Empowering Perioperative Nurses: A Structured Mentorship Program to Enhance Retention and Satisfaction.

Area of Science:

• Nursing Education
• Surgical Technology
• Healthcare Management

Background:

• Newly hired perioperative staff face challenges adapting to the OR environment, leading to job dissatisfaction and high turnover.
• High turnover rates negatively impact patient care continuity and increase recruitment costs.

Purpose of the Study:

• To evaluate the effectiveness of a structured Perioperative Mentorship Program in improving retention and job satisfaction among newly hired perioperative staff.
• To assess the program's impact on clinical confidence, team integration, and professional development.

Main Methods:

• Implementation of a structured mentorship program based on established learning theories (Benner's Novice to Expert, Bandura's Social Learning Theory).
• Program components included monthly one-on-one mentoring, bimonthly group meetings, and ongoing communication.
• Utilized mixed-methods approach with quantitative (turnover rates, satisfaction scores) and qualitative (reflective journals, feedback) data collection over three years.

Main Results:

• Staff member turnover decreased from 10.46% to 5.6% over the three-year study period.
• Average job satisfaction scores increased from 3.88 to 4.04 on a 5-point scale.
• Qualitative data revealed improvements in clinical confidence, team integration, and perceived professional development.

Conclusions:

• A structured Perioperative Mentorship Program is an effective strategy for enhancing perioperative nursing retention and job satisfaction.
• Mentorship positively influences clinical readiness and professional growth for new OR staff.
• Implementing such programs can lead to a more stable and satisfied perioperative workforce.