Caine R M
Focus Crit Care. 1990 Dec;17(6):452-6.
Mentoring is an active process that is currently receiving widespread attention in education, in the corporate world, and increasingly in health care. Job satisfaction of the critical care nurse may be related to the fulfillment of personal needs and goals. The attainment of these needs and goals ultimately will lead to increased job productivity, which in turn will promote cost-effectiveness, an outcome cherished by management. Therefore, recognizing the worth of job satisfaction to the institution and the possibility that mentoring may have an effect on it among the professional staff may be a key to the future of improved health care and cost reduction in an increasingly specialized and technologic health care environment. Certainly, the nursing shortage is no longer news to the lay public or those of us engaged in the practice of nursing. In critical care that shortage is acutely apparent. Attrition of qualified critical care nurses is increasing and various solutions to the shortage have been proposed, some being met with more enthusiasm than others. A more basic solution might be to answer the question, "How can we maintain a high quality of patient care while promoting job satisfaction and instilling a sense of self-worth within the critical care nurse?" Critical care nurses need to play a pivotal role in nurturing and developing other critical care nurses as a means to retain those individuals. How can they do that effectively? Mentoring is one answer.
指导是一个活跃的过程，目前在教育、企业界以及越来越多的医疗保健领域受到广泛关注。重症监护护士的工作满意度可能与个人需求和目标的实现有关。这些需求和目标的实现最终将提高工作效率，进而促进成本效益，这是管理层所珍视的结果。因此，认识到工作满意度对机构的价值以及指导可能对专业人员产生影响的可能性，可能是在日益专业化和技术化的医疗保健环境中改善医疗保健和降低成本的关键。当然，护理人员短缺对普通大众或我们这些从事护理工作的人来说已不再是新闻。在重症监护领域，这种短缺尤为明显。合格的重症监护护士的流失率在上升，针对短缺问题提出了各种解决方案，有些方案比其他方案更受青睐。一个更基本的解决方案可能是回答这个问题：“我们如何在提高重症监护护士工作满意度并灌输自我价值感的同时，维持高质量的患者护理？”重症监护护士需要在培养和发展其他重症监护护士方面发挥关键作用，以此作为留住这些人员的一种手段。他们如何才能有效地做到这一点呢？指导就是一个答案。
