Hitchings K S
J Contin Educ Nurs. 1989 Nov-Dec;20(6):255-60. doi: 10.3928/0022-0124-19891101-06.
When considering factors that affect nurse recruitment and retention, an appropriate response to the nursing shortage may be to either implement a preceptor model or refine an existing preceptor program. This article describes the evolution of a comprehensive preceptor model including the following: strategies to gain staff, administrative, and educational support and involvement; a preceptorship policy and procedure; a formal program to prepare preceptors; the need for identified orientation, learning expectations, and documentation of the same; evaluation methods of a preceptor model; and rewards for the preceptor. The viability and strength of this preceptor program may be attributed to the inclusion of all levels of nursing staff in its development and implementation.
在考虑影响护士招聘和留用的因素时，应对护理短缺的一个适当办法可能是实施带教模式或完善现有的带教计划。本文描述了一个综合带教模式的演变，包括以下内容：获得 staff、行政和教育支持与参与的策略；带教政策和程序；培养带教老师的正式计划；明确入职培训、学习期望及其记录的必要性；带教模式的评估方法；以及对带教老师的奖励。这个带教计划的可行性和优势可能归因于在其制定和实施过程中纳入了各级护理人员。 （注：原文中“staff”在这里结合语境理解，可能是指“全体员工”等意思，但单独这个词在医学语境里结合前文不太好准确翻译，保留英文供参考）
