The experiences of newly qualified nurses regarding support systems during transition into a general nurse position at a Nelson Mandela Bay Metropolitan private hospital

Background: The transition from student nurse to Newly Qualified General Nurse (NQGN) is widely recognised as a period marked by stress, uncertainty, and elevated professional expectations. This transition can affect clinical competence, confidence, job satisfaction, and retention. Although international evidence highlights the value of structured support systems such as mentorship, preceptorship, and practical orientation, limited research has been conducted in private healthcare settings in South Africa. This study explored the experiences of NQGNs transitioning into general nurse roles within a private hospital in the Nelson Mandela Bay Metropolitan Region, with specific attention to the support systems that facilitated or hindered their adaptation to professional practice. Methods: A qualitative, exploratory and descriptive design was used to gain an in-depth understanding of NQGNs’ transition experiences. Purposive sampling recruited NQGNs with 1 year of clinical experience. Data were collected through semi-structured interviews guided by an interview schedule. All seven interviews were audio-recorded, transcribed verbatim, and subjected to thematic analysis. A thematic analytical approach enabled the systematic identification of themes reflecting both the challenges encountered and the support systems influencing the transition of NQGNs into general nurses within a private hospital. Results: Findings revealed that NQGNs experienced emotional strain, anxiety, and initial uncertainty when confronted with independent clinical responsibilities, workload pressures, and rapidly changing patient needs. Support systems varied across units. Mentorship, peer and supervisory support emerged as pivotal facilitators that enhanced confidence and adaptation. Participants who received consistent guidance reported smoother transitions and reduced feelings of isolation. Conversely, inconsistent orientation, a lack of formalised mentorship, staffing shortages, and limited performance feedback were identified as significant barriers. Some participants described feeling overwhelmed by expectations yet under-supported in navigating complex clinical tasks. Conclusion: Supportive work environments characterised by structured orientation, active mentorship, and accessible senior staff play a crucial role in fostering confidence and professional growth. However, inconsistencies in transition support systems pose risks to nurses' well-being, retention, and the quality of patient care. Strengthening mentorship programmes, standardising orientation processes, ensuring adequate staffing levels, and integrating routine performance feedback could significantly improve transition outcomes. The study provides evidence-based insights for nurse managers, educators, and policymakers seeking to enhance support for NQGNs within private hospital settings in South Africa.

Grantor dc:publisher

Stellenbosch : Stellenbosch University

Year dc:date.issued

2026

Author dc:creator

• Ingram, Priscilla Valencia

Advisor dc:contributor.advisor

• Kitshoff, D.

Language dc:language.iso

en

Repository record dc:identifier.uri

https://scholar.sun.ac.za/handle/10019.1/136074

OAI identifier oai:identifier

oai:scholar.sun.ac.za:10019.1/136074