Mentorluk Programının Hemşirelerin İşte Kalma ve İşten Ayrılmaları Üzerine Etkisi Konusunda Bir Derleme

Hatice ÇAMVEREN, Gülseren KOCAMAN

Özet


Giriş: Hemşirelerin işten ayrılmalarının yüksek olmasının hastane, hastalar ve hemşireleri etkileyen birçok olumsuz sonuçları vardır. Bu sonuçlar, hemşirelerin ayrılmalarını azaltacak mentorluk programlarına gereksinim olduğunu göstermektedir. Amaç: Bu çalışmanın amacı, hastanelerde uygulanan mentorluk programının hemşirelerin işten ayrılma ve işte kalma hızlarına etkisi konusunda yayınlanmış çalışmaların sonuçlarını değerlendirmektir. Yöntem: Literatür taraması, 2007-2018 yılları arasında hakemli dergilerde yayınlanan tam metnine ulaşılabilen çalışmaları kapsamıştır. Çalışmada, EMBASE, MEDLINE, OVID, CINAHL Plus with Full Text, Cochrane Library, ULAKBİM veritabanları kullanılmıştır. Mentorluk programının işten ayrılma ve işte kalma hızlarına etkisini inceleyen yedi deneysel çalışma derlemeye alınmıştır. Bulgular: Mentorluğun işten ayrılma hızına etkisini değerlendiren beş çalışmada, devir hızının %3 ile % 21,5 arasında azaldığı, işte kalma hızlarının incelendiği iki çalışmada gerçekleşen artış hızlarının %21 ve  %25 olduğu gösterilmiştir. Sonuç: Mentorluk programlarının özellikle işe yeni başlayan hemşirelerin devir hızlarını azalttığı ve işte kalma hızlarını artırdığı belirlenmiştir. Mentorluk programları, hemşireleri işte tutma konusunda etkili bir strateji olarak uygulanabilir.

Anahtar sözcükler: Mentorluk Programı, İşten Ayrılma Niyeti, Ayrılma Hızı, Kalma Hızı, Hemşirelik.

 

A Literature Review on the Effect of the Mentoring Program on Nurses' Turnover and Retention

Background: The high rate of intention to leave the work among nurses has many negative consequences which affect hospitals, patients and nurses. These results suggest that mentoring programs are required to reduce nurses’ intention to leave the profession. Objectives: The purpose of the present study is to analyze the results of published studies on the impact of mentoring programs held in hospitals on the rates of turnover and retention. Methods: The literature review included studies which were published in refereed (peer-reviewed) journals between 2007 and 2018 and whose full texts were available. In the study, EMBASE, MEDLINE, OVID, CINAHL Plus with Full Text, Cochrane Library, ULAKBİM databases were used. Seven experimental studies investigating the effects of the mentoring program on nurses' intention to leave or to stay in the work were included in the review. Results: In five studies evaluating the effect of mentoring on the turnover, the rate decreased between 3% and 21.5%. On the other hand, in two studies investigating nurses’ retention, the rates increased between 21% and 25%. Conclusion: It was determined that mentoring programs reduced nurses' turnover rate and increased their retention rate especially among nurses who recently started to work. Mentoring programs can be used as an effective strategy to retain nurses in the organization.

Key Words: Mentoring Program, Intention to Leave, Turnover Rate, Retention Rate, Nursing.


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Referanslar


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