FREE DISSERTATION SAMPLE: HOW MENTORING IS USEFUL IN IMPROVINGORGANISATIONS’ COMMITMENTS AMONG THE NURSES

HOW MENTORING IS USEFUL IN IMPROVING
ORGANISATIONS’ COMMITMENTS AMONG THE NURSES

OF HEALTH AND SOCIAL CARE?

2

Abstract

To summarise, the current study aimed to investigate the effects of mentoring
relationships on organisational commitment, as well as the mediating and
moderating effects of career positivity and protean orientation towards careers.
Adaptable career optimism acts as a mediator between the connection between
mentors and Nurses' organisational commitment, while versatile career orientation
modifies the interaction between the two. The mentoring arrangement has the
potential to enhance protégé organisational commitment. The mentoring connection
significantly boosts the nurse's career positivity when the career orientation is low;
however, it has no discernible beneficial effect on the nurse's career enthusiasm
when the career inclination is strong. These findings have some ramifications for
nurse administration. Organisations should provide nurses the freedom to practise
their profession, give them the tools to become better team players, clearly outline
the boundaries of their rights and responsibilities, and allow them to make choices.

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Table of Contents

CHAPTER 1: INTRODUCTION AND BACKGROUND 5
1.1 Introduction 5
1.2 Background 5
1.3 Rationale 6
1.4 Problem Statement 6
1.5 Research Aim 6
1.6 Research Objectives 6
1.7 Research Questions 7
Chapter 2: Methodology 8
2.1 Research Philosophy 8
2.2 Research Approach 8
2.3 Research Design 8
2.4 Search Strategy 9
2.5 Inclusion and Exclusion Criteria 10
2.6 Critical Appraisal Strategy 10
2.7 Data Analysis Technique 10
2.8 Research ethics 11
Chapter 3: Results and Critical Appraisal 12
3.1 Introduction 12
3.2 Data extraction 12

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3.3 Critical Appraisal 16
3.3.1 Mentorship programs help to increase job satisfaction among health and
social care nurses 16
3.3.2 Improvement of the quality of service provided by healthcare organisations
through mentoring programs 17
3.3.3 Analysis of how healthcare organisations enable their target staff to have
time and opportunity for their professional development in response to higher
demands 20
3.3.4 Challenges health sector encounter while mentoring nurses for
organisational commitment 23
4.0 Analysis and Discussion 25
4.1 Introduction 25
4.2 Findings and Analysis 25
4.2.1 Mentoring initiatives contribute to heightened job satisfaction for nurses in
the health and social care field 26
4.2.2 Enhancement of healthcare organisations' job satisfaction through the
implementation of mentoring programs 28
4.2.3 Examination of how healthcare organisations facilitate job satisfaction for
professional growth in response to increased demands 31
4.3 Discussion 34
4.4 Summary 36
5.1 Introduction 37
5.2 Link with Objectives 37

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5.3 Recommendations 38
Key Interest in Mentorship Projects: 38
Acknowledgement and Contribution of Experienced Medical Caretakers: 39
Integration into Systems of Support for Transition: 39
5.4 Future Scope 40
Long stretch Impact Examination: 40
Close to Examinations across Clinical Consideration Settings: 40
5.5 Summary 41
Reference List 42
Appendix One: Search Strategy 52
1.1 Search Terms and Searches 52
1.2 Analysis of Inclusion and Exclusion Criteria 52
1.3 Analysis of Databases used 53
1.4 Analysis of Database Hits Generated 55
Appendix Two: Data Extraction and Analysis 57
2.1 Analysis of Data Summary Sheets 57
2.3 Analysis of Hierarchy of Nursing Evidence 75
2.4 Analysis of stages of Thematic Analysis 76

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Chapter 1: Introduction and Background

1.1 Introduction
The healthcare sector is characterised by rapidly evolving demands, and the
need for nurses to continuously adapt to these changes is paramount. One effective
strategy to help nurses meet these demands and maximize the quality of care is
mentoring (Latham, Hogal & Ringl, 2008). Along with this, this chapter introduces the
concept of mentoring in healthcare and its importance as well as the research
questions driving this study.

1.2 Background
The legacy of mentoring in the healthcare sector weaves a profoundly
intricate and rich narrative that transcends the bounds of time, with its origins
reaching back to the ancient world of Greece. On the reverse side, the concept of
mentorship, although rooted in antiquity underwent a more detailed exploration
within the nursing profession particularly gaining prominence in England during the
1960s (Kristjánsson, 2016). This historical milestone is substantiated by the research
of Mínguez et al., (2023) in their comprehensive study (Mínguez Moreno et al.,
2023). On the other hand, mentoring materializes through the mentor-mentee
connection, a relationship characterized by an experienced and adept healthcare
practitioner aptly named the mentor shouldering the responsibility of guiding and
providing unwavering encouragement to the mentee (Mínguez Moreno et al., 2023).
On the other side, the mentee typically an individual at a less experienced juncture,
embarks on a journey of personal and vocational growth under the mentor's wing
(Mínguez Moreno et al., 2023).

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Within the healthcare domain, this time-honoured tradition has undeniably
established itself as pivotal extending invaluable aid to both fledgling nursing
graduates and seasoned nurses alike. Along with this, it eventually serves as a
guiding light as they navigate the perpetually shifting towards the multifaceted and
intricate clinical landscape. The role of mentors goes beyond the mere transfer of
knowledge as well and it eventually encompasses instilling a sense of belonging
nurturing personal and professional development, and cultivating the essential skills
required to provide top-tier patient care (Mínguez Moreno et al., 2023).
Understanding this historical backdrop is crucial as we delve into the contemporary
role of mentoring within the Health and Social Care sector (Burgess et al. 2018). It
enables us to appreciate the enduring importance of mentoring in healthcare as well
as its adaptability to meet the evolving needs of healthcare professionals and
organizations and its significance in enhancing nurses' commitment to their
profession and the organizations they serve (Davey et al. 2020).

