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Background: Lower work readiness is tied to anxiety, high turnover and nurse transition failure. An assessment of work readiness is necessary. To date, no relative scale exists in China. Thus, a work readiness related scale is urgently needed., Objectives: To assess the psychometric properties of the scale, and look into the status of Chinese graduate nurse work readiness and factors associated with work readiness., Design, Settings, and Participants: Both psychometric assessment and associated factors are designed with cross-sectional studies. 832 and 435 graduate nurses were recruited in the above two studies, respectively., Methods: Brislin's transition model was utilized for the transition process, and a six-expert panel and preliminary survey were conducted for face validity and testing the transition version respectively. Exploratory factor analysis, confirmatory factor analysis, internal consistency reliability and test-retest reliability were applied for reliability and validity testing. Additionally, a linear regression method was carried out for analyzing influencing factors of work readiness of graduate nurses across China., Results: A 37-item Chinese version scale was proven to have great psychometric qualities. Five factors were extracted by exploratory factor analysis, which can explain 68.637% of the total variance. Furthermore, the confirmatory factor analysis demonstrates the fit indices of a five factors mode: X 2 /df = 1.769, RMSEA = 0.067, NFI = 0.859, RFI = 0.839, IFI = 0.934, CFI = 0.933, TLI = 0.923. Intra-class correlation coefficient, Cronbach's α and Guttman Split-half were 0.805, 0.960 and 0.903, respectively. Interpersonal relationships, leadership experience, scholarship, work experience and willingness to be nurses were associated with the potential to achieve higher work readiness., Conclusion: The Chinese version of WRS-GN with good validity and reliability can be utilized for assessment of work readiness. Besides, improving work readiness of graduate nurses based on above five associated factors, educators and hospital managers could help graduate nurses having a smooth transition for a stable nursing workforce., Competing Interests: Declaration of competing interest The authors declare no conflicts of interest., (Copyright © 2020 Elsevier Ltd. All rights reserved.)

Aims: This study aimed to identify determinants of work readiness and to assess the influences of work readiness on work‐related outcomes in graduate nurses. Background: Higher work readiness facilitates smoother role transitions of new graduate nurses. However, determinants of work readiness had not been fully examined. In addition, the relationships between work readiness and work‐related outcomes, such as coping self‐efficacy and occupational commitment, are also crucial but had not been assessed. Methods: We recruited 794 graduate nurses and assessed their work readiness before working as nurses. After they commenced their work, we assessed their occupational commitment, coping self‐efficacy and intention to remain. All assessments were conducted online. Results: There were 728 (92%) female respondents. The mean scores and standard deviation (SD) of work readiness, coping self‐efficacy, occupational commitment and intention to remain were 261.51 (SD: 45.40), 30.30 (SD: 6.13), 81.65 (SD: 11.56) and 11.01 (SD: 2.36), respectively. Based on a regression analysis, determinants of work readiness were positive school climate, student leadership experience, nursing as the primary choice of discipline and perceived influences of COVID‐19 on the honorability of being a nurse and the willingness to be a nurse (p <.001). Moreover, after adjusted by all demographics and characteristics variables, higher work readiness would result in higher coping self‐efficacy (estimated coefficient = 0.06, p <.001), occupational commitment (estimated coefficient = 0.06, p <.001) and intention to remain (estimated coefficient = 0.01, p =.002). Conclusion: Work readiness is a composite concept affected by psychosocial and environmental factors, which can predict new graduate nurses' future self‐efficacy, occupational commitment and intention to remain. Implications for Nursing Management: The management of new graduate nurses when they begin to work could target their work readiness. Transition programmes that consider our identified determinants can be provided to those who show lower work readiness. [ABSTRACT FROM AUTHOR]