Kakyo Tracy Alexis, Xiao Lily Dongxia, Chamberlain Diane
Flinders University, College of Nursing and Health Sciences, Caring Futures Institute, Adelaide, Australia.
Faculty of Health Sciences, Muni University, Arua, Uganda.
Int Nurs Rev. 2025 Mar;72(1):e12977. doi: 10.1111/inr.12977. Epub 2024 Apr 29.
To understand clinicians' motivations to engage in mentoring to support newly graduated nurses and midwives working in hospital settings.
Nursing and midwifery literature has established the benefits of mentoring and challenges that affect the effectiveness of formal mentoring programmes. No studies have explored hospital nurses' and midwives' motivations to mentor in the absence of the obligatory status and associated rewards of institutionalised mentoring.
A qualitative descriptive study with 35 nurses and midwives working in three public hospitals in the western, northern and northwestern parts of Uganda. Data were collected using semistructured interviews. Reflexive thematic analysis was applied to interpret the data. We have adhered to COREQ reporting guidelines.
The study revealed three salient themes that capture nursing and midwifery professionals' mentoring perspectives. Participants expressed confidence in their inherent mentoring capacities and were often motivated by a desire to reciprocate prior mentoring experiences. Their mentoring approaches varied between self-focused and other-focused motivations, with some overlap in perspectives on hierarchical versus relational mentoring. Across the board, there was a strong consensus on the need of mentoring for individual clinicians, healthcare institutions and the broader profession. The study highlights five opportunities that can be harnessed to design future mentoring programmes.
The findings delineate a complex interplay between self-centred and altruistic mentoring motivations, aligning with hierarchical or mutually beneficial mentoring paradigms.
Nurse managers should tailor mentoring programmes to align with these intrinsic motivations, affirm the enduring need for mentoring, and leverage existing institutional resources to create both acceptable and efficient mentoring frameworks.
了解临床医生参与指导以支持在医院环境中工作的新毕业护士和助产士的动机。
护理和助产领域的文献已经证实了指导的益处以及影响正式指导计划有效性的挑战。尚无研究探讨在缺乏制度化指导的强制地位和相关奖励的情况下，医院护士和助产士进行指导的动机。
对乌干达西部、北部和西北部三家公立医院的35名护士和助产士进行定性描述性研究。使用半结构化访谈收集数据。采用反思性主题分析来解释数据。我们遵循了COREQ报告指南。
该研究揭示了三个突出主题，这些主题体现了护理和助产专业人员的指导观点。参与者对自己内在的指导能力充满信心，并且常常受到回报先前指导经历的愿望的激励。他们的指导方式在以自我为中心和以他人为中心的动机之间有所不同，在等级制与关系型指导的观点上有一些重叠。总体而言，对于个体临床医生、医疗机构和更广泛的专业领域对指导的需求，存在强烈的共识。该研究突出了五个可用于设计未来指导计划的机会。
研究结果描绘了以自我为中心和利他主义指导动机之间复杂的相互作用，与等级制或互利型指导模式相一致。
护士管理者应调整指导计划，使其与这些内在动机相一致，肯定对指导的持久需求，并利用现有的机构资源来创建既可行又高效的指导框架。
