Edith Cowan University, Alkimos, WA, Australia.
Australian Catholic University, Melbourne, VIC, Australia.
Womens Health (Lond). 2022 Jan-Dec;18:17455057221110141. doi: 10.1177/17455057221110141.
The aim of this review was to synthesize best available evidence on mentoring programmes for midwives who have worked within the clinical setting for more than 1 year.
Lack of job satisfaction, stress, burnout and limited managerial support contributes to midwifery workforce attrition and the ongoing global shortage of midwives. Mentoring may be one way to improve staff retention, leading to positive clinical and organizational outcomes.
A five-step integrative review approach, based on a series of articles published by the Joanna Briggs Institute for conducting systematic reviews, was used to develop a search strategy, selection criteria, method for quality appraisal and the extraction and synthesis of data.
Relevant articles were sought from the following databases: Cumulative Index to Nursing and Allied Health Literature, MEDLINE, PubMed, MIDIRS and Scopus. The search and screening process was guided by the Preferred Reporting Items for Systematic Reviews and Meta Analysis 2009 checklist. Narrative analysis was used to develop four main categories derived from the results from the included studies.
Eight studies were included in this review from which four themes were developed that are relevant to mentoring in midwifery; the impact on midwives' direct environment, their immediate relationships with peers and management, and the overarching influence of the organization directly impact the accessibility and support midwives receive in mentoring programmes.
To enhance staff retention in the workforce, midwives require support from the wider organization in which they work.
Understanding midwives' perspectives of mentoring programmes will directly influence the development of midwifery-specific mentoring programmes, which may lead to improved staff retention in the midwifery workforce.
本综述的目的是综合现有最佳证据，了解针对在临床环境中工作超过 1 年的助产士的导师计划。
工作满意度低、压力大、倦怠和有限的管理支持导致助产士人员流失以及全球助产士持续短缺。指导可能是提高员工保留率的一种方法，从而带来积极的临床和组织成果。
基于 Joanna Briggs 研究所发表的一系列关于系统评价的文章，采用五步综合评价方法制定了搜索策略、选择标准、质量评估方法以及数据提取和综合方法。
从以下数据库中搜索相关文章：护理与联合健康文献累积索引、MEDLINE、PubMed、MIDIRS 和 Scopus。搜索和筛选过程遵循系统评价和荟萃分析 2009 年报告的首选项目清单。采用叙述性分析从纳入研究的结果中得出了四个主要类别。
本综述纳入了 8 项研究，从中得出了与助产士指导相关的四个主题；对助产士直接环境的影响、他们与同事和管理层的直接关系以及组织的整体影响直接影响了助产士在指导计划中获得的可及性和支持。
为了提高劳动力中的员工保留率，助产士需要他们所在工作的更广泛组织的支持。
了解助产士对导师计划的看法将直接影响助产士特定导师计划的制定，这可能会导致助产士劳动力中员工保留率的提高。
