Can a one-on-one mentorship program reduce the turnover rate of new graduate nurses in China? A longitudinal study

Zhang, Yuping; Huang, Xin; Shuang-yan, XU; Xu, Chen; Feng, Xiuqin; Jin, Jingfen

doi:10.1016/j.nepr.2019.08.010

Cited by 35 publications

(91 citation statements)

References 27 publications

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“…Four studies used a quasi‐experimental design (Latham et al., 2011; Schroyer et al., 2020; Witter & Manley, 2013; Zhang et al., 2019). They described mentoring programs that went for 2–12 months with a mentor–mentee ratio of one to one.…”

Section: Resultsmentioning

confidence: 99%

“…Pairing of the mentor and mentee was according to mentee choice (Latham et al., 2011) or chosen by a third party such as a head of department or program coordinator (Schroyer et al., 2020). Most commonly, the mentor was a nurse with more than 5 years of clinical experience who worked at the same hospital as the mentee (Latham et al., 2011; Ronsten et al., 2005; Schroyer et al., 2020; Witter & Manley, 2013; Zhang et al., 2019). Studies reported formal training, lasting 4–8 h, to improve mentors’ competence (Latham et al., 2011; Witter & Manley, 2013; Zhang et al., 2019).…”

Section: Resultsmentioning

confidence: 99%

“…The quantitative studies showed that there was a significant difference in retention rates (Schroyer et al, 2020;Zhang et al, 2019) and intention to stay in nursing (Witter & Manley, 2013) between mentored and nonmentored nurses, further supporting that mentoring program had benefits for the organizations. In the pre-test post-test study by Latham et al (2011), retention rates improved over the 3 years that a mentoring program was offered; although in another study, the difference between groups was not significant (Mariani, 2012), most likely due to the unmatched sampling for the mentored and nonmentored groups.…”

Section: The Benefits For the Hospitalmentioning

confidence: 88%

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Benefits and challenges for hospital nurses engaged in formal mentoring programs: A systematic integrated review

Kakyo

Xiao

Chamberlain

2021

International Nursing Review

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Aims: To explore the overall benefits and challenges for the mentee, the mentor, and the hospital (stakeholders) in hospital-sponsored mentoring programs. Background: Formal mentoring programs are widely used to assist nurses to adapt to clinical practice, facilitate their career development, and improve workforce retention. However, the overall benefits and challenges for stakeholders involved in formal mentoring programs remain largely unknown due to a lack of systematic reviews to synthesize relevant studies in this important area. Design: A systematic integrated review. Data sources: A systematic search of six databases including CINAHL, Web of Science, MEDLINE, Scopus, Science Direct, and ProQuest was undertaken. Review methods: Studies that met the inclusion criteria were assessed for methodological quality using the Joanna Briggs Institute critical appraisal tools. Findings from qualitative, quantitative, and mixed-methods studies were extracted and synthesized thematically using a convergent synthesis method. Results: Twenty-two original studies were included in the review. Findings are presented under five themes: the benefits for mentees, the benefits for mentors, the benefits for the hospital, challenges perceived by mentees and mentors, and mismatched mentormentee pairs. Conclusion: Mentoring programs that build on reciprocal relationships among mentees and mentors generate substantial benefits for all if mentees are able to navigate the challenges of the complex and dynamic nature of the clinical practice environment. Organizational support is important in overcoming these challenges.

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Section: Resultsmentioning

confidence: 99%

Section: Resultsmentioning

confidence: 99%

Section: The Benefits For the Hospitalmentioning

confidence: 88%

See 1 more Smart Citation

Benefits and challenges for hospital nurses engaged in formal mentoring programs: A systematic integrated review

Kakyo

Xiao

Chamberlain

2021

International Nursing Review

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“…Transition to practice is a challenging experience for most new nursing graduates with 26%–57% leaving their first position within the first two years (Zhang et al., 2019). Mentorship is a common intervention implemented to assist new graduates to integrate and adapt to their new work environment (Rush, Janke, Duchscher, Phillips, & Kaur, 2019).…”

Section: Introductionmentioning

confidence: 99%

Exploring pairing of new graduate nurses with mentors: An interpretive descriptive study

Burry

Stacey

Backman

et al. 2020

Journal of Clinical Nursing

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Aims and Objectives: To explore mentorship pairing practices for new graduate nurses in a tertiary care hospital.Background: Many organisations have implemented mentorship transition programmes to decrease new nursing graduate turnover in the first two years of practice. Little is known about mentorship pairing processes.Design: An interpretive descriptive qualitative study was conducted in a multicampus academic health science centre in Ontario, Canada. The COREQ reporting guideline was used.Methods: Thirty-one semistructured interviews were conducted from July 2018-July 2019 in a multicampus academic health science centre with new nursing graduates, experienced nurses and nurse leaders who participated in the New Graduate Guarantee programme or were involved in the mentor-mentee pairing process in 2016 or 2017. Data collected were analysed using thematic analysis within the groups and triangulated across groups.Results: Neither the new graduates nor the mentors were aware of the pairing processes. Nursing leaders relied on their knowledge of the participants to pair new graduates and mentors with many stating participants' personalities were considered. New graduates and mentors described making an initial connection and socialisation as important themes related to facilitating the pairing process. Organisational influences on pairing included taking breaks together, the location of the final student placement, and the management of workload and scheduling.Conclusions: Increased awareness and transparency regarding nursing mentorship pairing processes is required. Pairing processes suggested by participants warrant further investigation to determine efficacy.Relevance: Findings reinforce the need to discuss and research nursing specific mentorship pairing processes.

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“…Again, across this group of studies the most commonly reported service outcome was retention, however, the evidence was variable, with retention primarily only reported across the period of the transition intervention. In China, Zhang et al (2019) reported on a one-year transition programme and noted significant lower rates of turnover in the intervention group compared to the control, however, rates in the second and third year of practice were no different. Some of the studies were across multiple sites.…”

Section: Service Outcomesmentioning

confidence: 99%

Interventions to support graduate nurse transition to practice and associated outcomes: A systematic review

Kenny

Dickson‐Swift

McKenna

et al. 2021

Nurse Education Today

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Can a one-on-one mentorship program reduce the turnover rate of new graduate nurses in China? A longitudinal study

Cited by 35 publications

References 27 publications

Benefits and challenges for hospital nurses engaged in formal mentoring programs: A systematic integrated review

Benefits and challenges for hospital nurses engaged in formal mentoring programs: A systematic integrated review

Exploring pairing of new graduate nurses with mentors: An interpretive descriptive study

Interventions to support graduate nurse transition to practice and associated outcomes: A systematic review

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