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This is an open access article distributed under the Creative Commons Attribution License, which permits unrestricted use, distribution, and reproduction in any medium, provided the original work is properly cited.Mentoring is important in the career development of novice and experienced nurses.Decreased staff satisfaction accounted for 52% of workforce shortage , and insufficient numbers of faculty and other factors contributed to more than 67,000 qualified applicants being turned away from baccalaureate and graduate nursing programs .
In addition, the study contributed a newly developed instrument to measure the concept of career satisfaction in nursing.
Mentoring is important in the career development of both novice and experienced nurses in the areas of clinical practice, nursing education, administration, and research, as it supports the novice’s need to feel satisfaction and success as a professional nurse and offers the experienced nurse an opportunity to contribute to the profession.
It was conducted through a mailed survey of RNs 55 years or younger currently in practice, education, administration, or research.
Career satisfaction was measured through the use of the newly developed Mariani Nursing Career Satisfaction Scale.
The majority of nurses reported participating in a mentoring relationship.
Although the findings related to mentoring, career satisfaction, and intent to stay were not statistically significant, there was a prevalence of mentoring in nursing, thus suggesting the need for future research to identify outcomes of mentoring.Key mentoring program components included: (a) having a program coordinator; (b) orientation to the program; (c) selectively matching dyads; (d) developing clear purpose and goals; (e) frequent communication between mentors and mentees; (f) faculty development workshops; (g) mentee reflective journaling; (h) facilitation of socialization and networking opportunities; and (i) administrative support.In synthesizing the mentorship literature in academic nursing it is apparent that mentorship models and mentorship components look different in every setting with no empirical evidence that one mentorship model is more effective than another.This study explored the effect of mentoring on career satisfaction and intent to stay in the nursing profession, two critical elements in the retention of nurses in the profession.Despite an encouraging recent 5.7% increase in enrollments in baccalaureate nursing programs (American Association for Colleges of Nursing (AACN)) , it is anticipated that the nursing shortage will continue to be a major issue in nursing in the United States for years to come.Findings revealed no statistically significant effect of mentoring on career satisfaction and intent to stay in nursing.There was a statistically significant relationship between career satisfaction and intent to stay in nursing.National data indicate that the average age of nurses nationwide continues to increase.In 2008, the average age of nurses nationwide was 48 (HRSA) , and it was projected that in 2012, nurses in their 50 s will account for the largest age group of nursing workforce at about 25% of the total RN population .The concept of mentoring is not new to nursing, as Florence Nightingale was known to have mentored many nurses in her day .Stewart and Krueger , Yoder [8, 9], Vance and Olsen , Walker , Billings , Fox , the National League for Nursing , and others [15–17] have contributed to the published nursing literature on mentoring; however, further nursing research is needed related to outcomes and effectiveness of mentoring, such as career satisfaction and intent to stay in the profession.