The Relationships between the Role of Mentor Nurse and the Organizational Climate to the Intention to Stay of New Registered Nurses at the Regional Hospital
Role of Mentor Nurse and the Organizational Climate to the Intention to Stay of New Registered Nurses
Keywords:
mentor nurse, organizational climate, intention to stayAbstract
Retaining nurses is crucial. Administrators must promote measures to ensure employee retention. The purposes of this correlational study were to explore the level of the role of mentor nurse, organizational climate, intention to stay and to investigate the relationships between role of mentor nurse, organizational climate to intention to stay of new registered nurses at the regional hospital. The sample was 224 register nurses with work experience ranging from six months to five years. Research instruments consisted of three questionnaires. Data were analyzed by using Pearson Product Moment Correlation Coefficient. The level of the role of mentor score was at a high level, organizational climate score was at a high level, and the intention to stay score was at a high level. The role of mentor nurse correlated positively and significantly with the intention to stay at a moderate level (r = 0.494, p < 0.001), organizational climate correlated positively and significantly with the intention to stay at a moderate level. (r = 0.639, p < 0.001). The results of this study provide information for nursing administrators to promote the role of mentoring nurses and create an organizational climate appropriate to the context of each organization.
References
Sawaengdee K, Jaichuen W, Decha N. Workforce reform plan and mission. Health Administration of the Ministry of Public Health [online].[cited 2023 Dec 20]. Available from:https://pt.or.th/PTCouncil/file_attach/Att201907301564486064_1.pdf
Lamounpuk S. Multilevel antecedents and effects of professional engagement on job performance and intention to leave nursing profession of professional nurses in governmental hospitals, Bangkok Metropolitan Area. J Behavioral Sci 2015;21(2):79-100.
Silamom B, Deoisres W, Khumyu A. Factor Influencing the retention of generation Y professional nurse at a hospital. J Nurs Health Care 2018;36(1):62-71.
Cowden TL, Cummings GG. Nursing theory and concept development: A theoretical model of clinical nurses’ intentions to stay in their current positions. J Adv Nurs 2012;68(7):1646-57.
Krates J, Patanavanichanan N, Pratanvorapanya W, Trainattawan W, Thangkrato P, Srithumsuk W. Factors Influencing work retention of professional nurse under the Ministry of Public Health. J Health Sci 2021;30(3):561-73.
Mathis RL, Jackson JH. Human resource management. 12thed. Mason, Ohio State, USA: Thomson South-Western a part of The Thomson Corporation; 2008 [cited 2023 Dec 20]. Available from: https://core.ac.uk/reader/33797590
Thamchaiyaphum P, Hinjiranan S, Khaikeow S. The predictive factors of work retention of generation Y professional nurses at a tertiary level hospital in Pathumthani Province. J Charoenkrung Pracharak Hosp 2018;14(2):25-34.
Schuler PD. My journey of mentorship. Reflections on Nursing Leadership; 2017 [cited 2023 Dec 20]. Available from: www.STTIPub
Rodphothong J, Puttapitukpol S, Likhitluecha N. Development of nurse mentorship model for new professional nurses, Pakkred Hospital, Nonthaburi Province. J Nurs Division 2016;43(2):66-82.
Mijares L, Baxley SM, Bond ML. Mentoring: A concept analysis. J Theor Constr Test 2013;17(1):23-8.
Nantsupawat A, Sngounsiritham U. Mentoring system and nursing professional development. J Nurs 2019;46(3):232-7.
Litwin GW, Stringer JRA. Motivative and organization climate, Division of Research. Boston, Massachusetts State, USA: Harvard University Graduate School of Business;1968 [cited 2023 Dec 20]. Available from: https://www.scirp.org/reference/referencespapers?referenceid=497194
Steers RM. Antecedents and outcomes of organizational commitment. Admin Sci Q 1977;22:46-56. doi.org/10.2307/2391745
Jaiman T, Rattananon N. Relationships between organizational climate and quality of working life of professional nurses in community hospitals, Pathumthani Province under Public Health Ministry. EAU Heritage J Sci Technol 2015;9(1):97-109.
Alnuaimi K, Ali R, Al-Younis N. Job satisfaction, work environment and intent to stay of Jordanian midwives. Int Nurs Rev 2020;67(3):403- 10. doi.org/10.1111/inr.12605
Makornsarn C, Sangruam S, Anburi S. Thailand Medical Services Profile 2011-2014 [cited 2023 Dec 20]. Available from: https://www.hiso.or.th/hiso/picture/reportHealth/report/report8.pdf
Human Resource Department Nursing Organization. Statistics of nurse retention and resignation, Buddhachinaraj Hospital: Human Resource Department Nursing Organization; 2023.
Pibanwong M, Intaraprasong B, Sillabutra J, Sattayasomboon Y. Professional nurses' intention to resign from regional hospitals under Ministry of Public Health. J Nurs Division 2018;45(1):25-44.
Ragins BR, Kram KE. The handbook of mentoring at work theory, theory, research, and practice. Thousand Oaks, California State, USA: Sage Publications; 2008.
Janson N, Intraprasong B, Sillabutra J, Jirathummakoon S. The supervisory grid leadership styles and mentor role of nurses’ effect on organizational commitment at tertiary hospital, the novice nurses perception. J Nurs Division 2015;4(1):76-90.
Rukngam T, Waranusantikul S. The relationship of leadership style and perceived organizational climate to organizational citizenship behavior with organizational commitment as a moderator:A case study of nursing personnels in government university hospital. J Soc Sci Hum 2016;42(2):125-47.
Cowin LS, Hengstberger-Sims C. New graduate nurse self-concept and retention: A longitudinal survey. Int J Nurs Stud 2004,43(1):59-70.
Lekpat P, Wanichtanom R. Causal relationships of proactive personality and perceptions of organizational climate on intention to stay with organizational commitment as a mediator among employee of electric appliances company. J HRi 2020;15(1):39-56.
Yamane T. Statistics: An introductory analysis. 3rd ed. New York City, New York State, USA: Harper And Row; 1973.
Srisatidnarakul B. The methodology in nursing research. 5th ed. Bangkok, Thailand: U&I Intermedia Publishing; 2010.
Khumpeace S. Registered nurses preceptorship roles as perceived by new registered nurses, King Chulalongkorn Memorial Hospital. TRC Nurs J 2014;7(1):48-57.
Bunnaphasithasothin C, Sriruecha C. Organization climate affecting the professional competency performance of practical level nurses at a tertiary hospital in the Northeast of Thailand. Res Dev Health Syst J 2021;14(1):441-9.
Sirasitnaruewat S, Sitakalin P, Geerapong P. The relationship between organization climate and the registered nurses’ quality of work life at Prapokklao Hospital. Acad J Community Public Health 2020;6(2):178-89.
Supatti K, Srivichai C. Factors influencing retention of registered nurses of government hospital in metropolitan area. EAU Heritage J Social Sci Human 2019;9(2):177-83.
Downloads
Published
Issue
Section
License
Copyright (c) 2024 Buddhchinaraj Phisanulok Hospital
This work is licensed under a Creative Commons Attribution-NonCommercial-NoDerivatives 4.0 International License.