1.3 Rationale
The changing healthcare landscape including increased patient demand and
staff shortages necessitates a comprehensive approach to nurse development.
Mentoring is an essential component of this approach, as it offers guidance, support
and opportunities for professional growth (Davey et al., 2020). The relationship
between mentor and mentee is a fundamental aspect of healthcare mentorship to
enhance nurses' resilience, job satisfaction as well and overall commitment to their
profession and organization.

1.4 Problem Statement

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The nursing profession confronts issues such as worker attrition, high
turnover rates, and burnout (Boamah, 2022). Successful mentoring programs can
assist nurses in overcoming these obstacles and improve their job satisfaction by
strengthening their resilience. The challenge lies in the fact that nurses frequently
lack the time and opportunities for professional growth due to the demanding nature
of the healthcare environment. It is important to determine how mentorship might
assist in addressing this issue (Weng et al., 2010). The issues that mentorship may
help within the nursing sector are described in this chapter.

1.5 Research Aim
This research thus aims to explore the impact of mentoring programs in health
and social care sector specifically in improving nurses' commitment to their
profession and the organizations they work for.

1.6 Research Objectives
❖ To look into how mentorship programmes might improve nurses’ commitment
to the relevant work sector and work happiness.
❖ To make an assessment on how maximising of the quality of service provided
by healthcare organizations through mentoring programs can be done
❖ Thus, to make an assessment on how can the healthcare organisations

enable their target staff to have time and opportunity for their professional
development in response to higher demands.

1.7 Research Questions

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RQ1: How can healthcare organizations enable their staff to have the time and
opportunity for professional development in response to higher demands?
Thus, through this above-generated research question, the aim of this study can be
extracted.
1.8 Research Significance
This research holds significant importance for healthcare organizations
nursing professionals as well as the broader healthcare industry (Singh et al. 2010).
The goal tends to give insights that can result in more successful mentoring
programmes and eventually improve patient care by looking at how mentoring
affects nurses' commitment and work satisfaction.

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Chapter 2: Methodology

2.1 Research Philosophy
The research examining the influence of mentorship on nurses' dedication to
their organisation in health and social care institutions utilised an Ontology and
Epistemology philosophy to gain a thorough comprehension of the topic. Ontology,
by its examination of the fundamental basis of existence, enabled an investigation
into the underlying structures within healthcare organisations and the intricacies of
mentorship (Pendon, 2021). Epistemology, which examines the essence of
knowledge and its acquisition, enabled a detailed examination of both qualitative and
quantitative data obtained from secondary sources (Adhnouss et al. 2023). The data
were collected from reliable secondary sources and therefore "interpretive review
method" proved to be beneficial to interpreting the inferences from the secondary
sources.

2.2 Research Approach
The decision to use a deductive approach for the research was logical
because it aligned with the specified purpose and characteristics of the study. The
research utilised a deductive approach to examine established theories and
hypotheses concerning the influence of mentorship on the level of organisational
engagement among nurses in the health and social care field (Pearse, 2019). The
deductive technique was employed to conduct a systematic examination of the
correlation between "mentoring", "professional development opportunities", and
organisational devotion, using both qualitative and quantitative data from secondary
sources. This methodology facilitated the deduction of inferences from pre-existing

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knowledge and theories, establishing a basis for comprehending how healthcare
organisations might enhance their assistance to their employees in the context of
growing demands [Refer to appendix 3]. Therefore, the adoption of the approach
was considered suitable and was successful in fulfilling the main objective of the
research.

2.3 Research Design
The research design that was employed to conduct the research was a "Quasi
Systematic review". The incorporation of this design was made through the
application of a PICO framework (Nishikawa- Pacher, 2022). The adoption of this
framework allowed for the identification of key components and they were
Population: Healthcare organisations and nurses
Interventions: Mentoring Programs
Comparison: Absence of mentoring
Outcome: Improved organisational commitments
The design implemented in this study offered a systematic methodology for
analysing both qualitative and quantitative data derived from secondary sources,
ensuring congruence with the research aims. The study attempted to evaluate how
healthcare organisations facilitated professional growth among their workers through
mentoring, by formulating the research issue inside the PICO structure [Refer to
appendix 4]. The utilisation of the PICO approach facilitated a thorough investigation
into the correlation between mentorship and organisational commitment within the
healthcare setting (Cumpston et al. 2020).

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2.4 Search Strategy
The process of data collection and the main database that was considered for
the research will be discussed. For the current research the incorporation of both
"qualitative" and "quantitative data" were done. The databases that were considered
the most suitable for this research were "CINAHL", "MEDLINE", and "BNI". These
databases are widely known for their diverse collection of scholarly articles, research
projects, and other publications in the genre of “health and social care” (Faraday et
al. 2021). The selection of these databases allowed for seamless data collection of
both qualitative and quantitative types. The data regarding “nursing and allied health”
were collected from “CINAHL” and therefore the viewpoints of the nurses on
mentoring were possible to capture (Clement, 2019). The “MEDLINE” database has
a diverse collection of articles and scholarly journals focused on different healthcare
practices (Lugtenberg, Burgers & Westert, 2009). The data collected from the “BNI”
was crucial in identifying the main challenges and the necessity of mentoring
identified within the context of the British Nursing sector (Smythe and Carter, 2022).
The combination of data from all these credible sources certainly allowed for a
nuanced and detailed analysis of the aspects and variables impacting the dedication
of nurses towards organisation and the role of mentoring in improving the
commitment was also possible to be inferred.

2.5 Inclusion and Exclusion Criteria
Inclusion and exclusion criteria are used to identify the databases included
and excluded from the research data to be analysed. One of the main criteria for
inclusion was that the research papers would be published in English and papers
published in other languages were excluded. Papers published from 2013 to 2023

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were considered to be included and papers before that were excluded. The data
were collected from empirical and statistical papers, and research articles based on
secondary data were excluded from being considered.

