483%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 7.07483%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 7.07483%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 6.2585%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 4.4898%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 32.6531%;\"\u003e\n \u003col start=\"2\"\u003e\n \u003cli\u003ePhysical\u0026nbsp;\u003c/li\u003e\n \u003c/ol\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 7.07483%;\"\u003e\n \u003cp\u003e0.653\u003csup\u003e***\u003c/sup\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 7.07483%;\"\u003e\n \u003cp\u003e1\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 7.07483%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 7.07483%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 7.07483%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 7.07483%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 7.07483%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 7.07483%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 6.2585%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 4.4898%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 32.6531%;\"\u003e\n \u003col start=\"3\"\u003e\n \u003cli\u003ePsychological\u003c/li\u003e\n \u003c/ol\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 7.07483%;\"\u003e\n \u003cp\u003e0.671\u003csup\u003e***\u003c/sup\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 7.07483%;\"\u003e\n \u003cp\u003e0.156\u003csup\u003e**\u003c/sup\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 7.07483%;\"\u003e\n \u003cp\u003e1\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 7.07483%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 7.07483%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 7.07483%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 7.07483%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 7.07483%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 6.2585%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 4.4898%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 32.6531%;\"\u003e\n \u003col start=\"4\"\u003e\n \u003cli\u003eKnowledge and skills\u003c/li\u003e\n \u003c/ol\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 7.07483%;\"\u003e\n \u003cp\u003e0.662\u003csup\u003e***\u003c/sup\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 7.07483%;\"\u003e\n \u003cp\u003e0.337\u003csup\u003e***\u003c/sup\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 7.07483%;\"\u003e\n \u003cp\u003e0.278\u003csup\u003e***\u003c/sup\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 7.07483%;\"\u003e\n \u003cp\u003e1\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 7.07483%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 7.07483%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 7.07483%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 7.07483%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 6.2585%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 4.4898%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 32.6531%;\"\u003e\n \u003col start=\"5\"\u003e\n \u003cli\u003eSociocultural and developmental\u003c/li\u003e\n \u003c/ol\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 7.07483%;\"\u003e\n \u003cp\u003e0.742\u003csup\u003e***\u003c/sup\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 7.07483%;\"\u003e\n \u003cp\u003e0.384\u003csup\u003e***\u003c/sup\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 7.07483%;\"\u003e\n \u003cp\u003e0.235\u003csup\u003e***\u003c/sup\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 7.07483%;\"\u003e\n \u003cp\u003e0.381\u003csup\u003e***\u003c/sup\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 7.07483%;\"\u003e\n \u003cp\u003e1\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 7.07483%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 7.07483%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 7.07483%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 6.2585%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 4.4898%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 32.6531%;\"\u003e\n \u003cp\u003e\u003cstrong\u003e(6)\u0026nbsp;\u003c/strong\u003e\u003cstrong\u003eResilience\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 7.07483%;\"\u003e\n \u003cp\u003e-0.332\u003csup\u003e***\u003c/sup\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 7.07483%;\"\u003e\n \u003cp\u003e-0.194\u003csup\u003e***\u003c/sup\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 7.07483%;\"\u003e\n \u003cp\u003e-0.233\u003csup\u003e***\u003c/sup\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 7.07483%;\"\u003e\n \u003cp\u003e-0.272\u003csup\u003e***\u003c/sup\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 7.07483%;\"\u003e\n \u003cp\u003e-0.219\u003csup\u003e***\u003c/sup\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 7.07483%;\"\u003e\n \u003cp\u003e1\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 7.07483%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 7.07483%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 6.2585%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 4.4898%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 32.6531%;\"\u003e\n \u003cp\u003e\u003cstrong\u003e(7) Person-Organization Fit\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 7.07483%;\"\u003e\n \u003cp\u003e-0.417\u003csup\u003e***\u003c/sup\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 7.07483%;\"\u003e\n \u003cp\u003e-0.202\u003csup\u003e***\u003c/sup\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 7.07483%;\"\u003e\n \u003cp\u003e-0.352\u003csup\u003e***\u003c/sup\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 7.07483%;\"\u003e\n \u003cp\u003e-0.332\u003csup\u003e***\u003c/sup\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 7.07483%;\"\u003e\n \u003cp\u003e-0.251\u003csup\u003e***\u003c/sup\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 7.07483%;\"\u003e\n \u003cp\u003e0.440\u003csup\u003e***\u003c/sup\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 7.07483%;\"\u003e\n \u003cp\u003e1\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 7.07483%;\"\u003e\u0026nbsp;\u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 6.2585%;\"\u003e\u0026nbsp;\u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 4.4898%;\"\u003e\u0026nbsp;\u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 32.6531%;\"\u003e\n \u003cp\u003e(8) Value Fit\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 7.07483%;\"\u003e\n \u003cp\u003e-0.407\u003csup\u003e***\u003c/sup\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 7.07483%;\"\u003e\n \u003cp\u003e-0.195\u003csup\u003e***\u003c/sup\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 7.07483%;\"\u003e\n \u003cp\u003e-0.323\u003csup\u003e***\u003c/sup\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 7.07483%;\"\u003e\n \u003cp\u003e-0.329\u003csup\u003e***\u003c/sup\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 7.07483%;\"\u003e\n \u003cp\u003e-0.268\u003csup\u003e***\u003c/sup\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 7.07483%;\"\u003e\n \u003cp\u003e0.406\u003csup\u003e***\u003c/sup\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 7.07483%;\"\u003e\n \u003cp\u003e0.958\u003csup\u003e***\u003c/sup\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 7.07483%;\"\u003e\n \u003cp\u003e1\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 6.2585%;\"\u003e\u0026nbsp;\u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 4.4898%;\"\u003e\u0026nbsp;\u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 32.6531%;\"\u003e\n \u003cp\u003e(9) Personal Needs - Organizational Supply\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 7.07483%;\"\u003e\n \u003cp\u003e-0.387\u003csup\u003e***\u003c/sup\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 7.07483%;\"\u003e\n \u003cp\u003e-0.213\u003csup\u003e***\u003c/sup\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 7.07483%;\"\u003e\n \u003cp\u003e-0.343\u003csup\u003e***\u003c/sup\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 7.07483%;\"\u003e\n \u003cp\u003e-0.275\u003csup\u003e***\u003c/sup\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 7.07483%;\"\u003e\n \u003cp\u003e-0.216\u003csup\u003e***\u003c/sup\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 7.07483%;\"\u003e\n \u003cp\u003e0.377\u003csup\u003e***\u003c/sup\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 7.07483%;\"\u003e\n \u003cp\u003e0.897\u003csup\u003e***\u003c/sup\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 7.07483%;\"\u003e\n \u003cp\u003e0.766\u003csup\u003e***\u003c/sup\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 6.2585%;\"\u003e\n \u003cp\u003e1\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 4.4898%;\"\u003e\u0026nbsp;\u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 32.6531%;\"\u003e\n \u003cp\u003e(10)Personal Ability - Organizational Demand\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 7.07483%;\"\u003e\n \u003cp\u003e-0.319\u003csup\u003e***\u003c/sup\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 7.07483%;\"\u003e\n \u003cp\u003e-0.125\u003csup\u003e**\u003c/sup\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 7.07483%;\"\u003e\n \u003cp\u003e-0.301\u003csup\u003e***\u003c/sup\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 7.07483%;\"\u003e\n \u003cp\u003e-0.290\u003csup\u003e***\u003c/sup\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 7.07483%;\"\u003e\n \u003cp\u003e-0.157\u003csup\u003e**\u003c/sup\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 7.07483%;\"\u003e\n \u003cp\u003e0.442\u003csup\u003e***\u003c/sup\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 7.07483%;\"\u003e\n \u003cp\u003e0.858\u003csup\u003e***\u003c/sup\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 7.07483%;\"\u003e\n \u003cp\u003e0.733\u003csup\u003e***\u003c/sup\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 6.2585%;\"\u003e\n \u003cp\u003e0.743\u003csup\u003e***\u003c/sup\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 4.4898%;\"\u003e\n \u003cp\u003e1\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003c/tbody\u003e\n\u003c/table\u003e\n\u003cp\u003eNotes: ***p＜0.001,** p＜0.01\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eRegression analysis of person-organization fit\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eThe analysis indicated that the sleep duration per day (\u0026beta;=-0.146, p \u0026lt; 0.001), satisfaction with the current department (\u0026beta;=-0.099, p \u0026lt; .001), transition shock (\u0026beta;=-0.299, p \u0026lt; 0.001), \u0026nbsp;and resilience (\u0026beta;=0.327, p \u0026lt; 0.001) were significantly predicted person-organization fit of NGRNs (adjusted R\u003csup\u003e2\u003c/sup\u003e = 0.297, p \u0026lt; 0.001) (Table 4).