The impact of mentor–mentee rapport on nurses’ professional turnover intention: Perspectives of social capital theory and social cognitive career theory

Abstract

Aims and objectives This study examines the impacts of mentor–mentee rapport on willingness to mentor/be mentored, self‐efficacy, outcome expectations, career interest and subsequently on nurses’ professional turnover intention. Background Workplace relationships, whether positive or negative, influence nurse turnover within an organisation. Yet little is known about the effects of mentoring on nurses’ intentions to leave the nursing profession. Design A cross‐sectional, survey‐based research design was used to collect data from a large medical centre in Northern Taiwan. Methods Study concepts were measured using scales from social capital theory (SCT), social cognitive career theory (SCCT) and the nursing literature. Partial least square structural equation modelling was used to test all study hypotheses. The STROBE statement was chosen as the EQUATOR checklist. Results For mentors, rapport was positively related to willingness to mentor, which was positively related to outcome expectations, and further, positively related to career interest and negatively related to professional turnover intention. For mentees, rapport was positively related to willingness to be mentored, which was positively related to self‐efficacy, outcome expectations and ultimately to career interest. Career interest was negatively related to professional turnover intentions. Conclusions Rapport between mentors and mentees may be an important means to retain nurses in the profession. Relevance to clinical practice Managers should consider taking steps to enhance rapport between mentors and mentees. In doing so, managers improve nurse retention, a critical component of providing high‐quality patient care.

Peer mentoring experience on becoming a good doctor: student perspectives

“…Internationally, peer-led mentoring program has become a widespread phenomenon across all fields of expertise and scale of organization including the healthcare field [4,5]. Amongst the Fortunes 500 companies, more than 70% of them are implementing peer mentoring programs [6].…”

A Conceptual Model of Nurses’ Workplace Social Capital: A Theory Synthesis

“…We have demonstrated the possible interactive relationships among these variables; we emphasize the term "possible" because most of the outcomes were identi ed from cross-sectional studies which have limitations in discerning the symmetry (direction) of a statement [25,32,38,40,44]. Future prospective studies can either support or refute our proposed model.…”

“…Nurses who perceive higher workplace social capital are more likely to share their knowledge with others [37] and develop higher organizational and professional commitments [38,39]. Meanwhile, they have the willingness to improve their professional capabilities [38], mentor/be mentored at work [40] and adopt evidence-based practices [7]. Finally, workplace social capital is described by nurses as a major strategy for prevention of occupational injuries and accidents [3].…”

Peer mentoring experience on becoming a good doctor: Student perspectives.

“…Internationally, peer-led mentoring program has become a widespread phenomenon across all elds of expertise and scale of organization including the healthcare eld. (4,5) Amongst the Fortunes 500 companies, more than 70% of them are implementing peer mentoring programs. (6) Smaller institutions such as startups, on the other hand are working to provide environments where mentoring will thrive organically.…”