Mentorship In Nursing A Literature Review

Mentorship In Nursing A Literature Review-68
Research Priorities and Implementation, Research Innovation and Analytics, Alberta Health Services, Calgary, AB, Canada; Department of Community Health Sciences, Cumming School of Medicine, University of Calgary, Calgary, AB, Canada.Nursing education institutions have issued recurring, global calls for mentorship; however, evidence-based program development guidance is scarce.Given the significant resources required to support mentorship innovations, understanding the benefits and shortcomings of various mentorship components can help ensure scarce resources are invested in the most effective mentorship strategies.

Research Priorities and Implementation, Research Innovation and Analytics, Alberta Health Services, Calgary, AB, Canada; Department of Community Health Sciences, Cumming School of Medicine, University of Calgary, Calgary, AB, Canada.Nursing education institutions have issued recurring, global calls for mentorship; however, evidence-based program development guidance is scarce.Given the significant resources required to support mentorship innovations, understanding the benefits and shortcomings of various mentorship components can help ensure scarce resources are invested in the most effective mentorship strategies.

With the anticipated shortage in nursing, it is important to explore factors such as mentoring that may contribute to career satisfaction and intent to stay in the profession.

This study explored the effects of mentoring on career satisfaction and intent to stay in nursing, and the relationship between career satisfaction and intent to stay in nursing.

A total of 34 articles describing 30 mentorship programs were identified.

Mentoring models included dyad, peer, group, online, distance, learning partnerships, highly relevant, and constellation mentorship models.

Decreased staff satisfaction accounted for 52% of workforce shortage [5], and insufficient numbers of faculty and other factors contributed to more than 67,000 qualified applicants being turned away from baccalaureate and graduate nursing programs [1].

This along with a projected increase in demand for nursing positions calls for the profession to explore strategies to recruit and retain nurses.National data indicate that the average age of nurses nationwide continues to increase.In 2008, the average age of nurses nationwide was 48 (HRSA) [3], and it was projected that in 2012, nurses in their 50 s will account for the largest age group of nursing workforce at about 25% of the total RN population [4].A shortage in the area of clinical practice affects academia, administration, and research, and a shortage in academia, in turn, affects the clinical practice arena; therefore, these four areas of the profession were studied to determine if mentoring contributed to a greater sense of career satisfaction and intent to stay in the profession.Several factors contribute to the shortage of nurses in the profession.Mentoring is a reciprocal, long-term relationship with an emotional commitment that exists between a novice (protégé) and experienced (mentor) nurse; mentoring implies a knowledge or competence gradient, in which the teaching-learning process contributes to a sharing of advice or expertise, role development, and formal and informal support to influence the career of the protégé [7, 8, 18–23].Mentoring provides protégés and mentors with opportunities for professional growth and career satisfaction.According to the AACN [1, 2], there are several factors influencing the nursing shortage, including insufficient numbers of nursing faculty, an aging nursing workforce, increasing healthcare needs of an elderly patient population, and nursing job burnout and dissatisfaction that are driving nurses away from the profession.Recent economic challenges have temporarily affected the nursing shortage and the need for nurses in some regions of the United States; however, with the combination of older nurses retiring from practice, academia, and administration, and dissatisfied nurses leaving nursing, the profession of nursing must identify strategies to increase recruitment and retention to address the nursing shortage, especially in practice and academia. Although the shortage in any one of the areas may be viewed in isolation, there is an interdependent aspect to the shortage.It was conducted through a mailed survey of RNs 55 years or younger currently in practice, education, administration, or research.Career satisfaction was measured through the use of the newly developed Mariani Nursing Career Satisfaction Scale.

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    Objective and review question The objective of this qualitative systematic review was to explore the perceptions and experiences of nursing and midwifery students regarding mentorship during clinical placement. Andrews, M. and Wallis, M. 1999 Mentorship in Nursing A Literature Review.…

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