Wang Qi, Liu Lamei, Zeng Qin, Su Shaoyu, Gao Shujing
Department of Pediatric Respiratory and Immunology Nursing, West China Second University Hospital, Sichuan University, Chengdu, China.
Key Laboratory of Birth Defects and Related Diseases of Women and Children (Sichuan University), Ministry of Education, Chengdu, China.
J Nurs Manag. 2025 Sep 12;2025:4509979. doi: 10.1155/jonm/4509979. eCollection 2025.
The global nursing shortage necessitates rapid integration of new nurses into practice. However, the transition from student to professional remains challenging, with high first-year turnover rates. While preceptorship is vital for facilitating this transition, comprehensive competency frameworks for nurse preceptors are lacking. This study aims to review and define key competencies of registered nurse preceptors, focusing on essential skills and developmental strategies to build a competency framework. A scoping review following established guidelines was conducted. Systematic searches were performed in PubMed, Embase, Web of Science, and Cochrane Library from January 2012 to September 2022. The inclusion of studies was based on a set of defined eligibility criteria, and the results were synthesized into categories regarding the competencies of preceptors and methods for assessing them. A total of 48 studies were included in the final analysis. The competencies required for new nurse preceptors were categorized into four primary areas: (1) role model attributes, (2) teaching abilities, (3) motivational capacities, and (4) personal attribute competency. The review highlighted gaps in preceptor training, with many preceptors lacking formal education or institutional support. Additionally, the review found that the selection of preceptors and new nurses should be a mutual process, and preceptor competencies are closely linked to the effectiveness of induction training. Healthcare institutions should prioritize the development of tailored preceptor training programs to ensure high-quality preceptorship for new nurses. Future research should focus on creating standardized frameworks for preceptors' competencies and evaluating the impact of specific training interventions to improve the effectiveness of preceptorship programs. By investing in preceptor education and fostering supportive environments, healthcare organizations can enhance nurse retention and contribute to the sustainability of the nursing workforce.
全球护理人才短缺使得新护士迅速融入实际工作成为必要。然而，从学生转变为专业人员仍然具有挑战性，第一年的离职率很高。虽然导师指导对于促进这一转变至关重要，但缺乏针对护士导师的全面能力框架。本研究旨在回顾和界定注册护士导师的关键能力，重点关注构建能力框架的基本技能和发展策略。按照既定指南进行了一项范围综述。于2012年1月至2022年9月在PubMed、Embase、科学网和考科蓝图书馆进行了系统检索。纳入研究基于一组明确的纳入标准，结果综合为关于导师能力及其评估方法的类别。最终分析共纳入48项研究。新护士导师所需的能力分为四个主要领域：（1）榜样属性，（2）教学能力，（3）激励能力，以及（4）个人属性能力。该综述突出了导师培训方面的差距，许多导师缺乏正规教育或机构支持。此外，该综述发现，导师和新护士的选拔应该是一个相互的过程，导师能力与入职培训的有效性密切相关。医疗机构应优先制定量身定制的导师培训计划，以确保为新护士提供高质量的导师指导。未来的研究应侧重于为导师能力创建标准化框架，并评估特定培训干预措施的影响，以提高导师指导计划的有效性。通过投资于导师教育并营造支持性环境，医疗保健组织可以提高护士留用率，并促进护理劳动力的可持续性。