\u003c/p\u003e\n\u003cp\u003eTable4. Regression analysis of person-organization fit. (n = 429)\u003c/p\u003e\n\u003ctable border=\"1\" cellspacing=\"0\" cellpadding=\"0\"\u003e\n \u003ctbody\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 34.2905%;\"\u003e\n \u003cp\u003eVariable\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 10.8108%;\"\u003e\n \u003cp\u003eB\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 10.473%;\"\u003e\n \u003cp\u003eSE\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 9.96622%;\"\u003e\n \u003cp\u003e\u0026beta;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 9.96622%;\"\u003e\n \u003cp\u003et\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 8.61486%;\"\u003e\n \u003cp\u003ep\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 7.93919%;\"\u003e\n \u003cp\u003eTolerance\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 7.93919%;\"\u003e\n \u003cp\u003eVIF\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 34.2905%;\"\u003e\n \u003cp\u003eNorm\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 10.8108%;\"\u003e\n \u003cp\u003e188.896\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 10.473%;\"\u003e\n \u003cp\u003e26.104\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 9.96622%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 9.96622%;\"\u003e\n \u003cp\u003e7.236\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 8.61486%;\"\u003e\n \u003cp\u003e0.000\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 7.93919%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 7.93919%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 34.2905%;\"\u003e\n \u003cp\u003eSleep duration per day\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 10.8108%;\"\u003e\n \u003cp\u003e-6.358\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 10.473%;\"\u003e\n \u003cp\u003e1.907\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 9.96622%;\"\u003e\n \u003cp\u003e-0.146\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 9.96622%;\"\u003e\n \u003cp\u003e-3.334\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 8.61486%;\"\u003e\n \u003cp\u003e0.001\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 7.93919%;\"\u003e\n \u003cp\u003e0.859\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 7.93919%;\"\u003e\n \u003cp\u003e1.165\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 34.2905%;\"\u003e\n \u003cp\u003eSatisfaction with the current department\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 10.8108%;\"\u003e\n \u003cp\u003e-4.665\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 10.473%;\"\u003e\n \u003cp\u003e2.364\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 9.96622%;\"\u003e\n \u003cp\u003e-0.099\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 9.96622%;\"\u003e\n \u003cp\u003e-1.974\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 8.61486%;\"\u003e\n \u003cp\u003e0.049\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 7.93919%;\"\u003e\n \u003cp\u003e0.656\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 7.93919%;\"\u003e\n \u003cp\u003e1.524\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 34.2905%;\"\u003e\n \u003cp\u003eTransition shock\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 10.8108%;\"\u003e\n \u003cp\u003e-0.505\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 10.473%;\"\u003e\n \u003cp\u003e0.079\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 9.96622%;\"\u003e\n \u003cp\u003e-0.299\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 9.96622%;\"\u003e\n \u003cp\u003e-6.410\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 8.61486%;\"\u003e\n \u003cp\u003e0.000\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 7.93919%;\"\u003e\n \u003cp\u003e0.754\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 7.93919%;\"\u003e\n \u003cp\u003e1.326\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 34.2905%;\"\u003e\n \u003cp\u003eResilience\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 10.8108%;\"\u003e\n \u003cp\u003e1.302\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 10.473%;\"\u003e\n \u003cp\u003e0.177\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 9.96622%;\"\u003e\n \u003cp\u003e0.327\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 9.96622%;\"\u003e\n \u003cp\u003e7.337\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 8.61486%;\"\u003e\n \u003cp\u003e0.000\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 7.93919%;\"\u003e\n \u003cp\u003e0.825\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 7.93919%;\"\u003e\n \u003cp\u003e1.211\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003c/tbody\u003e\n\u003c/table\u003e\n\u003cp\u003eNotes: SE=Standard Error; VIF=Variance Inflation Factor; R\u003csup\u003e2\u003c/sup\u003e = 0.327; Adjusted R\u003csup\u003e2\u0026nbsp;\u003c/sup\u003e= 0.297; F = 11.065; p \u0026lt; 0.001\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eTest of the hypothesized model\u0026nbsp;\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eA structural equation model was constructed by AMOS version 24.0. The results were as follows: \u0026chi;2/df = 3.004, SRMR=0.05, CFl=0.97,IFI=0.931,TLl=0.953,GFl=0.968,AGFI=0.937,\u003c/p\u003e\n\u003cp\u003eRMSEA=0.068. The path diagram and coefficients are shown in Figure 1. Standardized direct, indirect, and total path estimates are summarized in Table 5. The mediating effect value of resilience is -0.127, which accounts for 24.52% of the total effect value of -0.518. Resilience partially mediates the relationship between NGRNs\u0026rsquo; transition shock and person-organization fit.