Nurse turnover in acute care settings significantly impacts patient care, staff engagement, and organizational performance. This study investigates the role of structured mentorship and professional development programs in addressing this issue. A review of recent research demonstrates that mentorship improves newly graduated nurses' confidence, supports career transitions, and enhances job satisfaction, while professional development fosters workforce sustainability. Findings from four key studies highlight the effectiveness of interventions such as mentorship meetings, career development opportunities, and a focus on work-life balance in improving nurse retention rates. The proposed evidence-based practice change involves implementing a structured mentorship and development program, monitored over three months to assess retention outcomes and job satisfaction. This approach offers actionable solutions to improve workforce stability and enhance organizational performance in healthcare. By fostering a supportive work environment, the study emphasizes the transformative potential of mentorship programs in reducing turnover and promoting career longevity for acute care nurses.
Inhaltsverzeichnis (Table of Contents)
- Abstract
- Introduction
- Literature Review
- Results of Studies/Key Findings
- Outcomes Comparison
Zielsetzung und Themenschwerpunkte (Objectives and Key Themes)
This paper investigates the effectiveness of structured mentorship and professional development programs in improving nurse retention rates in acute care settings. It aims to identify strategies to enhance nurse satisfaction and reduce turnover. The study uses a PICOT framework to guide the research and analysis of existing data.
- The impact of structured mentorship on nurse retention.
- The role of professional development in enhancing job satisfaction and career longevity among nurses.
- The relationship between work-life balance and nurse retention.
- The importance of organizational support in retaining newly graduated and returning nurses.
- The effectiveness of evidence-based interventions to improve workforce stability in healthcare.
Zusammenfassung der Kapitel (Chapter Summaries)
Abstract: This study explores the impact of structured mentorship and professional development programs on nurse retention in acute care. A review of existing research highlights the positive effects of mentorship on nurse confidence, career transitions, and job satisfaction. The proposed intervention involves implementing a structured program and monitoring retention outcomes over three months. The study emphasizes the potential of mentorship to reduce turnover and promote career longevity.
Introduction: This chapter establishes the context of high nurse turnover rates in acute care settings and their negative consequences on patient care, staff engagement, and organizational performance. It introduces the study's aim to investigate the potential of structured mentorship and professional development programs as solutions. A refined PICOT question is presented, focusing on the impact of such programs on nurse retention within three months.
Literature Review: This section reviews four key studies exploring different aspects of nurse retention. Chiao et al. (2021) examined the relationship between Maslow's hierarchy of needs and nurse retention. Gularte-Rinaldo et al. (2023) investigated the effects of mentorship programs on newly graduated nurses. Ho et al. (2021) explored the transition experiences of newly qualified nurses, focusing on organizational support. Yamamoto et al. (2024) examined factors impacting the retention of returning nurses, emphasizing work-life balance and professional growth. These studies employ diverse methodologies (quantitative and qualitative), providing a comprehensive understanding of the factors influencing nurse retention.
Results of Studies/Key Findings: This chapter synthesizes the key findings from the literature review. Chiao et al. (2021) found a correlation between self-actualization needs and retention intentions. Gularte-Rinaldo et al. (2023) demonstrated the positive impact of mentorship on the confidence and retention decisions of newly graduated nurses. Ho et al. (2021) highlighted the importance of organizational support and work-life balance in the early stages of a nurse's career. Yamamoto et al. (2024) showed that career development opportunities and supportive environments motivate returning nurses. These findings collectively underscore the importance of structured mentorship and professional development programs in improving nurse retention.
Outcomes Comparison: This section discusses the anticipated outcomes of implementing a structured mentorship and professional development program. Improved nurse retention rates within three months are expected, based on the hypothesis that these interventions will enhance job satisfaction and career longevity. The findings from the reviewed studies strongly support this expectation, although each study examines different facets of nurse retention using various methodologies. The alignment between these findings and the study's PICOT question further reinforces the potential effectiveness of the proposed intervention.
Schlüsselwörter (Keywords)
Nurse Retention, Acute Care, Mentorship Programs, Professional Development, Workforce Sustainability, Job Satisfaction, Newly Graduated Nurses, Returning Nurses, Work-Life Balance, Organizational Support.
Frequently asked questions
What is the main topic of this academic text?
The text focuses on nurse retention in acute care settings and investigates the effectiveness of structured mentorship and professional development programs in improving retention rates, enhancing nurse satisfaction, and reducing turnover.
What are the key objectives and themes explored in the text?
The objectives and key themes include: the impact of structured mentorship on nurse retention; the role of professional development in enhancing job satisfaction and career longevity; the relationship between work-life balance and nurse retention; the importance of organizational support in retaining newly graduated and returning nurses; and the effectiveness of evidence-based interventions to improve workforce stability.
What studies are reviewed in the literature review section?
The literature review section examines four studies: one by Chiao et al. (2021) on Maslow's hierarchy of needs and nurse retention; one by Gularte-Rinaldo et al. (2023) on mentorship programs for newly graduated nurses; one by Ho et al. (2021) on the transition experiences of newly qualified nurses; and one by Yamamoto et al. (2024) on factors impacting the retention of returning nurses.
What are the key findings from the reviewed studies?
The key findings include: a correlation between self-actualization needs and retention intentions (Chiao et al.); the positive impact of mentorship on the confidence and retention decisions of newly graduated nurses (Gularte-Rinaldo et al.); the importance of organizational support and work-life balance (Ho et al.); and that career development opportunities and supportive environments motivate returning nurses (Yamamoto et al.).
What outcomes are expected from implementing a structured mentorship and professional development program?
The expected outcomes include improved nurse retention rates within three months, based on the hypothesis that these interventions will enhance job satisfaction and career longevity. The findings from the reviewed studies support this expectation.
What keywords are associated with this academic text?
The keywords are: Nurse Retention, Acute Care, Mentorship Programs, Professional Development, Workforce Sustainability, Job Satisfaction, Newly Graduated Nurses, Returning Nurses, Work-Life Balance, Organizational Support.
What is the PICOT framework being used for?
The PICOT framework guides the research and analysis of existing data regarding nurse retention. The study aims to impact nurse retention within three months using structured mentorship and professional development.
What does the abstract summarize?
The abstract summarizes the study's exploration of the impact of structured mentorship and professional development programs on nurse retention in acute care. It highlights the positive effects of mentorship on nurse confidence, career transitions, and job satisfaction and proposes implementing a structured program and monitoring retention outcomes.
What does the Introduction cover?
The introduction establishes the context of high nurse turnover rates in acute care settings and their negative consequences and introduces the study's aim to investigate the potential of structured mentorship and professional development programs as solutions.
What is the purpose of the Outcomes Comparison section?
The Outcomes Comparison section discusses the anticipated outcomes of implementing a structured mentorship and professional development program and compares them with findings from the literature review to reinforce the potential effectiveness of the proposed intervention.
- Arbeit zitieren
- Miss Taylor (Autor:in), 2024, Enhancing Nurse Retention in Acute Care: The Role of Structured Mentorship and Professional Development, München, GRIN Verlag, https://www.hausarbeiten.de/document/1555543