2.6 Critical Appraisal Strategy
By conducting a critical appraisal of the data collected, the reliability of the
sources was established and the final findings were inferred. The adoption of the
"JBI checklists" was done and this facilitated the evaluation of several study designs
that was crucial in this review, given the inclusion of both quantitative and qualitative
type of data (Munn et al. 2023). The incorporation was not sufficient to critically
appraise the data and thus the research also included the application of “CASP”,
“Cochrane Risk of Bias”, and “New Castle Ottawa tools”. The application of
“Cochrane Risk of Bias" was done to examine the RCTs and the application of "New
Castle Ottawa tools" facilitated the analysis of case-control studies [Refer to
appendix 5].

2.7 Data Analysis Technique
The research incorporated a combination of “content analysis” and “thematic
analysis” for analysing the data that were collected. The rationale for employing both
“Content analysis” and “Thematic Analysis” in the critical evaluation of the research
was based on their ability to provide a thorough investigation of the qualitative and
quantitative data derived from secondary sources. The utilisation of “Content
Analysis” allowed for the methodical classification and investigation of explicit data
(Vespestad and Clancy, 2021), whereas “Thematic Analysis” enabled a more
intricate comprehension of underlying themes and patterns identified from the
collected data (Peel, 2020). The utilisation of this dual strategy facilitated a

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comprehensive assessment of healthcare organisations' provision of assistance for
“staff professional development” in the context of increased demands. This approach
provided a comprehensive viewpoint on the impact of mentoring in increasing
nurses' dedication within the Health and Social Care industry. The themes identified
and the result inferred will be demonstrated in the result section.

2.8 Research ethics
Research ethics determine the procedures that allow any research to be
ethically correct and conducted with honesty and integrity (Drolet et al. 2023). This
research was carried out by incorporating honesty and integrity. The research was
also free from the data being fabricated and falsified. Although the research was free
from formal ethical approval, the study has been proceeded with the main aim to cite
the literature papers ethically to sustain honesty and integrity.

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Chapter 3: Results and Critical Appraisal

3.1 Introduction
The chapter sheds light on the data extraction process that has been used in
the study. Initiating the process of data gathering and extraction has been listed here
in a tabular format. Not only that, this chapter also includes a critical appraisal on the
studies that has been used for conducting the study precisely.

3.2 Data extraction

Author of the study Brief information
Davey et al. (2020) The study sheds light on mentoring programs embedded in a
“work-based personal resilience enhancement intervention”
for forensic nurses. The study has followed a qualitative
approach to evaluate the findings and has utilised a mixed-
method structure. The authors have explored the benefits of
mentoring programs for nurses with the help of data collected
through a semi-structured interview.

Dirks (2021) Mentoring plays a vital role in recruiting, retaining and
developing nurses with better expertise. The benefits of
mentoring are diverse among nurses, and it has a serious
impact at all stages of the career of a nurse. Mentoring is
crucial for nurses to cut short the journey between novice to
expert. Effective mentoring programs help mentors, mentees

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and even organisations and patients by ensuring adequate
nurses are having all the critical expertise to manage and
ensure positive health outcomes for patients.

Penconeket al. (2021) Mentoring programs are crucial to increase job satisfaction
among nurses. Front-line nurses or nurse managers provide
critical insight to healthcare doctors and others regarding
healthcare delivery and play a pivotal role in increasing the
alignment of the treatment process. A skilled nurse can
enhance organisational performance, and in this regard,
mentoring programs become vital.

Cooper et al. (2019) Mentoring in the healthcare setup plays a crucial role, and it
can help an organisation illustrate its commitment towards
nurses. The impact of mentoring is multifaceted in
organisational excellence enhancement. Mentoring can help
organisations foster better relationships, which is vital for
nurses as it ensures better guidance. Mentors in healthcare
organisations share their experience, provide valuable
insights and transfer knowledge which is crucial to enhancing
the commitment of the nurses towards their profession.

Ali et al. (2021) Managerial coaching or mentorship is crucial to enhance the
well-being of nurses in the ever-evolving healthcare setup. In
the 21st century, workplace well-being has emerged as a
crucial facet, and it is one of the most important aspects in
the healthcare field. Mentorship can help organisations to

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effectively contribute to employee well-being, nurture higher
job satisfaction and improve the efficiency of nurses, and it
can increase the performance of the organisation as a whole.
The authors have analysed 284 nurses working in public and
private hospitals between 2019 and 2020 and analysed the
data using AMOS 24 for structural equation modelling and
confirmed that psychological ownership and mentorship have
deep-rooted connections and enhance job satisfaction, which
is one of the prime drivers of higher employee performance.

Feyissa et al. (2019) The authors have undertaken a secondary study to analyse
the effectiveness of mentoring programs in improving the
commitment of an organisation towards its employees. The
authors stated that mentoring programs are innovative and
low-cost solutions for HR practices, and several hospitals
have implemented these programs to tackle different HR-
related challenges.

Frøiland et al. (2022) The authors of this article have focused on the contemporary
usage of monetary programs and the practice of clinical
education in nursing homes. The overall research has been
conducted based on the progression value and the
observation of two registered nurse mentors–student dyads
in a detailed manner. It can be stated that the consolidated
criteria have worked as the qualitative research process to
analyse the importance of educational programs in the

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healthcare sector. It suggests that the marginal nursing and
the between nursing criteria with the performative value can
be supported based on the effective mentorship program in
the dynamic business environment.