\u0026nbsp;\u003c/p\u003e\n\u003cp\u003eTable 5. Mediating effects of resilience between transition shock and person-organization fit (n = 429).\u003c/p\u003e\n\u003cdiv\u003e\n \u003ctable border=\"1\" cellspacing=\"0\" cellpadding=\"0\" width=\"605\" class=\"fr-table-selection-hover\"\u003e\n \u003ctbody\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 20.0331%;\"\u003e\n \u003cp\u003eEffects\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 15.2318%;\"\u003e\n \u003cp\u003eModel paths\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 15.2318%;\"\u003e\n \u003cp\u003eEstimate\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 15.2318%;\"\u003e\n \u003cp\u003eSE\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 15.2318%;\"\u003e\n \u003cp\u003ep\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 19.0397%;\"\u003e\n \u003cp\u003e95%CI\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 20.0331%;\"\u003e\n \u003cp\u003eDirect effects\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 15.2318%;\"\u003e\n \u003cp\u003eTS--﹥RL\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 15.2318%;\"\u003e\n \u003cp\u003e-0.411\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 15.2318%;\"\u003e\n \u003cp\u003e0.054\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 15.2318%;\"\u003e\n \u003cp\u003e0.001\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 19.0397%;\"\u003e\n \u003cp\u003e-0.511~-0.298\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 20.0331%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 15.2318%;\"\u003e\n \u003cp\u003eRL--﹥POF\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 15.2318%;\"\u003e\n \u003cp\u003e0.308\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 15.2318%;\"\u003e\n \u003cp\u003e0.054\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 15.2318%;\"\u003e\n \u003cp\u003e0.001\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 19.0397%;\"\u003e\n \u003cp\u003e0.195~0.407\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 20.0331%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 15.2318%;\"\u003e\n \u003cp\u003eTS--﹥POF\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 15.2318%;\"\u003e\n \u003cp\u003e-0.391\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 15.2318%;\"\u003e\n \u003cp\u003e0.067\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 15.2318%;\"\u003e\n \u003cp\u003e0.001\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 19.0397%;\"\u003e\n \u003cp\u003e-0.522~-0.255\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 20.0331%;\"\u003e\n \u003cp\u003eIndirect effects\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 15.2318%;\"\u003e\n \u003cp\u003eTS--﹥RL\u003c/p\u003e\n \u003cp\u003e--﹥POF\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 15.2318%;\"\u003e\n \u003cp\u003e-0.127\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 15.2318%;\"\u003e\n \u003cp\u003e0.025\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 15.2318%;\"\u003e\n \u003cp\u003e0.001\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 19.0397%;\"\u003e\n \u003cp\u003e-0.178~-0.083\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 20.0331%;\"\u003e\n \u003cp\u003eTotal effects\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 15.2318%;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 15.2318%;\"\u003e\n \u003cp\u003e-0.518\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 15.2318%;\"\u003e\n \u003cp\u003e0.058\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 15.2318%;\"\u003e\n \u003cp\u003e0.001\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 19.0397%;\"\u003e\n \u003cp\u003e-0.625~-0.392\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003c/tbody\u003e\n \u003c/table\u003e\n\u003c/div\u003e\n\u003cp\u003eNotes: SE=Standard Error; CI=Confidence Interval; TS = transition shock; RL= resilience; POF= person-organization fit.\u003c/p\u003e"},{"header":"Discussion","content":"\u003cp\u003eUsing the Job Demands-Resources (JD-R) model as the theoretical framework, this study explored the relationship among transition shock, resilience, and person-organization fit of NGRNs. This investigation validated that transition shock significantly influences person-organization fit among NGRNs, with resilience demonstrating a partial mediating effect in this relationship. Notably, this study may represent the first empirical exploration of these interconnections, aiming to unpack the underlying mechanisms through a theoretical lens. Collectively, the findings provide robust support for all hypothesized relationships, contributing to the nascent literature on NGRNs adaptation by identifying resilience as a critical protective factor in the transition shock-person-organization fit pathway.