Professionalization and Retention Outcomes of a University¨CService Mentoring Program Partnership
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- 作者：Christine L. Latham DNSc ; RN?/sup> ; ; clatham@fullerton.edu ; Karen Ringl MSN ; RN&dagger ; ; Mikel Hogan PhD&Dagger ;
- 刊名：Journal of Professional Nursing
- 出版年：2011
- 出版时间：November-December 2011
- 年：2011
- 卷：27
- 期：6
- 页码：344-353
- 全文大小：254 K
文摘
With the use of a university¨Cservice partnership to introduce mentoring and shared governance, the aim of this study was to evaluate the effect of these interventions on nurse perceptions of the supportive culture of the workplace environment, professional skill development, decisional involvement, and retention and vacancy rates. A nonequivalent pretest¨Cposttest, noncontrol group design was used with mentors of newly hired mentees to evaluate their workplace perspectives following mentor classes, ongoing mentor support, and a formal mentor¨Cmanagement workforce governance board. A convenience sample of 89 RNs from two acute care facilities attended mentoring and professionalization classes and worked with 109 mentees over 1? years. Mentors reported improved teamwork and the ability to deal with conflict but wanted more administrative oversight of the quality and scope of practice of support staff and additional interdepartmental collaboration. One hospital's vacancy rate decreased by 80 % , and the other facility's retention rate improved by 21 % . The data suggest that a mentor program with comprehensive education and mentor¨Cmanagement alliances through formal workforce environment governance enhances professionalization of frontline nurses and helps sustain a positive, constructive workplace environment. Mentoring classes on communication and cultural sensitivity skills and other leadership concepts, followed by mentor support and mentor¨Cadministrative forums, have positive implications for sustained improvement of a supportive culture as perceived by hospital-based RNs and new nurse graduates.