Abstract: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-o… Show more
“…Preceptor and mentor matching involved nurse managers considering personality traits of graduate nurses and preceptors to decide on a bvest fit for pairing. Challenges in obtaining information about graduate nurses before their arrival to units were addressed with some nurse managers using intake interviews, surveys and organised social activities to facilitate the matching process (Baumann et al, 2019; Devey Burry et al, 2020):At the time of intake, you always have somebody [preceptor] in mind. Because at the interview you pick up on their [graduate nurses'] personality traits.…”
Section: Resultsmentioning
confidence: 99%
“…There was broad consensus that nurse managers influenced selection of preceptors or mentors and pairing graduate nurses with a consistent and experienced colleague was necessary to supervise and support their development. However, variation in effectiveness of preceptorship or mentoring was influenced by the availability of preceptors, time spent with preceptors (Huang et al, 2016; Lee et al, 2012; Leong & Crossman, 2015), preceptor preparation (Quek et al, 2019) and matching of preceptor with preceptee (Devey Burry et al, 2020). Frequency of interaction with mentors also affected graduate nurse job satisfaction (Weng et al, 2010).…”
Section: Resultsmentioning
confidence: 99%
“…Challenges in obtaining information about graduate nurses before their arrival to units were addressed with some nurse managers using intake interviews, surveys and organised social activities to facilitate the matching process (Baumann et al, 2019;Devey Burry et al, 2020):…”
Section: The Nurse Manager Role In Providing a Supportive Environment...mentioning
AimTo systematically review relevant literature to identify how Nurse Managers support graduate nurse work readiness.BackgroundGraduate nurses face many difficulties when transitioning from student to qualified nurse. Nurse managers establish workplace culture through leadership styles, yet little is known about how they can best support graduate nurses to transition to professional practice in the acute hospital environment.DesignA five‐step, systematic integrative review reported in accordance with the PRISMA 2020 Checklist.MethodsThe steps of the review method included (1) problem identification, (2) literature search, (3) data evaluation and quality appraisal, (4) data extraction and analysis and (5) presentation. Analysis used the Framework method and was guided by theory of graduate nurse work readiness and the Theoretical Domains Framework.Data SourcesMEDLINE COMPLETE, Cumulative Index to Nursing and Allied Health (CINAHL) Complete, ERIC and PSYCINFO searched in December 2020.ResultsStudies eligible for inclusion (N = 40) represented research from 15 countries; most (67.5%, n = 27) used a qualitative design, 22.5% (n = 9) were quantitative and 10% (n = 4) used mixed methods. Three themes related to the social constructs and local area work environments influenced by nurse managers emerged: supporting people, supportive environment and supporting learning.ConclusionThe review identified a lack of robust evidence about the effectiveness of specific nurse manager‐led strategies to support development of graduate work readiness. However, the findings provide a framework to guide nurse managers in supporting graduate nurses and provide a foundation for further research about nurse manager roles in developing graduate work readiness.Implications for the profession or Patient CarePrevious research has described poor transition of graduate nurses as responsible for increased workplace errors, decreased job satisfaction and high rates of attrition. Exploring the role of nurse managers in graduate nurse transition is essential to ensure quality patient care and a sustainable workforce.ImpactWhat Problem Did the Study Address? Graduate nurses face many difficulties when transitioning from student to qualified nurse. Nurse managers establish workplace culture through leadership styles, yet little is known about how they can best support graduate nurses to transition to professional practice in the acute hospital environment. What Were the Main Findings? High rates of attrition are attributed to poor support during the initial transition phase of graduate nurses. Nurse managers can impact transition by providing a supportive environment, support learning and by providing a team of supportive people. Where and on whom will the research have an impact? The research will have an impact on graduate nurses and nurse managers.Patient or Public ContributionNo patient or public contribution (integrative review exploring existing literature).This integrative review was registered with PROSPERO (CRD42021213142).
“…Preceptor and mentor matching involved nurse managers considering personality traits of graduate nurses and preceptors to decide on a bvest fit for pairing. Challenges in obtaining information about graduate nurses before their arrival to units were addressed with some nurse managers using intake interviews, surveys and organised social activities to facilitate the matching process (Baumann et al, 2019; Devey Burry et al, 2020):At the time of intake, you always have somebody [preceptor] in mind. Because at the interview you pick up on their [graduate nurses'] personality traits.…”
Section: Resultsmentioning
confidence: 99%
“…There was broad consensus that nurse managers influenced selection of preceptors or mentors and pairing graduate nurses with a consistent and experienced colleague was necessary to supervise and support their development. However, variation in effectiveness of preceptorship or mentoring was influenced by the availability of preceptors, time spent with preceptors (Huang et al, 2016; Lee et al, 2012; Leong & Crossman, 2015), preceptor preparation (Quek et al, 2019) and matching of preceptor with preceptee (Devey Burry et al, 2020). Frequency of interaction with mentors also affected graduate nurse job satisfaction (Weng et al, 2010).…”
Section: Resultsmentioning
confidence: 99%
“…Challenges in obtaining information about graduate nurses before their arrival to units were addressed with some nurse managers using intake interviews, surveys and organised social activities to facilitate the matching process (Baumann et al, 2019;Devey Burry et al, 2020):…”
Section: The Nurse Manager Role In Providing a Supportive Environment...mentioning