Mikkonen et al. (2022) This research article focuses on the rehabilitation of
educators in the healthcare and social care sector for
professional education in the competitive marketplace. Social
and health educators educating for future career
development in the niche marketplace. The authors of this
article have collected data by using HeSoEduCo-instrument
from 28 educational institutions to gather authentic data.
Empirical data has enhanced the authenticity of the research
supporting its progression value and performative value in an
effective manner. Incorporation of empirical testing of a
model has increased the clarity of the research positively. It
can be stated that the use model has supported the
“confirmatory factor analysis” through “Structural Equation
Modelling” throughout the research process.
Table 3.2.1: Data extraction
(Source: Self-created table)

3.3 Critical Appraisal

3.3.1 Mentorship programs help to increase job satisfaction among health and
social care nurses

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Mentorship is considered an innovative solution to several HR-related issues,
and effective mentorship programs can help an organisation ensure maximum job
satisfaction among its employees. The world is changing rapidly, and in this ever-
evolving business landscape where work pressure is rising with each passing day,
and activities are getting complex, employees thrive on guidance and skill-building
approaches (Melnyket al. 2021). After COVID-19, the healthcare landscape has
changed dramatically, and the horrific situation or better to say, the aftermath of
COVID-19, has increased the necessity for mentorship programs for nurses due to
continuously rising challenges. As per the study by Henry-Noel et al. (2019),
effective mentorship programs in healthcare can help to nurture strong professional
development. As mentors can share or provide critical insights to nurses, provide
them with detailed information and guidance and teach them improved skills, these
programs can provide better opportunities for professional development.
Professional development contributes to higher job satisfaction, and a satisfied nurse
can help an organisation achieve objectives faster.

Debriefing meeting
PHC teams do root cause analysis and
develop action plans to address gaps
Initial meeting with
PHC teams for
introductions on
purpose of visit

PHC teams use
self-assessment
tools, client
interviews, record
reviews

Mentor provides on-
the-job coaching
(using case sheets,
models,
demonstrations)
Mentor audits case
sheets, observes
practices

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Figure 3.3.1: Quality mentorship programs to increase job satisfaction level

among nurses 
(Source: Self-created)
(Inspired from: Fischer et al., 2015)

The benefits of mentorship in the healthcare setup among nurses can be
observed in career development, skilling and reskilling, effective collaboration and
communication (Cross et al. 2019). Employees across industries look for career
development opportunities, and the better the career development opportunities, the
easier it becomes for an organisation to retain employees and enhance job
satisfaction. Mentoring nurses leads to higher career development opportunities.
Mentors generally facilitate nurses with exposure to different career advancement
opportunities within the organisation and help them explore skills that can help to
increase their employability and suitability for higher positions. Further, mentors can
advise an individual with more specially personalised career paths, and help them
set goals to achieve those goals and objectives for faster career development
(Farkas et al. 2019). These factors lead to higher job satisfaction among nurses.
Contributing to the professional growth and well-being of the employees is the
utmost facet of improving organisational commitment, and higher organisational
commitment can ensure higher job satisfaction among nurses (Abdullah et al., 2020).

3.3.2 Improvement of the quality of service provided by healthcare
organisations through mentoring programs
As per Schwerdtle et al. (2017), enhancing the quality of service offered by
healthcare organisations through mentorship programs is a vital technique,
particularly in "Low and Middle-Income Countries (LMICs)" where the healthcare
staff encounters many obstacles. The unequal distribution of diseases in LMICs,

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together with a significant lack and uneven distribution of healthcare workers,
highlights the necessity for creative and original solutions. The current problems,
such as insufficient training, restricted growth prospects, and high patient-to-staff
ratios, are worsened by difficult socio-cultural-political-economic conditions.
"Human Resources for Health (HRH)" that are easily accessible, competent,
and responsive are commonly acknowledged as a crucial factor in determining the
health of a community. Boosting wellness in LMICs is mostly dependent on the
quality of treatment provided by medical professionals who are well trained. But the
problems these countries already confront are made worse by a global shortage of
healthcare workers, which is especially acute in areas with few resources. Rural
health personnel are marginalised within decentralised primary healthcare systems
due to traditional training concepts, which are generally centralised and didactic
(Magge et al. 2015).
As per Magge et al. (2015), mentorship can be considered as a versatile and
relationship based learning and mentoring technique that particularly handles the
quality of the care problems in the healthcare organisations. Mentorship generally
differs from the top-down compliance based supervision strategies as it depends on
mutual belief, respect and collaborative learning goals. Its main purpose is to
improve the professional and soft skills of both the mentors as well as the mentees,
thus developing an empowering teamwork (Ovalle et al., 2021).
The advantages of mentorship in LMICs are well demonstrated by the
enhancement of the quality of medical outcomes. This is in line with WHO's
suggestion that mentorship is crucial for maintaining excellent therapeutic results in
settings with limited resources. Effective mentoring is acknowledged as a

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“knowledge translation intervention”, and clinical mentorship is regarded as a very
effective training method in high-income nations (Abdullah et al. 2014).
Effective mentoring programs demonstrate distinct characteristics. Ensuring a
mentor is assigned to each institution, maintaining a suitable ratio of mentors to
mentees, and implementing an encouraging 'side by side' approach are essential
components. This approach enables mentors to collaborate with mentees throughout
the delivery of care, maximising educational prospects and offering valuable critique
(Schwerdtle et al. 2017). Effective mentorship necessitates thorough preparation and
thus includes possession of specialised knowledge within the relevant sector, having
relevant expertise and experience within the work domain (Gopee, 2015). Mentoring
also requires the possession of ability to communicate effectively and create
sustainable relationships with people.

Key aspects to
be reinforced
while improving
the quality of
healthcare
Teaching
quality

Curriculum

Research
and
development

Quality
improvement
initiatives

Physical
facilities
Leadership
commitment
and
stakeholders

Figure 3.3.2: Required factors for quality improvement within the healthcare

sector

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(Source: Self-created)
(Inspired from: educba.com, 2024)

The success and the effectiveness of the mentoring programs may be
improved due to the alignment of the duties, culture and discipline of mentors and
mentees. Therefore, the continual nature of the program and the limited difference
between the skills and the expertise among the mentors and the mentees act as the
major factors that assist in inferring good result. The efficiency of the intervention
that includes duration and number of sessions varies as per different situations
(Magge et al. 2015). The application of different models within the mentoring
sessions assists in improving the efficacy of the mentoring sessions.
As per Workneh et al. (2013), although the suitability of the mentorship for
specific health programs is still uncertain, there is data indicating the usefulness
within the domain of primary health care such as “Integrated Management of
Childhood Illness”, and “Maternal Child Health and HIV programs”. These
environments characterised by the diverse training and development opportunities
can assist from mentoring sessions that will help the expertise and the capabilities of
the healthcare practitioners.