\u003c/p\u003e \u003cp\u003eIn this study, the personal-organizational fit score of NGRNs was a little above moderate level slightly higher than the score in Wang et al.'s research\u003csup\u003e[\u003cspan citationid=\"CR28\" class=\"CitationRef\"\u003e28\u003c/span\u003e]\u003c/sup\u003e. The reason may be that their study was conducted during the COVID-19 pandemic, which might have imposed more work requirements on NGRNs. NGRNs were not only impacted by the pandemic but also by the transition from school to clinical practice, leading to relatively greater work pressure and thus reducing their personal-organizational fit\u003csup\u003e[\u003cspan citationid=\"CR29\" class=\"CitationRef\"\u003e29\u003c/span\u003e]\u003c/sup\u003e. Moreover, this study showed that the project scores of the three dimensions from high to low were Personal Ability-Organizational Demand (4.07\u0026thinsp;\u0026plusmn;\u0026thinsp;0.85), Personal Needs-Organizational Supply (4.06\u0026thinsp;\u0026plusmn;\u0026thinsp;0.92), and Value Fit (4.0\u0026thinsp;\u0026plusmn;\u0026thinsp;0.79), which was also inconsistent with it. The reason may be that the proportion of NGRNs with a bachelor's degree or above in this study was relatively high, and their comprehensive personal abilities may have a high degree of matching with job requirements, meeting the needs of the organization.\u003c/p\u003e \u003cp\u003eThe results of multivariate analysis showed that the personal-organizational fit of NGRNs was related to daily sleep duration, satisfaction with the current department, transition shock, and resilience. Interestingly, daily sleep duration was not a protective factor but a risk factor for the personal-organizational fit of NGRNs. Longer sleep duration was associated with lower personal-organizational fit. A possible reason is that longer sleep duration implies fewer work-related social activities and less career development learning, thus leading to a decrease in personal-organizational fit. Existing study\u003csup\u003e[\u003cspan citationid=\"CR30\" class=\"CitationRef\"\u003e30\u003c/span\u003e]\u003c/sup\u003e have shown that nurses with severe sleep disorders tend to leave their first organization, so further research is needed to confirm the relationship between sleep and personal-organizational fit. In the future, if wearable devices\u003csup\u003e[\u003cspan citationid=\"CR31\" class=\"CitationRef\"\u003e31\u003c/span\u003e]\u003c/sup\u003e can be used to monitor the sleep quality of NGRNs rather than relying solely on the sleep duration reported by new nurses, more important findings may be obtained. In addition, the less satisfied NGRNs are with the existing department, the lower their personal-organizational fit score. According to the organizational support theory\u003csup\u003e[\u003cspan citationid=\"CR32\" class=\"CitationRef\"\u003e32\u003c/span\u003e]\u003c/sup\u003e, when nurses experience care and support from the organization, their sense of belonging and responsibility to the organization will increase. Nurses will take the initiative to enrich knowledge, improve skills, and develop more abilities conducive to organizational development, thus forming a high degree of personal-organizational fit\u003csup\u003e[\u003cspan citationid=\"CR15\" class=\"CitationRef\"\u003e15\u003c/span\u003e]\u003c/sup\u003e. Conversely, the lower the personal-organizational fit. It is suggested that managers should create a supportive and satisfying work environment, build a good department atmosphere, meet the needs of NGRNs, and improve their participation and job satisfaction.\u003c/p\u003e \u003cp\u003eThe study also showed that the total score of transition shock among NGRNs was 83.37\u0026thinsp;\u0026plusmn;\u0026thinsp;18.21, which was at a moderate level and consistent with previous studies\u003csup\u003e[\u003cspan citationid=\"CR33\" class=\"CitationRef\"\u003e33\u003c/span\u003e, \u003cspan citationid=\"CR34\" class=\"CitationRef\"\u003e34\u003c/span\u003e]\u003c/sup\u003e. The total score of resilience was 26.14\u0026thinsp;\u0026plusmn;\u0026thinsp;7.73, at a moderate level, slightly lower than the previous study\u003csup\u003e[\u003cspan citationid=\"CR35\" class=\"CitationRef\"\u003e35\u003c/span\u003e]\u003c/sup\u003e. The transition shock was negatively correlated with person-organization fit (r =\u003c/p\u003e \u003cp\u003e-0.417, p\u0026lt;0.001), while resilience was positively correlated with person-organization fit (r\u0026thinsp;=\u0026thinsp;0.440, p\u0026lt;0.001). Additionally, transition shock was negatively correlated with resilience (r = -0.332, p\u0026lt;0.001). Multivariate analysis also showed that both transition shock and resilience were influencing factors of person-organization fit. The higher the transition shock, the lower the resilience and person-organization fit, which is consistent with previous studies\u003csup\u003e[\u003cspan citationid=\"CR28\" class=\"CitationRef\"\u003e28\u003c/span\u003e, \u003cspan