目的 探讨新入职护士的转型冲击现状及其影响因素，并分析各因素的作用路径。 方法 采用便利抽样法，选取杭州市5所三级甲等综合性医院的263名新入职护士为研究对象，使用新护士转型冲击量表、护士工作环境感知量表及内在动机量表进行问卷调查。采用Pearson相关分析、多元线性回归分析及结构方程模型探讨新入职护士转型冲击的影响因素及其作用路径。 结果 新入职护士转型冲击总得分为（80.08±19.89）分。多元线性回归分析显示，工作环境感知、内在动机为新入职护士转型冲击的主要影响因素（P<0.05）。结构方程模型分析表明，工作环境感知可直接降低新入职护士的转型冲击（β=-0.15，P<0.001），同时通过提升内在动机间接影响转型冲击（β=-0.24，P<0.001），中介效应占总效应的61.5%。 结论 新入职护士的转型冲击受多因素影响，其中工作环境感知和内在动机在其适应过程中发挥关键作用。护理管理者应优化护理环境，增强团队协作，提供职业发展支持，同时通过激励措施提升新入职护士的内在动机，以促进其职业适应，降低转型冲击，提高护理队伍的稳定性和护理质量。

Objective To explore the current status of transition shock among newly recruited nurses and its influencing factors，and to analyze the pathways of these factors. Methods A cross-sectional survey was conducted using convenience sampling. A total of 263 newly recruited nurses from five tertiary general hospitals in Hangzhou were selected as the research subjects. The Transition Shock Scale for New Nurses，the Nurse Work Environment Perception Scale，and the Intrinsic Motivation Scale were used for questionnaire surveys. Pearson correlation analysis，multiple linear regression analysis，and structural equation modeling were used to explore the influencing factors of transition shock among newly recruited nurses and their pathways. Results The total score of transition shock of newly recruited nurses was （80.08 ± 19.89） points，which was at a relatively high level. The multiple linear regression analysis showed that work environment perception and intrinsic motivation were the main factors influencing the transition shock of newly recruited nurses（P<0.05）. The structural equation modeling analysis indicated that work environment perception could directly reduce the transition shock of newly recruited nurses （β=-0.15，P<0.001），and indirectly affect the transition shock by enhancing intrinsic motivation（β=-0.24，P<0.001），with the mediating effect accounting for 61.5% of the total effect. Conclusion The transition shock of newly recruited nurses is influenced by multiple factors，among which work environment perception and intrinsic motivation play a key role in their adaptation process. Nursing managers should optimize the nursing environment，enhance teamwork，provide career development support. Meanwhile，incentive measures to enhance the intrinsic motivation of newly recruited nurses are needed to promote their professional adaptation，reduce transition shock，and improve the stability of the nursing team and the quality of nursing care.