Mentoring and Self-Efficacy

Jnah, Amy J.; Robinson, Cheryl Broadus

doi:10.1097/anc.0000000000000227

Cited by 34 publications

(40 citation statements)

References 23 publications

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“…Self-concept, indicating beliefs about nurse's personal ability to achieve specific goals, is negatively associated with turnover intention (Cowin & Hengstberger-Sims, 2006;De Simone et al, 2018). Nurses with high self-concept could maintain professional resiliency and hold a strong sense of optimism in their ability to overcome, adapt and persevere in professional arena (Jnah & Robinson, 2015). Furthermore, interventions like mentorship programs to promote self-concept and nursing competence have shown effects on improving nursing skills and reducing turnover rates (Chen & Lou, 2014).…”

Section: Discussionmentioning

confidence: 99%

Cluster analysis of self‐concept and job satisfaction in Chinese nurses with master’s degree to identify their turnover intention: A cross‐sectional study

Guo

Tiyu

et al. 2021

Journal of Clinical Nursing

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Aims and objectives: This study aimed to implement cluster analysis of self-concept and job satisfaction to identify subgroups in nurses with master's degree and explore the associations of turnover intention with characteristics among these clusters. Design:A cross-sectional study adhering to the Strengthening the Reporting of Observational Studies in Epidemiology (STROBE).Methods: A convenience sample of 408 nurses with master's degree in China filled out the survey from 19 November 2019 to 30 December 2019. A sociodemographic questionnaire, the Nurses' Self-Concept Questionnaire (NSCQ), Job Satisfaction Scale (JSS) and Turnover Intention Questionnaire (TIQ) were adopted to collect the data. K-means cluster analysis was implemented on the R software, and data were analysed using SPSS 24.0.Results: Three subgroups were identified based on cluster analysis of NSCQ and JSS subscales in 405 nurses (99.3%) available for statistical analysis, among whom 30.9%, 17% and 48.1% were allocated to these clusters respectively. Turnover intention significantly differed among the three clusters, with cluster 2 having the highest turnover intention and cluster 1 having the lowest turnover intention. Working department, position, professional title, clinical nurse specialist and annual income were factors differentiating TIQ scores in each cluster. Conclusions:This study identified three clusters of nurses with master's degree and showed that each cluster was associated with the level of turnover intention. The unique characteristics of the three clusters may be also helpful in identifying and providing specific managerial or social support to reduce turnover rates in nurses with master's degree.Relevance to clinical practice: Cluster analysis is s an unsupervised machine learning method to identify meaningful subgroups within heterogeneous population based on variables distributions and patterns underlying in the data set. Through clustering, nurses with multi-dimensional characteristics could be allocated into subgroups associated with turnover intention. As a result, nursing managers could provide approaches for each subgroup to reduce turnover intention.

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Section: Discussionmentioning

confidence: 99%

Cluster analysis of self‐concept and job satisfaction in Chinese nurses with master’s degree to identify their turnover intention: A cross‐sectional study

Guo

Tiyu

et al. 2021

Journal of Clinical Nursing

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“…Self-efficacy’s mediating effect on coworker support and resilience also has implication on mentoring programs. Research has shown that mentoring programs that provide emotional and psychological support, foster relationship, and perform role modeling (Berk, Berg, Mortimer, Walton-Moss, & Yeo, 2005; Chow & Suen, 2001) can directly increase nurses’ self-efficacy (Jnah & Robinson, 2015). Therefore, building successful mentorship programs could result in improvement on self-efficacy, in turn, which may promote resilience in early career nurses.…”

Section: Discussionmentioning

confidence: 99%

Influence of Social Support and Self-Efficacy on Resilience of Early Career Registered Nurses

Wang

Hong²,

Bowers

et al. 2017

West J Nurs Res

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The aim of this study was to examine the relationships among social support, self-efficacy, and resilience in early career registered nurses. A cross-sectional study was conducted with a convenience sample of 747 early career registered nurses. Data collection was performed between August and November 2015. Data were analyzed using structural equation modeling. Among the three factors of social support, only the impact of coworker support on nurse resilience is fully mediated by self-efficacy; friend support had a significant positive direct effect on self-efficacy and an indirect effect on nurse resilience. This would suggest the importance of administrators/managers understanding how to promote coworker support, increase self-efficacy, foster a positive work climate, and develop effective mentorship programs to improve early career registered nurses resilience and mitigate factors leading to turnover.

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“…24,25 Mentoring has also been recognized as a strategy to help experienced staff increase competency in advanced practice roles such as clinical nurse specialist or nurse practitioner. 26,35 Staff transitioning into these roles may feel isolated, especially in facilities where they have limited access to other practitioners in a similar role or specialty area. In these situations, a mentoring program could facilitate the development of a mentor network that connects new staff with regional or national practitioners who have expertise in their clinical area.…”

Section: Opportunities For Mentoringmentioning

confidence: 99%

Alternative Approaches to Mentoring

Dirks

2021

Critical Care Nurse

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Topic Various approaches facilitate mentoring for critical care nurses. Clinical Relevance Mentoring is an important strategy to help recruit, retain, and develop nurses with critical care expertise. Mentoring benefits nurses at all career stages, from novice to expert. Effective mentoring programs benefit not only mentors and mentees but also organizations and patients by ensuring adequate numbers of nurses with critical care knowledge and skills. Purpose Mentoring programs require careful planning to ensure that the objectives of the program align with the needs of the target audience, and that adequate resources are available to support the mentor-mentee relationship. This article identifies opportunities for mentoring in critical care nursing and provides recommendations from the literature for developing an effective program. Content Covered Various objectives for mentoring programs are described, including supporting retention, providing clinical development, and planning succession. Program logistics are explored, such as selecting mentors, matching mentors with mentees, setting goals and expectations, and evaluating the program. In addition, the article identifies strategies for overcoming common barriers to mentoring, which include a lack of time and poor access to qualified mentors.

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Mentoring and Self-Efficacy

Abstract: Further investigation of the impacts of mentoring relationships upon job satisfaction, recruitment and retention, the teaching-coaching role, and scholarship activities of actively practicing NNPs is indicated.

Cited by 34 publications

References 23 publications

Cluster analysis of self‐concept and job satisfaction in Chinese nurses with master’s degree to identify their turnover intention: A cross‐sectional study

Cluster analysis of self‐concept and job satisfaction in Chinese nurses with master’s degree to identify their turnover intention: A cross‐sectional study

Influence of Social Support and Self-Efficacy on Resilience of Early Career Registered Nurses

Alternative Approaches to Mentoring

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