Abstract
Registered nurse (RN) retention is a significant workforce issue in the health community that heavily affects the healthcare system, individuals’ well-being, and patient quality of care. Preceptorship programs were developed at two different medical centers one in California and the other in Arizona offering novice nurses the opportunity to be paired with a senior nurse with the intention of increased staff retention and job satisfaction. The projects integrated the theoretical framework of Patricia Benner on novice to expert practice and Hildegard Peplau’s Theory of Interpersonal Relations. Surveys were conducted on job satisfaction and intent to stay before and after the programs. Mentors and Mentees were paired together for a 12-16 week period of time. Mentors and Mentees connected on a weekly basis to support Mentee role transition. There were 39 total participants, eighteen mentors, and twenty-one mentees. Results were analyzed by comparing pre- and post-survey Means (M). There was significant improvement between the pre-program job satisfaction and intent to stay scores compared to the post-program scores, with every mean score increasing. The results demonstrate a substantial increase in job satisfaction and intention to stay in both acute care settings. Despite a distinctly different approach in the methodology of the projects, both supported positive social change through increasing job satisfaction and intention to stay. The implication is that mentorship has to the potential to reduce transitional shock for new hire nurses in an acute care setting.
Presenters
Melia FormentoAssistant Professor, Graduate Nursing, Samuel Merritt University, California, United States
Details
Presentation Type
Paper Presentation in a Themed Session
Theme
Interdisciplinary Health Sciences
KEYWORDS
Mentorship, Role Transition, Job Satisfaction, Community Health
