背景：護理工作是一個高壓力的環境，尤其如何讓臨床第一線新進護理人員能夠順利適應工作環境，降低工作期間的心理壓力與職場疲勞之研究仍有限。目的：本研究欲探討轉型震撼理論所設計的新進護理人員支持團體對新進護理人員心理壓力及職場疲勞的影響。

方法：採資料庫分析之回溯性觀察研究，研究資料對象為北部某醫學中心之新進護理人員，研究共計納入770人，研究對象於到職後第三週、第五週、第七週、第九週接受支持團體。所有參與者於接受支持團體前以「簡式健康量表」及「職場疲勞量表」評估心理壓力及職場疲勞，介入支持團體後再次以簡式健康量表進行評估。研究以廣義估計模式進行資料分析，探究支持團體對新進護理人員心理壓力及職場疲勞的影響。

結果：研究結果顯示介入新進護理人員支持團體能有助於新進護理人員立即性的壓力降低，平均每次介入支持團體後壓力平均降低1.1~1.6分(t = 13.1~19.5, p <0.001)，但隨著時間的變化，介入新進護理人員支持團體對壓力的改善並未有差異；此外，介入新進護理人員支持團體對職場疲勞也未達到改善效果，甚至介入第四次(第九週)的職場疲勞較第一次(第三週)顯著上升( β= 0.5, p=0.006)。

結論：運用轉型震撼理論設計的新進護理人員支持團體介入可帶給新進護理人員情緒宣洩及問題解決分享的管道，雖然對職場疲勞未有改善，但對新人的當下心理壓力確實有顯著降低之成效，顯示新進護理人員支持團體對新進護理人員初入職場適應階段仍有其重要意義。

Background: Nursing work is a high-stress environment, especially the research on how to make new nurses adapt to the working environment smoothly and reduce the psychological stress and workplace fatigue during work is still limited.

Purpose: This study aimed to explore the effectiveness of supportive groups based on Transition Shock Theory for new nurses on the psychological stress and workplace fatigue.

Methods: This is a retrospective observational study using data from a database. The study focuses on new nurses at a medical center in the northern region. A total of 770 individuals were included in the study. Participants received support groups during the third, fifth, seventh, and ninth weeks after starting their jobs. Before participating in the support groups, all subjects were assessed using the "Brief Symptom Rating Scale" and the "Workplace Fatigue Scale" to measure psychological stress and workplace fatigue. After participating in the support groups, they were assessed again using the Brief Symptom Rating Scale. The study used a generalized estimating equation model to analyze the data and investigate the impact of support groups on the psychological stress and workplace fatigue of new nurses.

Results: Supportive group had effectiveness for new nurses on stress and had an average of stress reduction for 1.1-1.6 points (t = 13.1-19.5, p <0.001). While there was no difference in the improvement of stress after intervention in support groups for new nurses over time; in addition, intervention did not achieve any improvement effects on workplace fatigue, and even the workplace fatigue in the fourth intervention (ninth week) was significantly higher than that in the first (third week) (β = 0.5, p = 0.006).

Conclusions/Implication for Practice: The supportive group that designed by the Transition Shock Theory is helpful to ease the emotion and as the way to sharing problem solutions. Although there is no improvement in workplace fatigue, it does have a significant effect on reducing the current psychological stress of new nurses, which shows that supportive groups for new nurses are still of great significance to the initial stage of workplace adaptation for new nurses.