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首页> 外文期刊>Journal of professional nursing: official journal of the American Association of Colleges of Nursing >Professionalization and retention outcomes of a university-service mentoring program partnership
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Professionalization and retention outcomes of a university-service mentoring program partnership

机译：大学服务指导计划伙伴关系的专业化和保留成果

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With the use of a university-service partnership to introduce mentoring and shared governance, the aim of this study was to evaluate the effect of these interventions on nurse perceptions of the supportive culture of the workplace environment, professional skill development, decisional involvement, and retention and vacancy rates. A nonequivalent pretest-posttest, noncontrol group design was used with mentors of newly hired mentees to evaluate their workplace perspectives following mentor classes, ongoing mentor support, and a formal mentor-management workforce governance board. A convenience sample of 89 RNs from two acute care facilities attended mentoring and professionalization classes and worked with 109 mentees over 1-3 years. Mentors reported improved teamwork and the ability to deal with conflict but wanted more administrative oversight of the quality and scope of practice of support staff and additional interdepartmental collaboration. One hospital's vacancy rate decreased by 80%, and the other facility's retention rate improved by 21%. The data suggest that a mentor program with comprehensive education and mentor-management alliances through formal workforce environment governance enhances professionalization of frontline nurses and helps sustain a positive, constructive workplace environment. Mentoring classes on communication and cultural sensitivity skills and other leadership concepts, followed by mentor support and mentor-administrative forums, have positive implications for sustained improvement of a supportive culture as perceived by hospital-based RNs and new nurse graduates.
机译：通过使用大学-服务合作伙伴关系来引入指导和共享治理，本研究的目的是评估这些干预措施对护士对工作场所环境的支持文化，专业技能发展，决定性参与和保留的看法的影响。和空缺率。在新入职的受训者的指导者中使用了非等效的前测后测非控制组设计，以评估其在指导者班级，持续的指导者支持以及正式的指导者-管理人员管理委员会之后的工作场所观点。来自两个急症护理机构的89名RN的便利样本参加了指导和专业培训班，并在1-3年中与109名受训者一起工作。导师报告说，团队合作得到改善，并且具有处理冲突的能力，但他们希望对支持人员的工作质量和范围以及更多的部门间协作进行更多的行政监督。一家医院的空缺率降低了80％，另一家医院的保留率提高了21％。数据表明，通过正式的劳动力环境治理与全面的教育和导师-管理联盟结盟的导师计划可以提高一线护士的专业化水平，并有助于维持积极，建设性的工作环境。指导医生的培训课程包括沟通和文化敏感性技能及其他领导概念，然后由导师支持和导师-管理论坛，对持续改善支持文化具有积极意义，如医院RN和新护士毕业生所认为的那样。

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