Introduction: Transition shock is a challenging phase that newly employed nurses go through at the beginning of their professional career when entering a new work environment. Transition shock encompasses adjustment to various aspects of professional life, including work responsibilities, working conditions, organizational culture, relationships with colleagues and superiors, and emotional demands of patients. Objective: The main objective of the research is to examine the impact of resilience and emotional intelligence on transition shock in newly employed nurses Methods: A total of 80 respondents participated in the research. The research was conducted using online questionnaires. Transitional shock was tested with a questionnaire about concerns and difficulties associated with the occurrence of reality shock, resilience was tested with a short scale of resilience, and emotional intelligence with an emotional intelligence questionnaire. Results: No statistically significant difference was found in the level of transition shock in relation to gender and length of service. Respondents under the age of 23 had the statistically significantly highest level of transition shock (3.01±0.47). No statistically significant correlation between total transition shock and job satisfaction was found. Respondents who were more satisfied with their work had a lower level of transition shock in the factors of relationships (r=-0.237, p=0.043) and private life (r=-0.250, p=0.025). Job satisfaction and support from colleagues were not statistically significantly related to the level of transition shock. Respondents who had a higher level of support from superiors had a significantly lower level of total transition shock (r=-0.319, p=0.004). A higher level of resilience and emotional intelligence was positively associated with a lower level of transition shock. Conclusion: In newly employed nurses, it is crucial to implement strategies that promote emotional intelligence and resilience among newly employed nurses including educational programs, support and positive interpersonal relationships, as well as concrete tools and techniques for managing stress. Such interventions not only reduce transition shock, but also improve job satisfaction and retention of nurses in the profession in the long term.