Mentorship Programme Criteria and Performance Outcomes of Nurses’ Perceptions

Rudin, Noriedayu Mohd Nor; Ludin, Salizar Mohamed

doi:10.7454/msk.v22i1.8799

Cited by 2 publications

(5 citation statements)

References 10 publications

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“…The positive impact of the onboarding program [ 34 , 37 , 42 , 57 , 62 , 63 , 67 , 77 ] and mentorship [ 51 , 73 , 80 , 90 ] is in line with earlier published systematic reviews [ 91 , 92 ]. Kakyo et al [ 93 ] explored the benefits of the informal mentoring program for nurses and confirmed that built on the reciprocal relationship between mentee and mentor; there is a substantial benefit of the mentoring program.…”

Section: Discussionsupporting

confidence: 80%

“…Six of the included studies focused on their onboarding program for new graduates [ 37 , 40 , 42 , 63 , 67 , 73 ]. Blegen et al [ 37 ] studied the effect of a structured transition-to-practice (TTP) program for new graduates containing multiple online modules.…”

Section: Resultsmentioning

confidence: 99%

“…Furthermore, Rudin et al [ 73 ] studied the effect of the mentorship programme in Malaysia. The results showed a positive impact of the mentorship program on remaining in the nursing profession (r = 312, p = 0.001), though it is unclear how this mentorship program was set up in detail [ 73 ].…”

Section: Resultsmentioning

confidence: 99%

“…Most of the above articles have affirmed the positive impact of onboarding programs on retention rates [ 37 , 42 , 51 , 57 , 62 , 67 , 73 , 77 , 80 , 83 ].…”

Section: Resultsmentioning

confidence: 99%

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Retaining Healthcare Workers: A Systematic Review of Strategies for Sustaining Power in the Workplace

et al. 2023

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The shortage of healthcare workers is a growing concern. The COVID-19 pandemic and retirement wave have accelerated turnover rates. This systematic review aimed to identify and analyse the existing interventions for job retention of healthcare workers, in terms of nurses and physicians, in a hospital setting. A comprehensive search was conducted within three electronic databases, guided by the preferred reporting items for systematic review and meta-analyses (PRISMA) and synthesis without meta-analysis (SWiM) guidelines, this resulted in 55 records that met the inclusion criteria. The intervention outcomes are categorized into substantial themes: onboarding, transition program to a different unit, stress coping, social support, extra staffing, coping with the demands of patient care, work relationships, development opportunities and department resources, job environment, work organization, recruitment approach, and technological innovations. Considering the literature, onboarding programs and mentoring for nurses and physicians are recommended. Additionally, other interventions described in this review could positively affect the retention of nurses and physicians. When selecting an intervention for implementation, managers and human resources should consider the intervention that matches the determinant of intention to leave of their healthcare workers and the hospital’s mission, vision, and values. Sharing the success stories of implemented interventions may benefit healthcare organizations.

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Section: Discussionsupporting

confidence: 80%

Section: Resultsmentioning

confidence: 99%

Section: Resultsmentioning

confidence: 99%

“…Most of the above articles have affirmed the positive impact of onboarding programs on retention rates [ 37 , 42 , 51 , 57 , 62 , 67 , 73 , 77 , 80 , 83 ].…”

Section: Resultsmentioning

confidence: 99%

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Retaining Healthcare Workers: A Systematic Review of Strategies for Sustaining Power in the Workplace

et al. 2023

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“…Mentorship programmes must be a deliberate feature of leadership transition in such environments, as they have proven to have significant benefits to organisations, including increased retention rates, better acquisition of nursing professional identity and increased job satisfaction (Rudin & Ludin, 2018). While mentorship programmes have been found extremely useful in transitioning nurses into practice environments, it has also been identified as a key element in transitioning persons into positions of leadership from an organisational perspective (Reeves, 2010).…”

Section: Mentorshipmentioning

confidence: 99%

Nurses’ preparation for transitioning into positions of leadership—A Caribbean perspective

Ocho

Wheeler²,

Sheppard

et al. 2020

J Nurs Manag

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Aim To explore perspectives of nurse managers about their preparation for transitioning into positions of leadership. Background There have been serious concerns about the level of preparation as well as availability of support systems for transitioning of nurses into positions of authority. Methods This was a quantitative study conducted in four Caribbean countries targeting nurses promoted to leadership positions within the last 5 years. Data were collected using a 30‐item questionnaire. Ethical approvals were received from the University of the West Indies and the participating countries. Results Most participants were female, had 15 or more years’ experience and an associate degree/diploma in nursing. They felt prepared through training and acting opportunities although many were not preceptored/mentored into the position. Preparation by training was positively correlated to acting opportunities, preceptorship programme and having a preceptor. Conclusion Transitioning into positions of leadership requires readiness from a personal as well as an organisational perspective. There must be investment in the development opportunities to support nurses’ transition into leadership positions. Implications for Nursing Management Organisational continuity and effectiveness will be dependent on a balance between investing in experienced nursing personnel while encouraging personal development of less‐experienced nurses. Peer mentorship must be utilized to facilitate nurse transition.

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Mentorship Programme Criteria and Performance Outcomes of Nurses’ Perceptions

Cited by 2 publications

References 10 publications

Retaining Healthcare Workers: A Systematic Review of Strategies for Sustaining Power in the Workplace

Retaining Healthcare Workers: A Systematic Review of Strategies for Sustaining Power in the Workplace

Nurses’ preparation for transitioning into positions of leadership—A Caribbean perspective

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