Socio-professional adaptation of a nurse in a new workplace

Original Article, Pol J Public Health, Vol. 132 (2022): 16-20

Justyna Jabłońska1, Elżbieta Grzywacz2, Maria Grzymkowska3,
Jolanta Chmielowiec4, Justyna Chwałczyńska1, Katarzyna Błaszczak1,
Jolanta Masiak5, Krzysztof Chmielowiec4

1 Student Scientific Association “SALUS”, Collegium Medicum, University of Zielona Góra, Poland
2 Student Scientific Club of Department of Oral Surgery, Pomeranian Medical University in Szczecin, Poland
3 Student Scientific Club of Independent Laboratory of Health Promotion, Pomeranian Medical University in Szczecin, Poland
4 Department of Hygiene and Epidemiology, Collegium Medicum, University of Zielona Góra, Poland
5 II Department of Psychiatry and Psychiatric Rehabilitation, Medical University of Lublin, Poland

DOI_disc_logo 10.2478/pjph-2022-0003

© 2022  Medical University of Lublin. This is an open access article distributed under the Creative Commons Attribution-NonComercial-No Derivs licence (


Introduction. The period of socio-professional adaptation is a time when the new employee often feels insecure and is accompanied by emotional tension. Already in the initial period of work, an employee develops a specific attitude towards the environment, which, at a later stage, influences professional development or motivation.

Aim. The aim of the study is to assess the course of the process of social and professional adaptation among nurses who, after graduation, started their first job in hospital departments in the Lubuskie Voivodeship, as well as to characterize the adaptation process and factors influencing its effective course.

Material and methods. The material for the research was collected by means of a proprietary questionnaire. The number of 118 people participated in the study.

Results. There was a statistical dependence between the socio-professional adaptation process and the existence of procedures related to it. Then a relationship was noted between the procedures for the adaptation process and the presentation of the adaptation plan to the new employee. Statistically significant differences were demonstrated by analyzing the feeling of being ready to work independently depending on the duration of the adaptation period in a new workplace.

Conclusion. The adaptation process is often ineffective and important elements, such as access to adaptation procedures, adaptation plan, employee final evaluation, are often overlooked. These elements have a statistically significant impact on the overall assessment of the adaptation process. The adaptation period is often too short, which translates into the lack of readiness to work for new employees.

Keywords: socio-professional adaptation, nurses, adaptation in hospitals.

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