citationid=\"CR36\" class=\"CitationRef\"\u003e36\u003c/span\u003e]\u003c/sup\u003e. Facing complex clinical situations and surging workloads, NGRNs feel confused, oppressed, and unconfident, which affects their work adaptability\u003csup\u003e[\u003cspan citationid=\"CR37\" class=\"CitationRef\"\u003e37\u003c/span\u003e]\u003c/sup\u003e and ability\u003csup\u003e[\u003cspan citationid=\"CR38\" class=\"CitationRef\"\u003e38\u003c/span\u003e]\u003c/sup\u003e, fails to meet organizational requirements, and leads to dissatisfaction and alienation from the organization, resulting in a decrease in person-organization fit. Meanwhile, it consumes psychological resources, causing a reduction in resilience. This study also found that the higher the resilience, the higher the person-organization fit. Although there is no direct previous research supporting this point, existing studies have shown that resilience is positively correlated with career satisfaction\u003csup\u003e[\u003cspan citationid=\"CR39\" class=\"CitationRef\"\u003e39\u003c/span\u003e],\u003c/sup\u003e which is positively correlated with person-organization fit\u003csup\u003e[\u003cspan citationid=\"CR40\" class=\"CitationRef\"\u003e40\u003c/span\u003e]\u003c/sup\u003e. This indirectly demonstrates our results.\u003c/p\u003e \u003cp\u003eAdditionally, the results of this study show that transition shock directly affects personal-organizational fit among NGRNs (estimate = -0.391, p\u0026thinsp;\u0026lt;\u0026thinsp;0.001), and resilience plays a partial mediating role between transition shock and person-organization fit (estimate = -0.127, p\u0026thinsp;\u0026lt;\u0026thinsp;0.001). This suggests that transition shock can also indirectly influence NGRNs' person-organization fit through resilience. No existing studies have explored the mechanisms and relationships among these three variables. The Job Demands-Resources (JD-R) Model\u003csup\u003e[\u003cspan citationid=\"CR41\" class=\"CitationRef\"\u003e41\u003c/span\u003e]\u003c/sup\u003e posits that transition shock, as a demanding job characteristic, triggers a resource depletion process, which directly undermines person-organization fit. In contrast, resilience\u0026mdash;classified as a personal resource\u0026mdash;may operate through dual mechanisms: (1) absorbing stress-related harms (buffering effect) and (2) activating adaptive behaviors (e.g., proactive learning) to promote organizational integration. This implies that managers can regulate job demands by implementing transition management measures (e.g., transition programs\u003csup\u003e[\u003cspan citationid=\"CR42\" class=\"CitationRef\"\u003e42\u003c/span\u003e]\u003c/sup\u003e, peer support\u003csup\u003e[\u003cspan citationid=\"CR43\" class=\"CitationRef\"\u003e43\u003c/span\u003e]\u003c/sup\u003e) to help NGRNs navigate the transition period smoothly; as well as increase job resource provision by enhancing their resilience through stress management training or employee assistance programs (CRM\u003csup\u003e[\u003cspan citationid=\"CR7\" class=\"CitationRef\"\u003e7\u003c/span\u003e]\u003c/sup\u003e, mindfulness interventions\u003csup\u003e[\u003cspan citationid=\"CR5\" class=\"CitationRef\"\u003e5\u003c/span\u003e]\u003c/sup\u003e) to enhance personal-organizational fit.\u003c/p\u003e"},{"header":"Conclusion","content":"\u003cp\u003eFindings from this investigation revealed that transition shock, resilience, and person-organization fit among NGRNs exhibited moderate or moderately high scores. Notably, resilience was found to mediate the relationship between transition shock and person-organization fit in this population. In light of these results, nursing administrators are advised to prioritize monitoring the resilience capacity of NGRNs and implementing dynamic assessments and time-sensitive intervention strategies. Such initiatives aim to mitigate the multifaceted impacts of transition shock, foster enhancement of person-organization congruence, and consequently elevate job satisfaction, improve care quality, and curtail turnover rates.\u003c/p\u003e \u003cdiv id=\"Sec17\" class=\"Section2\"\u003e \u003ch2\u003eLimitations\u003c/h2\u003e \u003cp\u003eThis study encompasses several limitations that require explicit acknowledgment. First, the cross-sectional design inherently restricts causal inference among the variables, as temporal precedence cannot be established. A further constraint is the single-province sampling in western China, which may significantly restrict the external validity of the results. Multi-center or longitudinal designs are recommended to address this limitation and enhance generalizability. Additionally, the exclusive use of self-report measures introduces methodological limitations, such as social desirability bias or recall errors, which may compromise the reliability of the data. Theoretically, the impact of transition shock on person-organization fit might be moderated or mediated by unexamined variables, warranting systematic exploration in future multi-method studies.