3.3.3 Analysis of how healthcare organisations enable their target staff to have
time and opportunity for their professional development in response to higher
demands
As per, Price et al. (2017), Students who find the transition from formal
education to practical experience challenging believe that it requires careful
attention. Therefore, it is worth considering the establishment of "collaborative
transition support systems" that start in nursing school and carry on throughout the
first year of practice. These systems should aim to provide a permanent full-time

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position at the completion of the transition period. Both students and early-career
nurses expressed that their confidence in transitioning to new roles was influenced
by the duration of their orientation. They emphasised the importance of having
adequate preceptor and supernumerary training. These findings align with the
literature review, which indicates that orientations, when provided, are frequently
insufficient in length to enable nurses to develop the necessary confidence to
perform exceptionally in their positions.
"Early-career nurses", those who are still deciding the direction of their
careers, prioritise portability and may require continuing education assistance to
facilitate their career transfers between care units, various specialisations,
organisations, sectors, and regions. Doran et al. (2015) argued that similar to how
our society values continuous learning, novice nurses assess the worth of nursing as
a profession, partly based on the range of chances it offers for their career
advancement.

Governance and Finanacing Health workforce
Medical products and technologies Public health functions Health service delivery Community engagement

25
Figure 3.3.3: Process of healthcare sector to target staff for professional

development
(Source: Self-created)
(Inspired from: Feyissa et al., 2019)

Both learners and clinicians in the early stages of their careers agreed in the
focus groups that nurses in the middle to late stages of their careers are invaluable
resources for the "nursing profession" due to the wealth of information and
experiences they bring to the table. As a result of a well-organised program that
enabled mentorship operations, both the "early-career nurses" and the "students"
much appreciated the participation of nurses with experience. Their knowledge and
skills made the move into the job easier, and the nurses with experience were
acknowledged for that. Additionally, they were essential in clarifying the roles and
duties of the "nurses" on the "healthcare team". Furthermore, it would also function
as a kind of acknowledgment for the significance of experienced nurses in the middle
to late stages of their careers, in relation to the ongoing stability and long-term
viability of organisations. The elder nurses in the focus groups consistently
emphasised the necessity of acknowledging the significance of experience, stating
that it may contribute to organisational efforts to retain staff (Feyissa et al., 2019).
The "Canadian Institute for Health Information (CIHI)" identified the
preservation of experienced mid-career nurses as a prominent topic in a recent
analysis on the nursing workforce. The survey revealed a decrease of almost 10
percentage points in the proportion of licensed nurses aged 35 to 54 between 2006
and 2015 (Fleiszer, 2015). Consequently, this age group accounted for less than half
"(48.0%)" of the total number of regulated nurses in Canada in 2015. It highlighted
the significance of the decline in this particular group of nurses compared to the rest

26
of the nursing workforce. These experienced nurses, who are in the middle to late
stages of their careers, play a crucial role as the backbone of the nursing workforce.
They often work independently while also providing support to older monitored
nurses and mentoring fresh "regulated nurses" in the workforce.
In recent years, several effective retention programmes have been
introduced, including the "Late Career Nurse Initiative" in "Ontario", the "80/20 Late
Career Nurse Strategy in Nova Scotia", and seven retentions and recruiting
programmes in Alberta, all of which include changed work arrangements. These
programmes aimed to support older nurses in maintaining their roles by offering
them the chance to transition into retirement through options such as less "physically
demanding positions", "reduced hours" and "flexible working hours" with more
scheduling choices. Additionally, these programmes provided new opportunities for
older nurses to utilise their extensive experience, such as participating in formal
mentoring programmes.

3.3.4 Challenges health sector encounter while mentoring nurses for
organisational commitment
Setting a clear and realistic environment is the first step to overcome the
mentoring challenges for organisational commitment in the competitive marketplace.
As per the view of Choi & Yu (2022), preceptors of functioning are important to
maintain the quality reassurance of the nursing training programme within the
healthcare sector. Lack of communication and inappropriate approach of
communication can hamper the mentorship program in a negative manner. Sharing
expectations from the staff and feedback can help the healthcare sector to overcome
such challenges in an effective manner. Encouraging verbal and written
communication through digital media can help nursing professionals in participating

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in the mentorship programme of the healthcare sector effectively. As mentioned by
Rodríguez-Fernández et al. (2021), organisational commitment is a crucial factor in
terms of mentoring nurses within the healthcare sector appropriately. Not spending
enough time on a nursing mentorship program can affect the mentoring relationship.

New educational technologies
Transformation of health systems
Learning throughout life
Learning to promote and restore healthy lives
Individuals learning to live their own lives

Figure 3.3.4: Challenges of healthcare sector while mentoring nurses for

professional development
(Source: Self-created)
(Inspired from: Singh et al. 2020)

It can be stated that the lack of evaluation of programmes can impact
negatively for the mentorship programme in the competitive marketplace. As
suggested by Singh et al. (2020), occupational stress can demotivate nurses from
going to the mentorship programs after the completion of working hours. Lack of
engagement from the healthcare professionals can reduce the protector value of
mentorship programmes in the competitive marketplace. Failing to meet the
responsibilities can affect the standard of mentorship programmes in the dynamic
business environment (Chaudhary et al. 2023). It is inevitably important to fulfil the

28
quality of the mentorship programme and its standard procedures to enhance the
subjective value of mentorship over the course of time.

