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Related Experiment Videos

Innovative solution: Mentor program: evaluation, change, and challenges.

Susan Marie Hurst1, Stephanie Koplin-Baucum

  • 1Banner Good Samaritan Medical Center, USA. Sue.hurse@bannerhealth.com

Dimensions of Critical Care Nursing : DCCN
|December 6, 2005
PubMed
Summary

Banner Good Samaritan Medical Center

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Role acquisition, socialization, and retention: unique aspects of a mentoring program.

Journal for nurses in staff development : JNSD : official journal of the National Nursing Staff Development Organization·2003

Area of Science:

  • Nursing Education
  • Healthcare Management
  • Medical Training

Background:

  • Tertiary teaching hospitals face unique challenges in staff development.
  • Registered nurse (RN) retention is critical for quality patient care.
  • Mentorship programs are increasingly utilized to support new nurses.

Purpose of the Study:

  • To evaluate the effectiveness of an 18-month RN mentoring program.
  • To assess RN retention rates within the program.
  • To identify program challenges and areas for improvement.

Main Methods:

  • Longitudinal program evaluation.
  • Analysis of retention data.
  • Qualitative assessment of challenges and changes.

Main Results:

  • The RN mentoring program demonstrated positive impacts on retention.
  • Key challenges included time commitment and resource allocation.
  • Programmatic changes were implemented based on evaluation findings.

Conclusions:

  • The RN mentoring program is a valuable tool for enhancing nurse retention.
  • Ongoing evaluation and adaptation are essential for program success.
  • Investing in structured mentorship supports a stable, skilled nursing workforce.

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