Liff Roy, Rovio-Johansson Airi
Department of Business Administration, University of Gothenburg, Goteborg, Sweden.
Department of Pedagogical, Curricular and Professional Studies, Faculty of Social Science, University of Gothenburg, Goteborg, Sweden.
J Health Organ Manag. 2025 Jan 27;39(9):54-70. doi: 10.1108/JHOM-12-2023-0370.
The purpose of this study is to investigate how mentors can convince young, certified, inexperienced employees to remain in a healthcare organisation, and how mentors address "stay or quit" when mentees' lived experiences reveal feelings of insufficiency as crisis in their daily work. We explore how turnover is affected by the mentors' and mentees' discussions within the manager's domain.
DESIGN/METHODOLOGY/APPROACH: Within the framework of crisis management, the study employs qualitative content analysis of 21 interview responses from mentors, mentees and managers. The analysis includes mentees' answers, which are analysed in terms of "weak signals" based on lived experiences and mentors' and managers' answers in terms of different capabilities to increase mentees' wish to remain in the organisation.
The results show that the deep relationship between the mentee and the mentor is crucial. It is possible for the mentor to detect weak signals from the mentee's thoughts, doubts and lived experiences. The study extends the understanding of a more subtle mechanism the mentor uses in the close relation to the mentee, alongside the manager. The findings confirm those of previous research concerning improved job satisfaction and self-improvement in the profession.
The findings explain why mentors, as necessary organisational resources, can contribute more successfully than managers to keeping young employees.
ORIGINALITY/VALUE: The study links the crucial relational mentorship to increased willingness to remain in an organisation among young mentees without career support.
本研究旨在调查导师如何说服年轻、已获认证但缺乏经验的员工留在医疗保健机构，以及当学员的生活经历揭示出他们在日常工作中因感到不足而产生危机感时，导师如何处理“留下还是离开”的问题。我们探讨了导师与学员在管理者范围内的讨论如何影响员工流动率。
设计/方法/途径：在危机管理框架内，本研究对来自导师、学员和管理者的21份访谈回复进行了定性内容分析。分析包括学员的回答，这些回答根据生活经历从“微弱信号”角度进行分析，以及导师和管理者的回答，这些回答从不同能力角度进行分析，以增强学员留在组织中的意愿。
结果表明，学员与导师之间的深厚关系至关重要。导师有可能从学员的想法、疑虑和生活经历中察觉到微弱信号。该研究扩展了对导师在与学员密切关系中所使用的一种更为微妙机制的理解，这种关系与管理者并存。研究结果证实了先前有关提高工作满意度和职业自我提升的研究结果。
研究结果解释了为什么作为必要组织资源的导师，在留住年轻员工方面比管理者能更成功地发挥作用。
原创性/价值：该研究将关键的关系型指导与缺乏职业支持的年轻学员中更高的留在组织的意愿联系起来。
