Sandra K. Welling
Published: 2014
Total Pages: 270
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The purpose if this research was to gain an understanding of the sense of belonging in entry level nurses using social identity theory to investigate the relationship between identity and belonging. A nurse's sense of belonging is critical to self-identity. Entry level nurses commonly struggle with the sense of belonging which could relate to marginal performance, costly turnover, job dissatisfaction, and a decreased sense of social identity. For this study the researcher used a quantitative secondary analysis from a primary, descriptive correlation study conducted in a southwestern state. The secondary analysis included descriptive statistics, an ANOVA, Pearson's Correlation, and a linear regression design. Quantitative data was collected from the Belongingness Scale-Clinical Placement Experiences Tool (BES-CPE), The Nurse Workplace Relational Environment Scale (NWRES), and a comprehensive demographic tool. The secondary analysis examined the entry level nurses' sense of belonging for in-group and out-group members during their first job as a registered nurse and included the variances between in-group and out-group member's job satisfaction. The findings indicated the primary reason registered nurses from both the in-group and out-group left their job related to job dissatisfaction, followed by moving or relocation. The primary reason both the in-group and out-group members stayed in their first job was for pay/benefits. The in-group member's sense of belonging directly correlated to the workplace environment while the out-group member's sense of belonging directly correlated to job satisfaction, thus belongingness was not an indicator for out-group members staying or leaving the job. The findings from the secondary analysis revealed that in-group social identity strongly influenced self-concept and group-categorization through the sense of belonging that was grounded in the workplace environment. In addition, the results from the study indicated that there is a relationship between belonging and employee satisfaction that is established through socialization.