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Chapter 4: Analysis and Discussion

4.1 Introduction
Although the earlier chapter has shown that the installation of a mentoring
program is advantageous for enhancing nursing skills and attitudes, relatively few
researchers have dedicated themselves to investigating the influence of mentoring
functions on the work satisfaction and organisational commitment of new nurses.
Thus, this chapter will further provide and analyse all the data that has been
gathered and that leads to making the chapter to be more precise.

4.2 Findings and Analysis
As the main topic is about how mentoring is essential for improving the
commitments of both the health care organizations and their nurses towards each
other the themes were developed according to that. The first theme was developed
by understanding that organizations can only be dedicated towards their nurses by
proving them with job satisfaction by encouraging different effective mentoring
initiatives or programs. The second theme was developed relating to the first theme
by understanding that nurses can also be committed towards the healthcare
organizations by proving them with higher quality service in return. Nurses need time
within their busy schedule to seize the opportunity to improve their process of
professional development through engaging in mentoring programs arranged by their
respective healthcare organizations. Thus the final theme was developed by
considering the above statement and understanding how healthcare organizations
can help their nurses with the process.

30
4.2.1 Mentoring initiatives contribute to heightened job satisfaction
for nurses in the health and social care field
Furthermore, the study highlights the important influence of both lay and
professional nurses on shaping professional development, such as clinical care,
nursing, administration, and research. The fact that there is a focus on achieving
professional satisfaction and retention among nurses in the United States is
determined by several variables, including a shortage of nursing educators, age, and
the importance of guidance in nursing; the shortage of nurses is not addressed by
staffing (Waltzet al. 2020). Economic challenges have had a temporary impact on
scarcity; However, the combined impact of retiring older nurses and the departure of
dissatisfied staff calls for different strategies, and counselling emerges as an
appropriate strategy to solve the problem (Ihat.in, 2023).
The associated characteristics of the deficit are evident: inadequate medicine
affects learning, performance, and research, while medicine deficiency affects
practice. Nationwide data showing that the average age of nurses is increasing and
that nurses are expected to be the majority of the workforce in their 50s highlights
the critical need to explore different options to emphasise recruitment and retention
(Busby et al. 2022). The study highlights the fact that even though mentoring is not a
new concept in nursing practice, it requires more research on its outcomes and
effectiveness, especially in terms of increasing job satisfaction and intention to stay
in the workplace.
The relationship between a junior nurse (called a supervisor) and an
experienced nurse (called a mentor) is characterised by emotional commitment, and
duration, and is likely to be a reciprocal partnership This process, involves the

31
exchange of advice, knowledge, and support help enhance the reservist's career
development and affects the reservist's career. According to studies, mentoring is an
important factor in career development and job satisfaction (Moss, 2022). The study
also highlighted the fact that such dissatisfaction can be a contributing factor to
nurse departure in the field of social as well as its health care sector.
Moving beyond job satisfaction in light of the predicted need for nurses in
health education, the concept of job satisfaction is of utmost importance to examine
job satisfaction, defined as the satisfaction of a nurse feeling professionally about
intrinsic and extrinsic motivations may include broader feelings about choosing
nursing as a profession According to research findings, nurses who feel satisfied in
their work can has contributed greatly to the expansion of the nursing profession
(Cross et al. 2019). This finding highlights the importance of job satisfaction in nurse
retention.
It is becoming increasingly evident that counselling is a viable option not only
for addressing nursing shortages but also for providing an environment where nurses
are satisfied and happy in their work (Bryant et al. 2020). This is because the nursing
profession is currently facing many issues. In exploring the impact of mentoring on
job satisfaction and job retention, the study provides important insights that
healthcare organisations and policymakers working towards the goal of nurse
practitioners in health and social care work in improved job satisfaction can be used
for this profession.

4.2.2 Enhancement of healthcare organisations' job satisfaction through the
implementation of mentoring programs

32
Important strategies for improving overall service delivery include integrating
counselling programs into health care organisations Given that nursing is technical
and compassionate care, structured counselling efforts are needed for nurses. And
finally, it will lead to creating an environment where quality of service-promoting
training is one of many reasons why nurse counselling programs are so important.
These programs extend beyond the medical setting to provide a caring environment
(Coventry et al. 2021).

Resources and cost
effectiveness

Strong management systems
and culture of CQI

Trained and Supported staff Engaged and active service

users

Primary
Healthcare
services CQI

Figure 4.2: Improvement in service quality

(Source: Self-developed)
(Inspired from: McCalman et al. 2018)

Primary services such as providing proper resources to the employee in cost
effective manner can provide them assurance on developing stability in the job.
Furthermore, when they get support and mentorship from the supported and trained
staff they feel interested in accomplishing their task and responsibilities which

33
emphasise their job satisfaction in their profession. These programs provide new
nurses with personalised learning and a safe environment in which to discuss the
challenges of their profession. Increased and exposed to knowledge or skills, this
mentoring program provides official and informal exchanges of advice, assignments,
and support, which ultimately impact the reservist's career path (McCalman et al.
2018).
Implementing a mentoring program can significantly improve the retention and
job satisfaction levels of new nurses (Lee et al. 2020). The difficult transition from
nursing school to the professional workplace often creates feelings of uncertainty,
anxiety, and burnout for the nursing school graduate. Mentoring relationships create
a friendly, caring environment for mentors to ask for help, discuss issues, and
receive constructive criticism during interviews. Increasing counsellor job
satisfaction, increasing confidence in their career intentions, and reducing turnover
rates are all possible outcomes through counselling programs that seek to foster a
sense of they are on their own
New nurses starting their careers can take advantage of the opportunities
available by participating in nurse mentoring programs. Mentoring programs not only
improve clinical skills, critical thinking, and decision-making abilities but also
contribute to career development and professional networking prospects by sharing
their network networks and suggesting mentors to professional prospects mentors
make it possible for their mentees to have access to opportunities that would
otherwise be out of reach for them (Feyissa et al. 2019).
Healthcare organisations must provide nurse counselling programs with
defined goals, values, and expectations to create a successful program Ongoing

