Department of Health Sciences, University West, Trollhättan, Sweden.
The Queen Silvia Children's Hospital, Gothenburg, Sweden.
J Clin Nurs. 2024 Aug;33(9):3700-3710. doi: 10.1111/jocn.17219. Epub 2024 May 26.
The aim of the present study was to describe nurse managers' perceptions of the provision of mentoring for newly graduated registered nurses (NGRNs) and its contribution to the work environment in a hospital setting.
Nurse managers are responsible for the work environment and for supporting the staff's professional development, which includes giving NGRNs organizational support during their introduction to the workplace. Mentorship is one common way to provide support, but there is a lack of knowledge about how nurse managers view this support.
DESIGN/METHOD: This was a qualitative descriptive study, using a semi-structured interview guide. Fifteen individual interviews with nurse managers were performed in hospital settings. The interview transcripts were analysed using qualitative content analysis. The COREQ guidelines and checklist were used.
The results describe the nurse managers' perceptions of the provision of mentoring in three themes: Ensuring and sustaining mentoring for new nurses' needs is a struggle in the harsh reality of healthcare, Identifying mentors who are willing and possess the necessary competence for the assignment and Promoting a secure and attractive workplace by mentoring new nurses.
Our study confirms that nurse managers are important in the provision of mentoring for NGRNs' learning and professional development. Mentoring has a positive spillover effect on the entire unit as a sustainable approach to securing and improving the work environment. Our study also identifies challenges for nurse managers to structure mentoring provision.
IMPLICATIONS FOR THE PROFESSION AND/OR PATIENT CARE: This study highlights the importance of investment in mentoring for the NGRNs' professional development and for patient care. Support is needed from the top level of the organization, but how mentoring should be structured and facilitated needs to be investigated further.
本研究旨在描述护士长对为新毕业注册护士（NGRN）提供指导以及其对医院环境工作的贡献的看法。
护士长负责工作环境，并支持员工的专业发展，其中包括在新护士进入工作场所时为其提供组织支持。指导是提供支持的一种常见方式，但缺乏关于护士长如何看待这种支持的知识。
设计/方法：这是一项定性描述性研究，使用半结构化访谈指南。在医院环境中对 15 名护士长进行了个人访谈。访谈记录采用定性内容分析法进行分析。使用了 COREQ 指南和检查表。
结果描述了护士长对提供指导的看法，包括三个主题：确保和维持新护士需求的指导是医疗保健严酷现实中的一项挑战、确定愿意并有必要能力承担任务的导师、通过指导新护士来促进安全和有吸引力的工作场所。
我们的研究证实，护士长在为 NGRN 的学习和专业发展提供指导方面非常重要。指导对整个单位具有积极的溢出效应，是确保和改善工作环境的可持续方法。我们的研究还确定了护士长在指导提供方面面临的挑战。
专业意义和/或患者护理影响：本研究强调了为 NGRN 的专业发展和患者护理投资指导的重要性。需要得到组织高层的支持，但如何构建和促进指导需要进一步研究。