\u003c/p\u003e \u003c/div\u003e"},{"header":"Declarations","content":"\u003cp\u003e\u003cstrong\u003eEthics approval and consent to participate\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eThe Sichuan Provincial People’s Hospital, University of Electronic Science and Technology of China, the corresponding author's institution, approved this study (Approval number: 2024812). All the participants were informed of the research’s aim, significance, and precautions. The questionnaire was only distributed after receiving every participant’s informed consent. All the data were anonymized. Other than the researchers and the respondents themselves, no one else could access the results of the questionnaires, and these results were only used for this study.\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eConsent for publication\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eAll authors have approved the final version for publication.\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eAvailability of data and material\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eThe datasets used and/or analysed during the current study are available from the corresponding author on reasonable request.\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eCompeting interests\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eThe authors declare that they have no competing interests.\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eFunding\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eResearch Fund of Sichuan Academy of Medical Sciences and Sichuan Provincial People's Hospital (Approval number: 24JXGG010).\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eAuthors' contributions\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eLF conducted experiments, performed data analysis, and contributed to data interpretation. YTZ wrote and drafted the initial manuscript. XRC participated in data analysis and interpretation. YZ carried out literature retrieval and contributed to manuscript writing. JZ designed the experimental framework, conducted experiments, and oversaw quality control of the article.\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eAcknowledgements\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eWe want to thank all the participants who supported us in this study.\u003c/p\u003e"},{"header":"References","content":"\u003col\u003e\u003cli\u003e\u003cspan\u003eWorld Health Organization, and International Council of Nurses. The State of the World's Nursing 2025. Geneva: World Health Organization; 2025.\u003c/span\u003e\u003c/li\u003e \u003cli\u003e\u003cspan\u003eLi Z, Cao J, Wu X, et al. Intention to leave among newly graduated nurses: A descriptive, multicenter study. 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Job Satisfaction and Hospital Performance Rated by Physicians in China: A Moderated Mediation Analysis on the Role of Income and Person-Organization Fit. Int J Environ Res Public Health. 2020, 17(16).\u003c/span\u003e\u003c/li\u003e \u003cli\u003e\u003cspan\u003eBakker AB, Demerouti E. Job demands-resources theory: Taking stock and looking forward. J Occup Health Psychol. 2017;22(3):273\u0026ndash;85.\u003c/span\u003e\u003c/li\u003e \u003cli\u003e\u003cspan\u003eRush KL, Janke R, Duchscher JE, et al. Best practices of formal new graduate transition programs: An integrative review. Int J Nurs Stud. 2019;94:139\u0026ndash;58.\u003c/span\u003e\u003c/li\u003e \u003cli\u003e\u003cspan\u003eJenkins C, Oyebode J, Bicknell S, et al. Exploring newly qualified nurses' experiences of support and perceptions of peer support online: A qualitative study. J Clin Nurs. 2021;30(19\u0026ndash;20):2924\u0026ndash;34.\u003c/span\u003e\u003c/li\u003e\u003c/ol\u003e"}],"fulltextSource":"","fullText":"","funders":[],"hasAdminPriorityOnWorkflow":false,"hasManuscriptDocX":true,"hasOptedInToPreprint":true,"hasPassedJournalQc":"","hasAnyPriority":false,"hideJournal":false,"highlight":"","institution":"","isAcceptedByJournal":true,"isAuthorSuppliedPdf":false,"isDeskRejected":"","isHiddenFromSearch":false,"isInQc":false,"isInWorkflow":false,"isPdf":false,"isPdfUpToDate":true,"isWithdrawnOrRetracted":false,"journal":{"display":true,"email":"[email protected]","identity":"bmc-nursing","isNatureJournal":false,"hasQc":true,"allowDirectSubmit":false,"externalIdentity":"nurs","sideBox":"Learn more about [BMC Nursing](http://bmcnurs.biomedcentral.com/)","snPcode":"","submissionUrl":"https://www.editorialmanager.com/nurs/default.aspx","title":"BMC Nursing","twitterHandle":"@BMC_series","acdcEnabled":true,"dfaEnabled":false,"editorialSystem":"em","reportingPortfolio":"BMC Series","inReviewEnabled":true,"inReviewRevisionsEnabled":true},"keywords":"newly graduated registered nurse, transition shock, person-organisation fit, resilience, mediating effect","lastPublishedDoi":"10.21203/rs.3.rs-6827701/v1","lastPublishedDoiUrl":"https://doi.org/10.21203/rs.3.rs-6827701/v1","license":{"name":"CC BY 4.0","url":"https://creativecommons.org/licenses/by/4.0/"},"manuscriptAbstract":"\u003ch2\u003eBackground\u003c/h2\u003e \u003cp\u003eA substantial body of research has been accumulated regarding the transition shock of new nurses. However, studies on person-organization fit remain insufficient. Improving person-organization fit among new nurses can positively enhance job satisfaction, reduce nurse turnover rates, and improve the quality of care. As a psychological resource, resilience can mitigate the negative impacts of work demands such as transition shock. However, the associative mechanisms among transition shock, person-organization fit, and resilience in new nurses remain unclear.