34
support, assessment, and feedback are essential to ensure that the program will be
more efficient and effective in the long run. The policies and procedures for the
mentoring program should be clearly defined, as well as clear guidelines and
expectations for mentors and mentees who adhere to the program (Hoover et al.
2020). Regular assessments should be made to identify strengths and opportunities
for improvement. This helps create a culture of constant improvement

4.2.3 Examination of how healthcare organisations facilitate job satisfaction
for professional growth in response to increased demands
The healthcare delivery landscape has changed dramatically, requiring
physicians and other medical professionals to work closely together to achieve
beneficial outcomes for their patients A multifaceted healthcare system,
characterised by the number of comorbidities an increasing and the need for
specialised treatment emphasises the need for a collaborative approach The
importance is emphasised by this collaborative model, which goes beyond the notion
of individual professionals working in isolation.
The narrative that they are talking about highlights the values ​​and concepts
that are important for successful collaboration in the healthcare industry (Ko et al.
2020). It recognizes the critical role of teamwork in building patient-centred
healthcare. Through a culture of shared values ​​and beliefs among healthcare
professionals, the ultimate goal is to put the patient at the centre of care delivery.

35

Governance
Govern for quality
Create shared vision,
manage, regulate,
strengthen accountability
and learn
Foundations

Platforms
Redesign service
delivery
Reorganise services to
maximise health
outcomes
Foundation

Workforce
Transform health
workforce
Strengthen pre-service
education, support work
environment
Foundation

Population
Ignite demand for
quality
Share information on
quality, develop active
patients
Foundation

Figure 4.3: Time allocation and opportunities

(Source: Self-developed)
(Inspired from: Thelancet.com, 2023)

Healthcare providers need parallel developments to keep pace with
healthcare progress, with greater emphasis on a patient-centred collaborative
approach healthcare delivery centred on building patients in 2010 confirms the
widespread recognition that successful management is an important tool
(Thelancet.com, 2023). This fact emphasises the need for more research to identify
the most effective strategies to accomplish this goal, which will then make it possible
to evaluate models of team-based care Quality, and education to facilitate productive
cooperation, this joint effort aims to build consensus to emphasise core concepts
and values (Goyet et al. 2019).
On the other hand, an acceptance of shared responsibility without a
foundation of high levels of cooperation can jeopardise patient safety. One of the

Learning and Improvement

Quality impacts Process of Care

36
issues discussed in the article is the lack of communication between healthcare
professionals, patients, and carers. This lack of communication can lead to legal
litigation and medical malpractice. The fact that it highlights the potential benefits of
shared work with responsibilities also highlights the importance of deliberate team
management to minimise risk and manage costs The discussion illuminates the
critical role of pragmatic skills in mitigating the impact of these challenges and
enhancing patient safety (Clavel et al. 2019).
After turning to examining the time management strategies of health
professionals, the article mines the critical role of time in medical education and
service delivery with the understanding that time management is essential to health
of higher order for, Improved discontinued. This study aimed to examine scheduling
practices among healthcare professionals working in public hospitals and the
variables that affect such practices (De Bruin et al. 2021).
In conclusion, a rigorous analysis of the studies shows that successful
collaboration and time management in healthcare are inextricably linked. When it
comes to managing today's complex healthcare system, maintaining patient safety,
and promoting a patient-centred approach, effective collaboration emerges as a key
priority. At the same time in 2012, evaluating health professional time management
practices highlighted the importance of resource efficiency for increasing productivity
and reducing burnout.

4.3 Discussion
The discussion goes into two important aspects of healthcare – efficiency and
time management. Each of these elements is intimately linked to the overall
effectiveness of health care, and the book digs into each one. Commitment to

37
providing high-quality patient-centred care through a collaborative approach, time
management, and continuous improvement emerges as an underlying theme. To
begin with, the book highlights the changes in healthcare delivery, which require
better collaboration due to the rise in comorbidities and focus on specialty medicine
(Bota et al. 2021). This changing environment underscores the importance which
needs to emphasising the parallel development of health professionals
The topic of discussion then moves to challenges related to health care
delivery, ie. the threat of shared responsibility not based on high levels of
performance or Failure of health professionals, patients, and carers to communicate
effectively with each other. In addition to the importance of having select groups of
health professionals in defining teams, responsibilities, and successful team
characteristics, the article highlights the need for more research to determine more
effective strategies than any emphasis on team-based care delivery (Feyissa et al.
2019).
Time management strategies used by health professionals are the subject of
the second part of the book. In particular, it recognizes the critical role of time in
healthcare facilities and highlights the fact that time wasted by doctors is time not
given to patients, which affects the quality of care The study aims to explore time
management internal behaviours and factors affecting them, which are influenced by
the organisational culture and the leaders among the styles of leadership factors that
has been described from the mentorship program (Hoover et al. 2020).
A large portion of the literature is devoted to a discussion of the impact of
mentoring programs on nurses' levels of job satisfaction. It sheds light on the
relationship between junior and experienced nurses, characterised by emotional

38
commitment and mutual trust in clinical care, nursing, administration, and research, it
is to determine whether a relationship between counselling and higher feelings of job
satisfaction and commitment or stay in nursing [Refer to appendix 7]. The objectives
of the study are implemented.
According to the study, mentoring has been identified as an important factor in
career development and job satisfaction. This helps address dissatisfaction that can
be a factor in nurse turnover. The study highlights the need for more research on the
impact and effectiveness of mentoring programs, especially about the factors that
contribute to job satisfaction and retention. The Mariani Nursing Career Satisfaction
Scale (MNCSS) was found to be an instrument to assess the level of satisfaction
nurses have with their chosen career path (Ko et al. 2020). [Refer to Appendix 6]
In addition to this, the paper examines standardised counselling programs
conducted in clinical settings. It highlights the value these programs provide to newly
licensed nurses in professional development, care coordination, and psychological
support. It distinguishes between responsibilities for career development and
psychological support in mentoring and acknowledges the impact on the individual
and professional levels of the relationship (Goyet et al. 2019).