AimTo systematically review relevant literature to identify how Nurse Managers support graduate nurse work readiness.BackgroundGraduate nurses face many difficulties when transitioning from student to qualified nurse. Nurse managers establish workplace culture through leadership styles, yet little is known about how they can best support graduate nurses to transition to professional practice in the acute hospital environment.DesignA five‐step, systematic integrative review reported in accordance with the PRISMA 2020 Checklist.MethodsThe steps of the review method included (1) problem identification, (2) literature search, (3) data evaluation and quality appraisal, (4) data extraction and analysis and (5) presentation. Analysis used the Framework method and was guided by theory of graduate nurse work readiness and the Theoretical Domains Framework.Data SourcesMEDLINE COMPLETE, Cumulative Index to Nursing and Allied Health (CINAHL) Complete, ERIC and PSYCINFO searched in December 2020.ResultsStudies eligible for inclusion (N = 40) represented research from 15 countries; most (67.5%, n = 27) used a qualitative design, 22.5% (n = 9) were quantitative and 10% (n = 4) used mixed methods. Three themes related to the social constructs and local area work environments influenced by nurse managers emerged: supporting people, supportive environment and supporting learning.ConclusionThe review identified a lack of robust evidence about the effectiveness of specific nurse manager‐led strategies to support development of graduate work readiness. However, the findings provide a framework to guide nurse managers in supporting graduate nurses and provide a foundation for further research about nurse manager roles in developing graduate work readiness.Implications for the profession or Patient CarePrevious research has described poor transition of graduate nurses as responsible for increased workplace errors, decreased job satisfaction and high rates of attrition. Exploring the role of nurse managers in graduate nurse transition is essential to ensure quality patient care and a sustainable workforce.ImpactWhat Problem Did the Study Address? Graduate nurses face many difficulties when transitioning from student to qualified nurse. Nurse managers establish workplace culture through leadership styles, yet little is known about how they can best support graduate nurses to transition to professional practice in the acute hospital environment. What Were the Main Findings? High rates of attrition are attributed to poor support during the initial transition phase of graduate nurses. Nurse managers can impact transition by providing a supportive environment, support learning and by providing a team of supportive people. Where and on whom will the research have an impact? The research will have an impact on graduate nurses and nurse managers.Patient or Public ContributionNo patient or public contribution (integrative review exploring existing literature).This integrative review was registered with PROSPERO (CRD42021213142).
“…Meanwhile, administrators in ii-A hospitals should strengthen management, provide more training and learning opportunities for nurses working with stroke patients on methods to deal with and recognize dysphagia, such as appropriate swallowing posture and maneuvers, and diet modifications [ 35 , 36 ]. In clinical practice, experienced nurses can be paired with new nurses to decrease knowledge and competency gaps between them, and enhance their skills appropriate to their role in the pathway, so as to achieve overall improvement in the quality of the management of PSD patients [ 28 , 37 ].…”
Background
Whether knowledge, attitude and practice of nurses on nursing post-stroke dysphagia patients varies between different ranking hospitals is still unknown. This study aimed to compare the knowledge, attitude and practice level of nurses on nursing post-stroke dysphagia patients between iii-A and ii-A hospitals in China.
Design
A cross-sectional study design was used.
Methods
Data were collected from eighteen hospitals in Wuhan, Hubei in May–July 2020, and a total of 824 nurses were recruited by convenient sampling. After propensity score matching, 205 participants in iii-A hospitals were matched with 205 participants in ii-A hospitals.
Results
There were no statistically differences in the socio-demographic characteristics between two groups after propensity score matching. Before matching, the regression coefficients between hospital ranking and knowledge, attitude, practice were -0.415, -0.718 and -1.855, respectively. After matching, the coefficients changed to -0.394, -0.824 and -1.278. Nurses from iii-A hospitals had higher knowledge and attitude scores than nurses from ii-A hospitals, but no significant practice scores difference was observed between various rankings of hospitals.
Conclusions
The KAP of nurses on nursing post-stroke dysphagia patients were different in iii-A and ii-A hospitals. Administrators should strengthen management, provide more learning resources and trainings to meet nurses’ needs about methods to deal with and recognize dysphagia, so as to further improve the quality of post-stroke dysphagia management.
“…Various terms are used to describe the first year in which nurses are employed. In the United States and Australia it is commonly known as a graduate year, preceptorship year in the United Kingdom ( Whitehead et al, 2013 ), and in Canada this initial practice year is linked to preceptorship, mentorship and formalised orientation programmes Devey Burry, Stacey, Backman, Donia, & Lalonde, 2020 ;Lalonde & McGillis Hall, 2017 ). Despite their design, the purpose of all graduate programs is to provide transition support and build both confidence and competence of the newly qualified nurse ( Gardiner & Sheen, 2016 ;Ortiz, 2016 ).…”
Background: 'Horizontal violence' refers to hostile, aggressive, or harmful behaviour between peers. Nurse educators and managers who support newly qualified nurses should be aware of horizontal violence in the workplace when directed towards this professional group. The prevalence of horizontal violence in newly qualified nurses has not been subject to a systematic review. Aim: The aim of this systematic review was to estimate prevalence of horizontal violence in newly qualified nurses in their first year of practice. Methods: A systematic search was undertaken with the following databases on October 2018: AMED, CINAHL, CENTRAL, EMBASE, MEDLINE, ERIC and PsychINFO. An updated search was undertaken on August 12, 2020. Observational and experimental studies were included. Two researchers independently completed title, abstract and full-text screening. Nine studies were finally included in the review. Risk of bias was determined using the Joanna Briggs Institute critical appraisal tool. Findings.: Included studies were cross-sectional in design and horizontal violence was determined using nine different self-report measures. Reported rates of horizontal violence ranged from 7% to 73%. All included studies were rated as having a moderate risk of bias. Discussion: The broad range of prevalence estimates is likely explained by the use of different measures in included studies and the sources of bias. It is unclear if horizontal violence is common in nurses in their first year of practice. Further research that addresses the sources of bias we have identified is justified. Conclusion: There is considerable variation in prevalence estimates of horizontal violence in nurses in their first year of practice
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