Evidence‐Based Practice Culture and Mentorship Predict EBP Implementation, Nurse Job Satisfaction, and Intent to Stay: Support for the ARCC<sup>©</sup> Model

Background Professional quality of life affects nurses’ well‐being and the quality of care. However, little attention is paid to the relationships among professional quality of life dimensions, burnout, nursing practice environment, and intention to leave this job in newly graduated nurses. Aims To assess the levels of professional quality of life dimensions and turnover intention, to examine the predictors for turnover intention, and to explore the mediating roles of professional quality of life dimensions on the associations between these predictors and turnover intention in Chinese newly graduated nurses. Methods This was a cross‐sectional study with 315 newly graduated nurses selected from five tertiary hospitals and five secondary hospitals in Sichuan province, China. Multiple regression analysis was used to examine the effects of demographic characteristics and work‐related factors on intention to leave this job. Structural equation modeling technique was performed to explore the mediating effect of each domain of professional quality of life on the relationships between the predictors and turnover intention. Results The prevalence of average levels of burnout, secondary traumatic stress, and compassion satisfaction was 43.2%, 57.1%, and 81.3%, respectively. Moreover, 43.8% and 0.6% of the participants reported high and exceptionally high intention to leave this job. Nursing practice environment, social support, and empathy indirectly and significantly affected turnover intention via the mediating roles of burnout and compassion satisfaction, respectively. However, no significant mediating effect of secondary traumatic stress was found between these predictors and turnover intention. Linking Evidence to Action Perceptions of greater nursing practice environment, social support, and empathy result in lower turnover intention via reducing burnout and facilitating compassion satisfaction. Strategies such as developing a supportive work and family environment, and cultivating empathic capacity can be effective methods to mitigate against intention to leave this job in newly graduated nurses.

Section: Discussionmentioning

confidence: 98%

Section: Discussionmentioning

confidence: 99%

Associations among professional quality of life dimensions, burnout, nursing practice environment, and turnover intention in newly graduated nurses

Gong

Tang

et al. 2022

“…Mentoring is highly valued in the nursing profession with over 65% of nurses stating that they needed access to a mentor who has expertise in EBP in order to elevate it as a priority in care and feel comfortable voicing intentions and rationales to change practice (Melnyk et al, 2012). Recently, Melnyk et al (2021) published a structural equation model that provides evidence that mentorship and EBP culture directly impacts EBP competency and EBP implementation as well as positively affects a nurses' intent to stay at their organization. However, many organizations have a small number of EBP mentors, and those mentors have little or no non-clinical time to engage in mentoring.…”

Section: Since the Landmark Iom Report To Err Is Human: Building A Safermentioning

confidence: 99%

“…Quality health care is based on evidence, yet research shows that most clinicians do not consistently engage in evidence‐based practice (EBP) due to well‐known barriers, which include the lack of non‐clinical time, the perceived lack of organizational support, cultures steeped in tradition, and an insufficient number of EBP mentors (Melnyk & Fineout‐Overholt, 2019; Melnyk et al, 2017). EBP mentors are fundamental in creating and sustaining an EBP culture, and an EBP culture is an essential variable of EBP Implementation (Melnyk et al, 2021).…”

Section: Introductionmentioning

confidence: 99%

Engaging advanced practice nurses in evidence‐based practice: An e‐mentoring program

Hooge

Allen

McKenzie

et al. 2022

Background Mentoring is highly valued in the nursing profession and essential to building an evidence‐based practice (EBP) culture. However, many organizations have a limited number of EBP mentors, who have limited non‐clinical time to engage in mentoring. Aims This project aimed to test whether an e‐mentoring approach to nursing inquiry could enhance EBP beliefs (EBPB), increase EBP Implementation (EBPI), and improve Organizational Culture and Readiness for System‐Wide Implementation of EBP (OCRSIEP). Methods A pre‐experimental pilot intervention project was implemented utilizing a pretest‐posttest design with Advanced Practice Registered Nurses’ (APRNs) in clinical practice. The OCRSIEP, EBPB, and EBPI scales were used to measure organizational readiness for EBP implementation, individual beliefs regarding the value of EBP, and the extent to which nurses integrate scientific evidence into their clinical practice, respectively. The Wilcoxon‐Signed Rank test was used to analyze the difference between pretest and posttest scores of an EBP E‐mentoring program. A post‐hoc analysis was performed to calculate effect sizes. [Correction added on 13 May 2022, after first online publication: The Methods section was revised to add additional details.] Results Eleven APRNs completed the pretest and posttest surveys. When comparing the pre‐and post‐intervention scores, the median EBPB scores increased from 61 (IQR: 56–69) to 70 (IQR: 64–73), median EBPI scores increased from 13 (IQR: 7–33) to 20 (IQR: 13–31), and median OCRSIEP scores increased from 88 (IQR: 73–97) to 99 (IQR: 90–113). Linking Evidence to Action A 12‐week Nurse Inquiry E‐mentoring Program can leverage the small number of EBP mentors in an organization to improve EBPB. A program lasting longer in duration may also significantly improve EBPI and OCRSIEP scores. By utilizing technology and leveraging economies of scale, exponentially more nurses can be mentored to create and enhance an EBP culture.

“…Following the organizational assessment, EBP facilitators and barriers are identified and strategies for overcoming the barriers and leveraging the strengths are instituted. Pivotal to the ARCC© Model is the establishment of a cadre of EBP mentors to work with point‐of‐care clinicians in implementing evidence‐based care (Melnyk et al, 2021).…”

Section: Introductionmentioning

confidence: 99%

Psychometric properties of the evidence‐based practice mentorship scale

Melnyk

Hsieh

2022

Self Cite

Background Evidence‐based practice (EBP) improves the quality of care, decreases healthcare costs, and improves job satisfaction. However, nurses and other clinicians, as well as their institutions, struggle to consistently implement EBP. The Advancing Research and Clinical practice through close Collaboration (ARCC©) Model established that a cadre of EBP mentors is key to improving EBP knowledge, beliefs, competency, and implementation in clinicians. Yet, there has not been a valid and reliable measure of EBP mentorship. Aims The aim of this study was to determine the psychometric properties of the new 8‐item EBP Mentorship Scale. This scale measures the degree to which clinicians perceive that EBP mentorship is available to them. Methods The EBP Mentorship Scale data were obtained from a previous national cross‐sectional descriptive study with 2344 nurses from 19 hospitals and healthcare systems. Descriptive statistics summarized the sample and distributions of the scale items. Cronbach's alpha, exploratory factor analysis (EFA), and confirmatory factor analysis (CFA) were conducted. Results Cronbach's alpha of the scale was 0.99. A one‐factor model was supported by EFA and retained for CFA. Model fit indices for CFA indicated a good fit. Linking evidence to action The new EBP Mentorship Scale is valid and reliable and can be used to assess the level of EBP mentorship support available in hospitals and healthcare systems. EBP mentors are key in sustaining an EBP organizational culture and enhancing clinician EBP knowledge, beliefs, competency, and implementation.