Needs assessment and mentor program development for a Midwestern university
Mindy Thompson, DNP, APRN, FNP-C, CNE
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An estimated 1.13 million new registered nurses are needed to fill new jobs and replace retiring nurses from 2012-2022. However, the nurse faculty shortage is a primary barrier to expanding the nursing workforce over the next decade (AACN, 2005; AACN, 2015). Nurses moving from the clinical setting to the academic setting need preparation, professional growth, and the development of a social network to make the transition a lasting one (Schoening, 2013). Not only do mentoring relationships improve the work environment, but there is also an indication that it improves organizational commitment by achieving a sense of accomplishment, autonomy in their role, support for professional growth, and an atmosphere of academic freedom. To evaluate the current mentoring process at the school of nursing through administration and analysis of the Mentor Effectiveness Scale (MES) to faculty mentors and mentees hired between the years 2011-2016 (Bitner &O'Connor, 2012). The information gained from the MES in addition to evidence-based literature regarding best mentoring practices was utilized to develop a structured mentoring program for new faculty hires at the school of nursing. From the convenience sample, 15 mentors and 6 mentees completed the MES survey. Data from the MES were entered into Statistical Package for Social Sciences (SPSS) version 23, categorized as ordinal-level data, and evaluated using the Mann-Whitney rank-sum test. The level of significance was set at p ≤ .05. Years of experience were evaluated using a Chi-square test of independence. An overall survey response rate of 35% was achieved. Some faculty served as both mentors and mentees within the five-year time span and could have completed the survey from the perspective of each role. Findings in this project are consistent with current literature on mentoring in academic settings. While SSON has many positive outcomes of its current mentoring activities, there are some areas where the perception of mentors and mentees do not align.
Dr. Thompson also wrote a paper on this topic: http://hdl.handle.net/10755/22879
|Type||DNP Capstone Project|
|Review Type||None: Degree-based Submission|
|Evidence Level||Quality Improvement|
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