Gagliardi Anna R, Webster Fiona, Perrier Laure, Bell Mary, Straus Sharon
Implement Sci. 2014 Sep 25;9:122. doi: 10.1186/s13012-014-0122-z.
Knowledge translation (KT) supports use of evidence in healthcare decision making but is not widely practiced. Mentoring is a promising means of developing KT capacity. The purpose of this scoping systematic review was to identify essential components of mentoring that could be adapted for KT mentorship.
Key social sciences and management databases were searched from January 2002 to December 2011 inclusive. Empirical research in non-healthcare settings that examined mentorship design and impact for improving job-specific knowledge and skill were eligible. Members of the study team independently selected eligible studies, and extracted and summarized data.
Of 2,101 search results, 293 were retrieved and 13 studies were eligible for review. All but one reported improvements in knowledge, skill, or behavior. Mentoring program components included combining preliminary workshop-based training with individual mentoring provided either in person or remotely; training of mentors; and periodic mentoring for at least an hour over a minimum period of six months. Barriers included the need for infrastructure for recruitment, matching, and training; lack of clarity in mentoring goals; and limited satisfaction with mentors and their availability. Findings were analyzed against a conceptual framework of factors that influence mentoring design and impact to identify issues warranting further research.
This study identified key mentoring components that could be adapted for KT mentorship. Overall, few studies were identified. Thus further research should explore whether and how mentoring should be tailored to baseline knowledge or skill and individual KT needs; evaluate newly developed or existing KT mentorship programs based on the factors identified here; and examine whether and how KT mentorship develops KT capacity. The conceptual framework could be used to develop or evaluate KT mentoring programs.
知识转化（KT）有助于在医疗决策中运用证据，但尚未得到广泛实践。指导是培养知识转化能力的一种有前景的方法。本范围综述的目的是确定可适用于知识转化指导的指导基本要素。
检索了2002年1月至2011年12月期间主要的社会科学和管理数据库。纳入在非医疗环境中研究指导设计及其对提高特定工作知识和技能影响的实证研究。研究团队成员独立选择符合条件的研究，并提取和汇总数据。
在2101条检索结果中，检索到293条，13项研究符合综述条件。除一项研究外，所有研究均报告了知识、技能或行为方面的改善。指导计划的组成部分包括将基于研讨会的初步培训与亲自或远程提供的个人指导相结合；对指导者进行培训；以及在至少六个月的最短时间内定期进行至少一小时的指导。障碍包括招募、匹配和培训所需的基础设施；指导目标不明确；以及对指导者及其可用性的满意度有限。根据影响指导设计和效果的因素概念框架对研究结果进行分析，以确定需要进一步研究的问题。
本研究确定了可适用于知识转化指导的关键指导要素。总体而言，确定的研究较少。因此，进一步的研究应探讨是否以及如何根据基线知识或技能以及个人知识转化需求来调整指导；根据此处确定的因素评估新开发的或现有的知识转化指导计划；并研究知识转化指导是否以及如何培养知识转化能力。该概念框架可用于制定或评估知识转化指导计划。