\u003c/p\u003e\u003ch2\u003eMethods\u003c/h2\u003e \u003cp\u003eA cross-sectional survey was administered to 429 newly licensed nurses recruited from three tertiary hospitals in Sichuan Province, China, between December 2024 and February 2025. Data was collected via an online platform using three validated self-report instruments: Nurse Person-Organization Fit Assessment Scale, Connor-Davidson Resilience Scale (CD-RISC-10), and Newly Graduated Nurses' Transition Shock 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.\u003c/p\u003e\u003ch2\u003eResults\u003c/h2\u003e \u003cp\u003eThe 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\u0026thinsp;=\u0026thinsp;\u0026minus;\u0026thinsp;0.417, p\u0026thinsp;\u0026lt;\u0026thinsp;0.001), and positively correlated with resilience (r\u0026thinsp;=\u0026thinsp;0.44, p\u0026thinsp;\u0026lt;\u0026thinsp;0.001). Resilience was negatively correlated with transition shock (r = -0.332, p\u0026thinsp;\u0026lt;\u0026thinsp;0.001). The structural equation modeling (SEM) shows a satisfactory model fit: χ2/df\u0026thinsp;=\u0026thinsp;3.004, SRMR\u0026thinsp;=\u0026thinsp;0.05, CFl\u0026thinsp;=\u0026thinsp;0.97, IFI\u0026thinsp;=\u0026thinsp;0.931,TLl\u0026thinsp;=\u0026thinsp;0.953, GFl\u0026thinsp;=\u0026thinsp;0.968, AGFI\u0026thinsp;=\u0026thinsp;0.937, RMSEA\u0026thinsp;=\u0026thinsp;0.068. The mediating effect value of resilience is -0.127, which accounts for 24.52% of the total effect value of -0.518. Resilience partially mediates the relationship between NGRNs\u0026rsquo; transition shock and person-organization fit.\u003c/p\u003e\u003ch2\u003eConclusion\u003c/h2\u003e \u003cp\u003eResilience mediates transition shock and person-organization fit. Nursing managers should pay attention to the resilience level of NGRNs, implementing 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 curtail turnover rates.\u003c/p\u003e","manuscriptTitle":"The Relationship Between Transition Shock and Person-Organization Fit Among Newly Graduated Registered Nurses in China: The Mediating Role of Resilience","msid":"","msnumber":"","nonDraftVersions":[{"code":1,"date":"2025-06-18 18:33:46","doi":"10.21203/rs.3.rs-6827701/v1","editorialEvents":[{"type":"communityComments","content":0},{"type":"decision","content":"Revision requested","date":"2025-08-18T07:12:25+00:00","index":"","fulltext":""},{"type":"editorInvitedReview","content":"","date":"2025-08-12T06:52:47+00:00","index":"hide","fulltext":""},{"type":"reviewerAgreed","content":"139704866414582404159502577351449012537","date":"2025-08-02T04:34:51+00:00","index":"hide","fulltext":""},{"type":"editorInvitedReview","content":"","date":"2025-06-23T08:13:44+00:00","index":"hide","fulltext":""},{"type":"reviewerAgreed","content":"12723533180388742635242929370702831337","date":"2025-06-19T00:31:14+00:00","index":"hide","fulltext":""},{"type":"reviewersInvited","content":"","date":"2025-06-16T02:58:20+00:00","index":"","fulltext":""},{"type":"editorInvited","content":"","date":"2025-06-09T05:29:38+00:00","index":"","fulltext":""},{"type":"editorAssigned","content":"","date":"2025-06-07T02:59:14+00:00","index":"","fulltext":""},{"type":"checksComplete","content":"","date":"2025-06-07T02:58:36+00:00","index":"","fulltext":""},{"type":"submitted","content":"BMC Nursing","date":"2025-06-05T09:35:09+00:00","index":"","fulltext":""}],"status":"published","journal":{"display":true,"email":"[email protected]","identity":"bmc-nursing","isNatureJournal":false,"hasQc":true,"allowDirectSubmit":false,"externalIdentity":"nurs","sideBox":"Learn more about [BMC Nursing](http://bmcnurs.biomedcentral.com/)","snPcode":"","submissionUrl":"https://www.editorialmanager.com/nurs/default.aspx","title":"BMC Nursing","twitterHandle":"@BMC_series","acdcEnabled":true,"dfaEnabled":false,"editorialSystem":"em","reportingPortfolio":"BMC Series","inReviewEnabled":true,"inReviewRevisionsEnabled":true}}],"origin":"","ownerIdentity":"5da9cb08-b94c-47c0-997d-121c1257570b","owner":[],"postedDate":"June 18th, 2025","published":true,"recentEditorialEvents":[],"rejectedJournal":[],"revision":"","amendment":"","status":"published-in-journal","subjectAreas":[],"tags":[],"updatedAt":"2025-12-22T16:01:51+00:00","versionOfRecord":{"articleIdentity":"rs-6827701","link":"https://doi.org/10.1186/s12912-025-04118-1","journal":{"identity":"bmc-nursing","isVorOnly":false,"title":"BMC Nursing"},"publishedOn":"2025-12-15 15:57:52","publishedOnDateReadable":"December 15th, 2025"},"versionCreatedAt":"2025-06-18 18:33:46","video":"","vorDoi":"10.1186/s12912-025-04118-1","vorDoiUrl":"https://doi.org/10.1186/s12912-025-04118-1","workflowStages":[]},"version":"v1","identity":"rs-6827701","journalConfig":"researchsquare"},"__N_SSP":true},"page":"/article/[identity]/[[...version]]","query":{"redirect":"/article/rs-6827701","identity":"rs-6827701","version":["v1"]},"buildId":"8U1c8b4HqxoKbykW_rLl7","isFallback":false,"isExperimentalCompile":false,"dynamicIds":[84888],"gssp":true,"scriptLoader":[]}