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

Byoung Sook Lee; Jeong Sook Park; Jeong Hee Lee; Sun Nam Hong

doi:10.11111/jkana.2010.16.1.48

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Lee, Park, Lee, and Hong: Effects of the Mentoring Program as a Strategy for Retention of Clinical Nurses

Original Article

Journal of Korean Academy of Nursing Administration

Journal of Korean Academy of Nursing Administration 2010; 16(1): 48-58.

Published online: 31 March 2010

DOI: https://doi.org/10.11111/jkana.2010.16.1.48

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

¹Professor, Keimyung University College of Nursing, Korea.

²Health Teacher, Seogok Elementary School, Korea.

³Nurse, Dongsan Medical Center, Korea.

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 12 February 2010 Revised 15 March 2010 Accepted 20 March 2010

Abstract

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.

Keywords: Mentorship, Job satisfaction, Empowerment, Retention

Figures and Tables

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

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

Notes

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

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