We develop propositions delineating the nature of expected relationships of these personality characteristics with developmental network types. These network types are defined based on high or low relationship strength and high or low relationship diversity in employee ties with others. – The paper reviews scholarship on personality characteristics and developmental relationships to identify a set of distinct personality characteristics proposed to be related to employees' tendencies to develop four types of developmental networks. – The purpose of this paper is to integrate scholarship on personality, mentoring, developmental relationships, and social networks in delineating how employees with particular personality characteristics are more or less likely to be involved in four types of developmental networks. professionalism, ethics, nursing specialties).Conclusions: The MENtorship Program pilot was deemed feasible for future implementation. One key recommendation is to provide a thematic focus to each mentor/mentee meeting (i.e. Participants described multiple program benefits and recommended program improvements. Data were analyzed thematically, and data source triangulation was done by comparing the qualitative findings to the quantitative findings.Results: Findings included high perceived commitment from mentors and mentees. This study was conducted to evaluate the feasibility of a novel “MENtorship” Program for men in nursing school.Methods: This study used a sequential QUAN-qual explanatory mixed methods design in two phases: (1) quantitative web-based surveys were sent to all participants (n = 19) to assess mentor/mentee relationships and (2) qualitative interviews were conducted to explain the survey results. Mentoring programs designed to improve male nursing student retention are needed. The odds of male nursing students completing nursing school are significantly lower than that of female nursing students. nursing workforce and 15% of baccalaureate nursing students. See attachments for protocol details.Objective: Men comprise only 9% of the U.S. Quarterly measures of the identified metrics will occur, and a final evaluation of the primary outcome will take place in August, 2019. Weekly/monthly meetings of mentors and mentees commenced according to the program protocol. Baseline measures were assessed and documented. Implementation of the AMSN Mentorship Program began in August 2018 with pairing of new-hire RN mentees and training for existing RN mentors according to the program protocol. Methods: A 12 month historical cohort of RN turnover, turbulence and hiring was identified and documented in July, 2018. Secondary outcome measures: Intention to stay satisfaction with job quality of mentor-mentee relationship perceived opportunities for growth. Pre-post assessment of confidence, expectations, professional goals, knowledge (clinical area).Nurse retention at 12 months post-intervention.Primary Aim:To improved new nurse retention at 12 months as compared to historical cohort.ĭesign:A pre-post same-subjects intervention for 12 months with a matched historical 12 months comparator cohort. We identified an evidence-based mentorship program designed by the Association of Medical-Surgical Nursing and implemented this program in a 32 bed unit serving cardiothoracic step down patients in August, 2018. Introduction: New nurse turnover within the first year is 28% nationally and 27.8% at Duke. Project By-Line: MENT oring to Improve Retention (MENTIR Study)
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