"Nursing Mentorship Program" is a good example of a paper on care. It is relevant to examine the validity of existing researches and studies to identify what factors affect the nurse mentorship program and its effect on the turnover of nurses in the practice of the nursing profession. Review and Evaluation of Related LiteratureThe following researches have been identified to provide evidence-based conclusions on the relationship between mentorship programs and the turnover of nurses in their areas of expertise: In a qualitative study involving nurses in the pediatric ward, Halfer, Graf, and Sullivan (2008) suggest that efficient mentorship controls job-satisfaction-related problems and promotes high turnover of nurses. Involving only a single area in the clinical practice hinders the generalization of the result. Weng et al.
(2010) proposed -- in a survey-type, cross-sectional, qualitative research and after employing the five-point Likert scale -- that with the positive functional characteristics of their mentors, nurses attain job satisfaction and develop institutional commitment. Lapses in providing evidence on how psychological support is related to the factors discussed lightly affect the paper’ s overall validity. A research paper conducted by Almada and associates, on the other hand, considered the importance of mentorship in clinical development; suggesting that efficient counseling, training, and guidance from higher-positioned colleagues prior to exposure to the actual areas of assignment positively affect turnover rates of nurses. The sample size and the focus on nurses from only one institution are perceived as threats to the validity of the paper. A descriptive and statistical research paper employed by Altier and Krsek (2006), nevertheless, indicates that the organizational efforts to promote mentorship strategies through residential programs to eventually induce positive work satisfaction are a constructive effort that can be applied to lessen staff dropouts. However, the lack of control groups, restricted coverage of samples, and questionable internal validity weaken the impact of the particular research. Zangaro and Soeken (2007), likewise, affirmed in a review of related literature that job satisfaction, which is mainly influenced by autonomy, stress, and intra-organizational collaboration, significantly affect the decision of a nurse to stay in an institution. Selection process on what researches to include or not, nonetheless, heralds overestimation.
This is identified as a threat to the accuracy of the paper. In connection, Al-Hussami’ s (2008) paper proposes that an environment (e. g., the one that promotes the satisfaction of professional needs, job satisfaction) as well as individual professional factors (e. g., level of education) help enhance working commitment and help indicate the nurse's attitude towards staying at an institution. The use of analytical procedures, on the other hand, may contribute to the unreliability of results as other factors (e. g., type of nursing care setting) also play a role in a nurse’ s job satisfaction in one institution. Conclusion Several factors affect the nurses’ job satisfaction and hence, their decision to stay at an institution as personnel.
The reviewed studies serve as evidence that organizational involvement, collegial interaction, advanced learning materials, and experiential skill development are relevant determinants to the retention of nurses in the practice of their profession in a particular institution.