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Original Article

Effects of the Mentoring Program as a Strategy for Retention of Clinical Nurses

Byoung Sook Lee1, Jeong Sook Park1, Jeong Hee Lee2, Sun Nam Hong3
Journal of Korean Academy of Nursing Administration 2010;16(1):48-58.
Published online: March 31, 2010

1Professor, Keimyung University College of Nursing, Korea.

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Correspondence: Lee, Jeong Hee. Seogok Elementary School, 134-13, Seo-Dong, Gmjeong-gu, Pusan 609-403, Korea. Tel: 82-51-524-8102, Fax: 82-51-529-1131, C.P.: 82-10-3937-3631, l22jh22@hanmail.net
• Received: February 12, 2010   • Revised: March 15, 2010   • Accepted: March 20, 2010

Copyright © 2010 Korean Academy of Nursing Administration

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  • Purpose
    The purpose of this study was to identify the effect of a mentoring program as a strategy for the retention of clinical nurses.
  • Method
    Research subjects were 20 mentors, 20 mentees and 22 clinical nurses for a control group of mentees. A mentoring program was developed by an expert committee and applied to the experimental group for six months. Data were collected at three and six months after the application of the program from September, 2008 to March, 2009. Data were analyzed using χ2-test, t-test, Repeated Measures ANOVA, One-way ANOVA in SPSS/Win 15.0 Program.
  • Results
    Job satisfaction, organizational commitment, empowerment, and carrier commitment in the mentees of the experimental group were significantly higher than the nurses of the control group. Intention of resignation in mentees of the experimental group were significantly lower than the nurses of the control group. Also, there were significant interaction between the groups and the times of measurements in all variables.
  • Conclusion
    The mentoring program showed positive impact on the variables for maintenance of clinical nurses. Recommendation: Based on these findings, retention strategies using mentoring programs were recommended to reduce clinical nurses' resignation and improve the competency of clinical nurses that leads to the productivity of nursing organizations.
  • Key Words: Mentorship; Job satisfaction; Empowerment; Retention

This work was supported by Korea Research Foundation Grant(KRF-2008-314-E00269).

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Figure 1
Schedule of the mentorting program for participants
jkana-16-48-g001.jpg
Figure 2
Effect of mentoring program for mentees & mentors on job satisfaction, organizational commitment, empowerment, career commitment, and turnover intention
jkana-16-48-g002.jpg
Table 1
Research design
jkana-16-48-i001.jpg

X: Mentoring program

Y: Job satisfaction, Organizational Commitment, Empowerment, Career Commitment, and turnover intention

Table 2
Baseline characteristics of the subjects & homogeneity between experimental and control group (N=42)
jkana-16-48-i002.jpg
Table 3
Effect of mentoring program on job satisfaction, organizational commitment, empowerment, career commitment, and turnover intention in mentees
jkana-16-48-i003.jpg

Exp : Experimental group, Cont : Control group

Table 4
Effect of mentoring program on job satisfaction, organizational commitment, empowerment, career commitment, and turnover intention in mentors (N=20)
jkana-16-48-i004.jpg

(A<B), (A<C) : Post Hoc test

Figure & Data

References

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    Effects of the Mentoring Program as a Strategy for Retention of Clinical Nurses
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    DOI: https://doi.org/10.11111/jkana.2010.16.1.48
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    DOI: https://doi.org/10.11111/jkana.2010.16.1.48
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    Effects of the Mentoring Program as a Strategy for Retention of Clinical Nurses
    Image Image
    Figure 1 Schedule of the mentorting program for participants
    Figure 2 Effect of mentoring program for mentees & mentors on job satisfaction, organizational commitment, empowerment, career commitment, and turnover intention

    Figure 1

    Figure 2

    Effects of the Mentoring Program as a Strategy for Retention of Clinical Nurses

    Research design

    X: Mentoring program

    Y: Job satisfaction, Organizational Commitment, Empowerment, Career Commitment, and turnover intention

    Baseline characteristics of the subjects & homogeneity between experimental and control group (N=42)

    Effect of mentoring program on job satisfaction, organizational commitment, empowerment, career commitment, and turnover intention in mentees

    Exp : Experimental group, Cont : Control group

    Effect of mentoring program on job satisfaction, organizational commitment, empowerment, career commitment, and turnover intention in mentors (N=20)

    (A<B), (A<C) : Post Hoc test
    Table 1 Research design

    X: Mentoring program

    Y: Job satisfaction, Organizational Commitment, Empowerment, Career Commitment, and turnover intention

    Table 2 Baseline characteristics of the subjects & homogeneity between experimental and control group (N=42)

    Table 3 Effect of mentoring program on job satisfaction, organizational commitment, empowerment, career commitment, and turnover intention in mentees

    Exp : Experimental group, Cont : Control group

    Table 4 Effect of mentoring program on job satisfaction, organizational commitment, empowerment, career commitment, and turnover intention in mentors (N=20)

    (A<B), (A<C) : Post Hoc test

    Table 1

    Table 2

    Table 3

    Table 4

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