Dynamics and processes influencing role integration of advanced practice nurses and nurse navigators in oncology teams

Hecke, Ann Van; Vlerick, Isabel; Akhayad, Soumaya; Daem, Michiel; Decoene, Elsie; Kinnaer, Lise-Marie

doi:10.1016/j.ejon.2022.102257

Cited by 5 publications

(17 citation statements)

References 36 publications

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“…However, solely initiating training for APNs and NNs will not guarantee the successful implementation of these nursing profiles within healthcare systems (Jones, 2005;Wisur-Hokkanen et al, 2015). Furthermore, there is a need to offer training for both the team and healthcare managers in order to have sufficient knowledge about the nursing profiles and thus effectively facilitate and optimize the integration of these nursing profiles (Unsworth et al, 2022;Van Hecke et al, 2023).…”

Section: Impli C Ati On S For Pr Ac Ti Ce and Future Re S E Archmentioning

confidence: 99%

“…Prior research demonstrates that they experience an overall lack of guidance and mentoring while striving to integrate into the interprofessional team. At the start of their process of role integration, they are searching for partners or mentors who can guide them regarding their roles, responsibilities and tasks, as well as how to perform them (Torrens et al., 2020; Unsworth et al., 2022; Van Hecke et al., 2023). Given these challenges, providing adequate mentoring to empower these expert nurses in onboarding, elaborating and integrating their role can be a strategy.…”

Section: Introductionmentioning

confidence: 99%

“…Despite the substantial growth of expert nursing profiles, research demonstrates that these professionals struggle with how to make the transition in role and practice after graduation (Jokiniemi et al., 2015; Van Hecke et al., 2023). The transition to specialist practice is a period characterized by intensive learning and personal change, during which necessary role development can become a complex phenomenon (Rosser et al., 2004).…”

Section: Introductionmentioning

confidence: 99%

“…Various barriers have been reported at individual, organizational and healthcare system levels. These barriers may include lack of orientation and clear job expectations, difficulties in finding a place within existing interprofessional teams or organizations, role ambiguity, transition shock and lack of mentoring and coaching (Ares, 2018; De Villiers et al., 2019; McQuilkin et al., 2020; Van Hecke et al., 2023). Expert nurses experience a lonely journey marked by role isolation, anxiety and challenges in adapting to their new role (De Villiers et al., 2019; Jokiniemi et al., 2015; Van Hecke et al., 2023; Wisur‐Hokkanen et al., 2015).…”

Section: Introductionmentioning

confidence: 99%

“…When members of the interprofessional team lack previous experience in working with APNs, they are less likely to include them in the team. In contrast, when they are aware of the role of the expert nurse or if they already worked with them, these barriers appear to diminish (Kubiak et al., 2023; Van Hecke et al., 2023).…”

Section: Introductionmentioning

confidence: 99%

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Characteristics and effectiveness of mentoring programmes for specialized and advanced practice nurses: A systematic review

Vlerick,

Kinnaer,

Delbaere

et al. 2023

Journal of Advanced Nursing

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Aims(1) To identify, evaluate and summarize evidence about the objectives and characteristics of mentoring programmes for specialized nurses (SNs) or nurse navigators (NNs) and advanced practice nurses (APNs) and (2) to identify the effectiveness of these programmes.DesignA systematic review based on PRISMA guidelines.Data SourcesFrom November 2022 until 7 December 2022, four databases were searched: PubMed, EMBASE, CINAHL and The Cochrane Library.Review MethodsStudy selection was performed independently by two researchers. Disagreements were discussed until consensus was reached. Data extraction was undertaken for included studies. Data synthesis was conducted using narrative analysis. Quality appraisal was performed using the Critical Appraisal Skill Programme (CASP) and Mixed Methods Appraisal Tool (MMAT).ResultsTwelve articles were included, all of which focused on mentoring programmes for APNs. Different forms of mentorship (e.g. (in)formal mentorship, work shadowing, workshops) were reported. Studies reported positive outcomes on job retention (n = 5), job satisfaction (n = 6), skills improvement (n = 7), satisfaction with the programme (n = 7) and confidence improvement (n = 4) among participants of mentoring programmes.ConclusionThere is a lack of uniformity and consistency in various elements of mentoring programmes. Further research is needed to develop mentoring programmes for both APNs and SNs/NNs in a systematic and theoretically underpinned manner. It is necessary to establish a thorough evaluation methodology, preferably using a mixed methods design that includes both a qualitative process evaluation and a comprehensive outcome evaluation using validated questionnaires, taking into account the NN/APN, the interprofessional team and organizational level.ImpactThe synthesis of evidence may be useful to organizations developing and implementing mentoring programmes for both SN/NN and APN. The development of a mentoring programme for nursing experts should be considered a complex intervention that requires theoretical frameworks and contextual considerations.No Patient or Public ContributionNot applicable, as no patients or public were involved.

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