Degree Name

Nursing Practice, DNP

Publication Date

5-2-2022

Upload Date

2024

First Advisor

Mark Foster

Second Advisor

Jessica Camp

Abstract

Novice advanced practice registered nurses (APRNs) are at risk for isolation, transition difficulties, and burnout. These elements can lead to job dissatisfaction which can negatively impact employee turnover but improving job satisfaction can help retain novice APRNs. Establishing a built-in support system, such as an assigned mentor, upon hire of the novice APRN can improve job satisfaction for both the novice APRN and the experienced mentoring APRN. Improvements in clinic processes, such as implementing a mentoring program, allow the novice APRN to advance their career to an experienced APRN while retaining career satisfaction. Decreasing turnover can lead to significant cost savings for the company. This project implemented a mentoring program within a group of rural health clinics that was experiencing an above company average APRN turnover rate, to assist new hire APRNs to transition into their new employment. There were eight new APRNs paired with a mentor over four months. Employee satisfaction surveys were administered to mentored and unmentored APRNs, who were asked to rate their overall job satisfaction using a Likert scale of 1-10. A total of five unmentored and seven mentored APRNs returned their satisfaction survey. The surveys were compared and mentored APRNs rated their satisfaction an average of 8.9 and the unmentored APRNs rated their satisfaction an average of 7.7, a 12% increase in satisfaction among the mentored group. This project was a low-cost, sustainable project that has potential to be replicated in other healthcare and non-healthcare settings.

Creative Commons License

Creative Commons Attribution 4.0 International License
This work is licensed under a Creative Commons Attribution 4.0 International License.

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