Safe and Sound: A Longitudinal Study of the Effects of a Sigma Theta Tau International Membership-Based Mentoring Program on Job Satisfaction and Intention-to-Stay in New BSN-Prepared Nurses

Purpose:

Mentoring programs extending past two years are uncommon, and yet the stressors of nursing still result in significant turnover during this period of time.  The impact of membership in the nursing society Sigma Theta Tau International (STTI) has not been studied regarding new graduate nurses’ transition to practice.   This study proposes analysis of the impact of a two-year mentorship, with the additional supports available through STTI membership, and the opportunity of quarterly socialization with participant peers. 

Methods:

Proposed is a nonprobability sample, mixed-method, longitudinal pilot research study, which aims to evaluate protégé job satisfaction and intention-to-stay at their current employment throughout the first 24 months of professional nursing practice. 

These protégés will be offered a voluntary commitment to a 24-month-long partnership with experienced nurses.  All dyads will be subject to a training and introduction day regarding expectations of the Safe and Sound Mentoring Program, and will be required to attend a minimum of six of the eight quarterly education, socialization, and interview days over the 24-month course of the mentorship program.  The program utilizes the Academy of Medical-Surgical Nurses’ Mentoring program format as the framework.

Results: (Proposed research)

This is a proposed research study; components of the education and socialization days to augment the mentoring relationship are currently in development, therefore study results will not be discussed at this stage.  As the mentoring project will be a collaborative study with two (2) STTI Chapters:  Seattle, Washington, USA, and Brisbane, Australia regions, data and outcomes will be comparatively analyzed and results disseminated by the study authors. 

The study may help to determine whether a mentoring relationship in which new nurses have a constant ally with whom to discuss early-practice challenges is of benefit.  This study may concurrently enhance the participants’ engagement with STTI, and become a STTI member benefit.

Another potential contribution to current practice may include using a nationally-recognized academy’s (Academy of Medical-Surgical Nursing) mentoring program framework in conjunction with an international nursing society’s (Sigma Theta Tau International) human capital to enhance the success of new nurses. 

The ongoing international collaboration is a current benefit of STTI membership and fulfills part of the society’s mission.

Conclusion: (Proposed research) 

All participants will respond to quantitative surveys sent electronically in a quarterly timeframe.  Survey instruments include selected items from Laschinger’s Conditions of Work Effectiveness Questionnaire-II, the Organizational Commitment Scale (OCS), and TeamSTEPPS’ Teamwork Perception Questionnaire.  New nurses will also respond to group interview questions on the quarterly meeting days, which will be audiotaped, transcribed, and coded for themes.

Data analysis will use multivariate analysis of covariance (MANCOVA); testing will use the means of the multiple dyads to test for the difference in the two dependent variables: job satisfaction and intention-to-stay.