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PROBLEM. Hospitals are facing nurse retention challenges in the new millennium. Nurses are abandoning the bedside because of job dissatisfaction. Mentorship programs should be developed to enhance nursing satisfaction and thus improve retention and ultimately patient outcomes.
FINDINGS. Mentorship training in hospitals and the support of formal mentorship programs for new nurses are ways in which hospitals can meet this challenge.
CONCLUSIONS. This paper offers an overview of recent research on the value mentoring has for participants and healthcare organizations. The components of successful mentorship programs are discussed, and guidelines for implementation are recommended.
Search terms: Mentorship, nursing retention, nursing shortage, preceptorship
Introduction
The shortage of nurses is projected to increase over the next 20 years (U.S. Department of Health and Human Services, 2002). Based on anticipated population reports, the national nursing deficit is expected to be 29% or one million nurses by 2020 (U.S. Department of Health and Human Services, 2002). The industry is in marked need of trained, qualified bedside nurses. Between 1992 and 2000, there was a 28% increase in the number of registered nurses (RNs) who chose nonnursing jobs because of dissatisfaction with the nursing role (Spratley et al., 2002). Mentorship initiatives, especially in hospital settings, are being introduced and fostered to attract nurses to healthcare systems with the primary goals of nursing retention and support.
Historically, the concept of mentorship originates from Greek mythology, particularly Homer's Odyssey. During the Middle Ages, mentorship was practiced via apprenticeships. Nursing mentorship is defined as a relationship between two nurses "formed on the basis of mutual respect and compatible personalities with the common goal of guiding the nurse towards personal and professional growth" (Hale, 2004, p. 11). Mentorship incorporates support, guidance, socialization, well-being, empowerment, education, and career progression (Carroll, 2004; Greene & Puetzer, 2002; Wojick, Vitello, Freedman, Everett, & Hagenmueller, 2005). Stated simply, mentoring creates a supportive environment in which nurses want to come to work.
Nursing theorist Patricia Benner proposed the "novice to expert" theory, which asserts that professional growth occurs in distinct stages and relies on constructive, nurturing relationships akin to mentoring (Benner, 1984). Distinguished nursing organizations also embrace the value of mentorship. Sigma Theta Tau and the Oncology Nursing Society utilize unique mentoring programs that advocate for an environment supportive...