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Experienced Registered Nurses Wanted: Are Organizations Recruiting the Best Mentors for the Job?

This research study examines the perceptions of mentoring among experienced registered nurses based on their level of experience, age, gender, and education level. The study aims to provide insights into the role of mentoring in the nursing profession.

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Experienced Registered Nurses Wanted: Are Organizations Recruiting the Best Mentors for the Job?

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  1. Experienced Registered Nurses Wanted: Are Organizations Recruiting the Best Mentors for the Job? 2009 CASN Research Conference Noelle Rohatinsky, MN, Doctoral Student & Dr. Linda Ferguson, PhD University of Saskatchewan

  2. Purpose • To describe the mentoring perceptions of acute care, clinical registered nurses based on their level of experience as indicated by their years of nursing practice, age, gender, and education level.

  3. Research Design • A descriptive correlational design for an analysis of a subset of the data from the research of Ferguson, Myrick, and Yonge (2006).

  4. Sample – Primary Study • New nurses • Experienced nurses • Working full time hours

  5. Setting – Primary Study • Recruited from urban and rural acute care in Alberta and Saskatchewan • Medical, surgical, pediatric, psychiatric, obstetric units • Inclusion criteria for the analysis of a subset of the data– all participants who were included in the primary study.

  6. Ethical Considerations • Ethics exemption was obtained from the U of S Behavioral Research Ethics Board

  7. Instruments • Survey in form of a Likert scale questionnaire and demographic form. • 49 items experienced nurses, 97 items new nurses • Demographic data-participant’s age, education level, gender, years of practice on current nursing unit and previous units, total length of nursing employment, certification information.

  8. Instruments Cont’d • Expected Costs and Benefits Scale (Ragins & Scandura, 1994) • Willingness to Mentor Scale (Ragins & Cotton, 1993) • Mentor Role Scale (Ragins & McFarlin, 1990) • Mentor Functions Scale (Scandura & Ragins, 1993) • Mentor Satisfaction Scale (Ragins & Cotton, 1999)

  9. Procedure – Thesis Study • 36 nursing units in 2 health regions in provinces of AB and SK. • Nursing units approached, managers placed staff in new or experienced category. • Questionnaires given to staff, voluntary completion, anonymous, reminders given.

  10. Experienced Nurses 424 questionnaires sent 124 returned 29% response rate Newer Nurses 353 questionnaires sent 80 returned 23% response rate Response Rate

  11. Age and Mentoring Perceptions • Negative correlational relationship between age and the “psychosocial” function within the Mentor Functions Scale (r=-.233, p = .044)

  12. Years of Nursing Practice on Current Unit and Mentoring Perceptions • RNs with greater years of practice on the current unit were more likely to perceive increased “costs” to mentoring. [F(9,157)=2.095, p=.033] • RNs with up to 6 months of employment were most satisfied with mentor and nurses with 1 to 2 years of experience were least satisfied. [F(3,67)=2.893, p=.042]. • RNs with 3 to 5 years of experience had a greater willingness to mentor a new nurse as compared with those who had 20 to 25 years and greater than 25 years of experience. [F(7,103)=3.076, p=.006].

  13. Years of Nursing Practice in Total and Mentoring Perceptions • No significant results

  14. Relationship Between Previous Mentoring Experience and Mentoring Perceptions • Nurses with previous mentoring experience were significantly more willing to mentor. • New nurses [t(75)=-3.005, p=.004] • Experienced nurses [t(110)=-3.282, p=.001]

  15. Relationship Between Having Been Mentored and Mentoring Perceptions • Willingness to mentor was expressed by participants that had previously been a protégé in a mentorship. [t(75)=-2.685, p=.009]

  16. RN Education and Mentoring Perceptions • No significant results

  17. Limitations • Limited to questionnaire chosen for primary study • Definition confusion • Low response rate • Lower power than anticipated

  18. Recommendations • All ages encouraged to mentor • Encourage nurses with lesser years of experience to mentor • Start mentoring relationships early in career • Create incentives and rewards for mentoring • Encourage nurses that have not been a protégé or mentor to do so • Engage experienced nurses in other activities • Create a mentoring workshop

  19. Future Research • Replication study • Further experimental and qualitative designs • Development of mentoring perception scales specific to nursing

  20. Questions? Contact Information: Noelle Rohatinsky – noelle.rohatinsky@usask.ca Dr. Linda Ferguson – linda.ferguson@usask.ca

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