A Quantitative Analysis of Employment Barriers and Workforce Integration Strategies among Newly Graduated Nurses

The transition from nursing education to clinical practice remains a critical challenge for newly graduated nurses, as systemic and institutional barriers often delay their integration into the workforce. This study examined the extent of employment barriers, perceived readiness, and effectiveness of workforce integration strategies among 100 newly graduated nurses employed in selected hospitals in Zamboanga City, Philippines. A descriptive-correlational design was utilized, with data gathered through a validated structured questionnaire. Results revealed that the most significant barriers were the employer preference for experienced nurses (M = 3.52, SD = 0.66) and limited job openings for new graduates (M = 3.40, SD = 0.72). Respondents perceived themselves as moderately ready for practice, with higher ratings for academic preparation (M = 3.16) and clinical skills (M = 3.11), but lower for emotional readiness (M = 2.98) and institutional support (M = 2.75). A significant positive correlation (p < 0.05) was found between employment barriers and the duration of unemployment, indicating that greater barriers prolonged job acquisition. Significant differences in barriers were also noted across demographic factors such as type of school, employment status, years of service, and time before securing employment. Mentorship, structured orientation, and continuous feedback emerged as the most effective integration strategies.

Newly graduated nurses; employment barriers; workforce integration; transition to practice; nursing readiness; mentorship; orientation strategies

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