Beecroft Pauline C, Santner Susan, Lacy Mary Lee, Kunzman Lucy, Dorey Frederick
Nurse Researcher, Department Patient Care Services, Childrens Hospital Los Angeles, Los Angeles, California, USA.
J Adv Nurs. 2006 Sep;55(6):736-47. doi: 10.1111/j.1365-2648.2006.03964.x.
This paper reports data from an evaluation study to determine whether new graduate nurses: (1) were satisfactorily matched with mentors; (2) received guidance and support; (3) attained socialization into the nursing profession; (4) benefited from having a role model for acquisition of professional behaviours; (5) maintained contact with mentors; and (6) were satisfied with the mentorship.
The literature indicates that mentorship facilitates transition of new graduate nurses into the workplace and social culture of the organization. In addition, mentoring increases staff retention by decreasing stress and promoting positive self-esteem and confidence.
Data were generated from participant responses to survey items about mentoring from 1999 to 2005. Item responses were summarized with descriptive statistics, and then logistic regression was performed to see whether demographic variables predicted successful programme outcomes. In addition, content analysis was performed on respondents' comments on survey items.
For participants who met with their mentors on a regular basis (54%), the mentor provided guidance and support for more than 90% and facilitated stress reduction for the majority. On the other hand, comments raised several concerns that apparently contributed to lack of connection between mentor and mentee. These included possible lack of commitment and time, and scheduling constraints of mentor and mentee. Inadequacy of both mentor and mentee in their roles was also apparent, especially in relation to socialization/career advice. Diversity of new graduates, including educational level, age and choice of nursing unit, were shown to add or decrease stress and influence the mentoring relationship.
A successful relationship between mentor and resident-mentee requires adequate time for the connection to grow through face-to-face meetings on a regular basis. Obstacles to meeting regularly and adequate role training of both mentors and mentees must be addressed in mentorship programmes for new graduate nurses.
本文报告了一项评估研究的数据，以确定新毕业护士是否：(1) 与导师的匹配度令人满意；(2) 得到了指导和支持；(3) 融入了护理行业；(4) 受益于有榜样来学习专业行为；(5) 与导师保持联系；以及(6) 对导师指导感到满意。
文献表明，导师指导有助于新毕业护士融入工作场所和组织的社会文化。此外，导师指导通过减轻压力、提升积极的自尊和信心来提高员工留任率。
数据来自1999年至2005年参与者对有关导师指导的调查项目的回答。项目回答用描述性统计进行总结，然后进行逻辑回归，以查看人口统计学变量是否能预测项目的成功结果。此外，对受访者对调查项目的评论进行了内容分析。
对于定期与导师见面的参与者（54%），导师提供了超过90%的指导和支持，并帮助大多数人减轻了压力。另一方面，评论提出了几个明显导致导师与学员之间缺乏联系的问题。这些问题包括可能缺乏投入和时间，以及导师和学员的日程安排限制。导师和学员在各自角色上的不足也很明显，尤其是在社会化/职业建议方面。新毕业护士的多样性，包括教育水平、年龄和护理科室选择，被证明会增加或减少压力，并影响导师指导关系。
导师与实习学员之间的成功关系需要有足够的时间通过定期面对面会议来建立联系。在新毕业护士的导师指导项目中，必须解决定期见面的障碍以及导师和学员的充分角色培训问题。
