Nurse preceptors' orientation competence and associated factors—A cross‐sectional study

Abstract

Aims:To identify distinct orientation competence profiles amongst nurse preceptors and explain the associated factors. Design:A cross-sectional study design. Methods:The data were collected during the winter of 2020-2021 from registered nurses (N = 8279, n = 844) at one university hospital in Finland through an online questionnaire that included a self-administered electronic version of the Preceptors' Orientation Competence Instrument. K-means clustering was then used to identify nurse preceptor profiles. Chi-square, Fisher's exact test, Kruskal-Wallis and Mann-Whitney tests were used to analyse factors associated with competence profiles. The results were reported as frequencies, percentages, mean and standard deviation.

Nurse leaders' perceptions of competence‐based management of culturally and linguistically diverse nurses: A descriptive qualitative study

“…A number of previous studies have suggested that systematic educational interventions which enabled experienced nurses to teach, coach and mentor newer nurses facilitate the transfer of competence from experts to novices (e.g. Pohjamies et al, 2022. ) In this study, nurse leaders highlighted the importance of initiative.…”

Registered nurses' cultural orientation competence for culturally and linguistically diverse nurses in the hospital setting: A cross‐sectional study

“…Providing orientation for CALD nurses requires cultural orientation competence from nurse preceptors since culturally competent preceptors can enhance CALD nurses' integration into local healthcare settings (Pung & Goh, 2017). Cultural orientation competence refers nurse preceptor's ability to improve newly hired nurses' professional learning and development in a process that includes different educational steps based on the preceptees' individual needs (Peltokoski et al, 2015; Pohjamies, Haapa, et al, 2022) in a CALD environment.…”

“…The terms ‘mentor’ and ‘preceptor’ are often used interchangeably to describe experienced nurses who provide guidance and support to nursing students or newly hired nurses in a clinical setting (Chen & Lou, 2014; Pohjamies, Haapa, et al, 2022: Riden et al, 2014). However, preceptors primarily provide new employees with a short‐term orientation about workplace rules, responsibilities and clinical situations (Ke et al, 2017; Nielsen et al, 2017; Pohjamies, Haapa, et al, 2022), while mentors assist newly hired nurses to assimilate into the work environment and professional role through a deeper and longer relationship (Chen & Lou, 2014). Based on the aforementioned description, a nurse preceptor should demonstrate a high level of competence (Bartlett et al, 2020; Pohjamies, Haapa, et al, 2022).…”

“…However, preceptors primarily provide new employees with a short‐term orientation about workplace rules, responsibilities and clinical situations (Ke et al, 2017; Nielsen et al, 2017; Pohjamies, Haapa, et al, 2022), while mentors assist newly hired nurses to assimilate into the work environment and professional role through a deeper and longer relationship (Chen & Lou, 2014). Based on the aforementioned description, a nurse preceptor should demonstrate a high level of competence (Bartlett et al, 2020; Pohjamies, Haapa, et al, 2022). Nurse preceptors' orientation competence is formed by preceptors' motivation and knowledge of work unit orientation practices (Pohjamies, Haapa, et al, 2022).…”

“…Based on the aforementioned description, a nurse preceptor should demonstrate a high level of competence (Bartlett et al, 2020; Pohjamies, Haapa, et al, 2022). Nurse preceptors' orientation competence is formed by preceptors' motivation and knowledge of work unit orientation practices (Pohjamies, Haapa, et al, 2022). Still, it also requires creating a supportive learning atmosphere, giving developmental feedback and guiding reflective discussion with preceptees (Pohjamies, Haapa, et al, 2022).…”