{"title":"约翰霍普金斯阿美医疗保健公司新研究生护士指导计划的开发和实施","authors":"Amal Alahmree","doi":"10.4172/2167-1168-C1-065","DOIUrl":null,"url":null,"abstract":"Background: Nursing staff insufficiencies often lead to suboptimal staffing characteristics, such as low staffing levels, high turnover rate, low Registered Nurse (RN) percentage among the professional staff, and more frequent use of nurse overtime. The literature shows that mentorship programs smooth transition of new graduate nurses into the workplace and the organizational culture. Mentoring increases staff retention by decreasing anxiety and promoting positive self-esteem and confidence.","PeriodicalId":73847,"journal":{"name":"Journal of National Black Nurses' Association : JNBNA","volume":"07 1","pages":""},"PeriodicalIF":0.0000,"publicationDate":"2018-03-16","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":"6","resultStr":"{\"title\":\"Development and implementation of a new graduate nurse mentorship program in Johns Hopkins Aramco Healthcare\",\"authors\":\"Amal Alahmree\",\"doi\":\"10.4172/2167-1168-C1-065\",\"DOIUrl\":null,\"url\":null,\"abstract\":\"Background: Nursing staff insufficiencies often lead to suboptimal staffing characteristics, such as low staffing levels, high turnover rate, low Registered Nurse (RN) percentage among the professional staff, and more frequent use of nurse overtime. The literature shows that mentorship programs smooth transition of new graduate nurses into the workplace and the organizational culture. Mentoring increases staff retention by decreasing anxiety and promoting positive self-esteem and confidence.\",\"PeriodicalId\":73847,\"journal\":{\"name\":\"Journal of National Black Nurses' Association : JNBNA\",\"volume\":\"07 1\",\"pages\":\"\"},\"PeriodicalIF\":0.0000,\"publicationDate\":\"2018-03-16\",\"publicationTypes\":\"Journal Article\",\"fieldsOfStudy\":null,\"isOpenAccess\":false,\"openAccessPdf\":\"\",\"citationCount\":\"6\",\"resultStr\":null,\"platform\":\"Semanticscholar\",\"paperid\":null,\"PeriodicalName\":\"Journal of National Black Nurses' Association : JNBNA\",\"FirstCategoryId\":\"1085\",\"ListUrlMain\":\"https://doi.org/10.4172/2167-1168-C1-065\",\"RegionNum\":0,\"RegionCategory\":null,\"ArticlePicture\":[],\"TitleCN\":null,\"AbstractTextCN\":null,\"PMCID\":null,\"EPubDate\":\"\",\"PubModel\":\"\",\"JCR\":\"\",\"JCRName\":\"\",\"Score\":null,\"Total\":0}","platform":"Semanticscholar","paperid":null,"PeriodicalName":"Journal of National Black Nurses' Association : JNBNA","FirstCategoryId":"1085","ListUrlMain":"https://doi.org/10.4172/2167-1168-C1-065","RegionNum":0,"RegionCategory":null,"ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":null,"EPubDate":"","PubModel":"","JCR":"","JCRName":"","Score":null,"Total":0}
Development and implementation of a new graduate nurse mentorship program in Johns Hopkins Aramco Healthcare
Background: Nursing staff insufficiencies often lead to suboptimal staffing characteristics, such as low staffing levels, high turnover rate, low Registered Nurse (RN) percentage among the professional staff, and more frequent use of nurse overtime. The literature shows that mentorship programs smooth transition of new graduate nurses into the workplace and the organizational culture. Mentoring increases staff retention by decreasing anxiety and promoting positive self-esteem and confidence.
求助内容：
应助结果提醒方式：
京公网安备 11010802042870号
