The Royal Pharmaceutical Society of Great Britain, London, UK.
College of Pharmacy, Touro University, CA, USA.
Res Social Adm Pharm. 2022 Apr;18(4):2659-2669. doi: 10.1016/j.sapharm.2021.05.014. Epub 2021 May 28.
There is no accepted or consistent model for delivering mentoring programmes, manifesting in some debate surrounding the ideal conducive system. Mentorship structures and culture within pharmacy can be advanced by researching experiences of mentors and mentees.
To explore lived experiences of participants in a nationwide mentoring programme in relation to motivations and barriers associated with engaging with mentoring, and what system changes and organisational culture shift could further support mentoring for pharmacy professionals.
This study adopted a constructivist research paradigm, with a qualitative design to focus on how participants interpreted the world and their experiences. Verbatim transcripts of recordings were examined using deductive and inductive thematic analysis.
Participants in twenty one-to-one interviews appreciated the programme's allowance for organic relationships to occur, its contribution towards advancing the profession forward, its flexibility, and available resources. They discussed training needs and a more formal onboarding process into the programme that facilitated greater awareness of resources, as well as the need to evaluate and tweak it. System changes were highlighted so that mentoring can be part of the organisational culture, such as incorporating mentoring in job descriptions to increase capacity, senior members of the profession acting as role models, and linking mentoring to existing education and development structures.
Data demonstrated the need for formal structure but that which allowed for informal and organic relationships to develop. It is paramount for sponsoring organisations to provide resources and continuously monitor the program. The rich information gathered on administrative support and structure of a mentoring programme, along with its organisational facets, should help organisations when implementing similar initiatives. An organisation sponsoring or administering a mentoring programme must take actions that help codify its mentoring culture and its advocacy of mentoring as key to advancement for its profession's members.
目前尚无被广泛接受或一致认可的导师制模式，这导致了人们对于理想的促进体系存在一定争议。通过研究导师和学员的经验，可以推进药剂学领域的导师制结构和文化。
探索全国性导师计划参与者的亲身经历，了解与参与导师制相关的动机和障碍，以及哪些系统变革和组织文化转变可以进一步支持药剂师的导师制。
本研究采用建构主义研究范式，采用定性设计，重点关注参与者如何解释世界和他们的经验。使用演绎和归纳主题分析方法检查录音的逐字记录。
21 名一对一访谈的参与者赞赏该计划允许有机关系的发展，它对推动专业向前发展的贡献，其灵活性和可用资源。他们讨论了培训需求和更正式的入职程序，这有助于提高对资源的认识，并需要对其进行评估和调整。强调了系统变革，以便将导师制纳入组织文化，例如将导师制纳入工作描述以增加能力，让专业的资深成员担任榜样，并将导师制与现有的教育和发展结构联系起来。
数据表明需要正式的结构，但也需要允许非正式和有机关系的发展。赞助组织提供资源并持续监测计划至关重要。关于导师计划的行政支持和结构以及其组织方面的丰富信息，应有助于组织在实施类似计划时提供参考。赞助或管理导师计划的组织必须采取行动，帮助规范其导师文化，并倡导导师制是其成员职业发展的关键。
