Angelini D J
Women & Infants Hospital, Providence, RI, USA.
J Prof Nurs. 1995 Mar-Apr;11(2):89-97. doi: 10.1016/s8755-7223(05)80024-9.
Mentoring in the career development of hospital staff nurses was explored using a qualitative, grounded-theory method in a descriptive study design. Verbatim audiotaped interviews of hospital staff nurses and their nurse managers from four hospitals in the northeast were used. Document analysis of key hospital and nursing organizational policy statements was included. Two models were identified from the study regarding the mentoring of hospital staff nurses, ie, a structural and a process model. Within the structural model, mentoring influentials were noted to be people, events, and environments. Peers and nurse managers proved to be the primary people influential in providing key mentoring strategies. Within the process model, four phases were identified leading to three separate career development outcomes toward which hospital staff nurses strive: the development of career-building relationships, facilitation of career transition points, and positive interaction within the organizational climate.
采用定性的扎根理论方法，在描述性研究设计中探讨了医院注册护士职业发展中的指导问题。对东北部四家医院的医院注册护士及其护士长进行了逐字录音访谈。还包括对医院和护理组织关键政策声明的文件分析。该研究确定了关于医院注册护士指导的两种模式，即结构模式和过程模式。在结构模式中，指导影响力因素包括人、事件和环境。同事和护士长被证明是提供关键指导策略的主要有影响力的人。在过程模式中，确定了四个阶段，这些阶段导致医院注册护士努力实现的三个不同的职业发展结果：建立职业发展关系、促进职业转型点以及在组织氛围内进行积极互动。
