Development and implementation of a new graduate nurse mentorship program in Johns Hopkins Aramco Healthcare

Journal of Advanced Practices in Nursing

ISSN: 2573-0347

Open Access

Development and implementation of a new graduate nurse mentorship program in Johns Hopkins Aramco Healthcare

2nd Advanced Nursing Science & Practice

April 20-21, 2018 | Las Vegas, USA

Amal M Alahmree

Johns hopkins Aramco Healthcare, Saudi Arabia

Scientific Tracks Abstracts: Adv Practice Nurs

Abstract :

Aims: The aim of this study was to increase retention and job satisfaction rate by an evidence-based intervention that may improve intent-to-stay for the new graduate nurses (NGNs) and improve their job satisfaction. Background: Nursing staff insufficiencies often lead to suboptimal staffing characteristics, such as low staffing levels, high turnover rate, low Registered Nurse (RN) percentage among the professional staff, and more frequent use of nurse overtime. The literature shows that mentorship programs smooth transition of new graduate nurses into the workplace and the organizational culture. Mentoring increases staff retention by decreasing anxiety and promoting positive self-esteem and confidence. Methods: The main outcomes for the project were measured on two different times to demonstrate the impact of Mentorship program participation on job satisfaction and intention-to-stay for the new graduate nurses. This Pre-test-Post-test study included one group of new graduatesâ?? nurseâ??s pre-intervention (N=16) and post-intervention (N=14). Two sets of surveys were administered between February and June 2017. Questionnaires included demographic data, skill and procedure performance, comfort and confidence, job satisfaction, observations of the work environment, support, and reassurance, determine factors that influence job satisfaction to understand register nurseâ??s perceptions of professional mentoring. Results: The mean scores of jobs satisfaction and intent-to-stay subscales of the Casey-Fink Graduate Nurse Experience Survey and the Casey-Fink Retention Survey were increased in post-test. There were statistically significant differences between pre- and post-test mean scores. Conclusion: This study confirmed that a structured mentorship program for the NGN increases job satisfaction and intent-to stay. New nurses need specific support during their transition into nursing in response to their own prospects, experiences and learning needs.

Biography :

Amal Alahmree has completed her DNP from Johns Hopkins University School of Nursing and Master’s degree from Nottingham University, UK. She is the Manager of Special Services Unit at Nursing and Clinical Services Department, Johns Hopkins Aramco Healthcare, Saudi Arabia.

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