4.4 Summary
From the above chapter, it can be summarised that by giving proper training
to mentors, and ensuring that the intervention is carried out with the maximum
amount of intensity possible given the available resources. Therefore, the next
chapter will give a conclusion and recommend some of the strategies that will help to
improve as well as mitigate the issues that have been analysed in this research.

39

Chapter 5: Conclusion

5.1 Introduction
As the article concludes, it considers the many facets that surround the
practical applications of mentoring in the fields of social care and health. The
analysis highlights the crucial role that mentoring plays in upholding attendants'
hierarchical obligations as it moves through the field's explosive growth (King et al.,
2021). By means of a meticulous evaluation of authentic guidelines and modern
ideal models, the conclusion captures the important significance of mentoring
techniques. The main goal is to clarify the obvious benefits and ground-breaking
possibilities that mentoring offers, demonstrating its critical importance in enhancing
hierarchical devotions and fortifying the foundation of greatness in environments
related to health and social consideration.

5.2 Link with Objectives
In the complicated setting of expert improvement notwithstanding expanding
assumptions, the conversation gets back to the essential objective: analysing the
manners by which medical care associations support worker development. The
significance of mentorship as a fundamental device for defeating impediments
congenital in the steadily changing medical services climate is at the focal point of
this examination (Mlambo, Silén & McGrath, 2021). The interaction between a
mentor and a trainee becomes excessively significant as one enters the complex
field of training their subordinates. The foundation for the effectiveness and success
of healthcare institutions' mentorship programs is this focal connection's fundamental
structure (Fragkos, Makrykosta & Frangos, 2020). This relationship's cooperative

40
nature goes into the traditional standards to shape a collaboration in which prepared
people of the organisation guide imminent mentees through the numerous subtleties
of medical care practice.
The core of the assessment lines up with the essential objectives that medical
services associations have collected, enlightening the mind boggling trap of
practices, arrangements, and structures intended to amplify the ground-breaking
force of mentorship (Feyissa, Balabanova & Woldie, 2019). As the medical care
industry continues changing ceaselessly, coaching turns into an essential strategy as
well as a teammate. It gives a directing light, backing, and sustenance for labourers
arranging the complexities and tensions of present day medical care conditions
(Tuomikoski et al., 2020). It becomes very absolute how mentoring and the goals of
the organisation cooperate with each other. Medical care associations shift their
concentration to making an environment that upholds proficient development and
advancement by accentuating the significance of mentorship (Oddone Paolucci et
al., 2021). Moreover, the significance of the guide and trainee relationship features
that it is essential to create and collaborate with these connections to give medical
services experts the apparatuses they need to effectively explore, improve, and
flourish despite the valuable chances and difficulties presented by the changing
medical care processes.

5.3 Recommendations

Key Interest in Mentorship Projects:
Make a case for healthcare organisations to make a deliberate investment in
comprehensive mentorship programs. Recognize mentorship as an impetus for
encouraging position fulfilment, advancing constant expert turn of events, and raising

41
the general nature of medical care administrations (Graf et al., 2020). By dispensing
assets and regard for organised mentorship drives, associations can develop a
labour force that isn't just capable of specialised abilities but additionally puts
resources into the drawn-out progress and development of the medical services
area.

Acknowledgement and Contribution of Experienced Medical Caretakers:
Recommend that organisations give recognition to experienced nurses and
actively involve them in mentorship programs. Outfit the abundance of information
and skill moved by old pros to make a hearty mentorship system (Lee & Yoon,
2021). Stress the positive effect of experienced medical caretakers in sustaining a
steady workplace and working with the consistent exchange of information to the
upcoming age of medical care specialists. This approach not only improves the
expert experience of the two tutors and mentees but also adds to the general
versatility and flexibility of the medical care labour force.

Integration into Systems of Support for Transition:
Empower the reconciliation of mentorship programs into cooperative progress
and emotionally supportive networks. Provide trainee nurses with a smooth transition
from educational to practical healthcare settings. By installing mentorship into far
reaching support structures, associations can improve labour force steadiness and
encourage a culture of nonstop learning (Miles & Scott, 2019). This all-
encompassing methodology guarantees that amateur medical care experts adapt to
their jobs all the more as well as contribute seriously to the powerful scene of
medical services administrations.

42

5.4 Future Scope
Within the horizon of creating clinical consideration guidelines, the future
degree spreads out with specific streets that warrant examination, drawing from
fundamental encounters as of late analysis.

Long stretch Impact Examination:
Proposing advancement for future investigation focuses on the essential to
dive into the kept up, the long stretch impact of mentorship on clinical overseers'
liability inside clinical benefits affiliations (Cross et al., 2019). The location invites
comprehensive investigations that go beyond immediate results and necessitate
evaluations of the mentorship program's sufficiency in the face of stretched
temporary skylines (King et al., 2021). Such endeavours would illuminate the
continuing effect and trademark worth of mentorship in supporting resolute legitimate
dedication among clinical specialists.

Close to Examinations across Clinical Consideration Settings:
Proposing close to examinations typifies a mission for greater getting a handle
on, and transcending specific clinical benefits conditions. The call resonates for
careful evaluations across arranged clinical benefits settings and locale, significance
to reveal encounters in the adaptability, feasibility, and generalizability of mentorship
programs (Cross et al., 2019). Such relative assessments would propel the
discussion, giving nuanced perspectives on the significant differences influencing
mentorship components and results across moved clinical consideration scenes.
In organising these future examinations, the horizon appears to be prepared
with opportunities to develop, refine, and broaden how it could decipher mentorship's

43
assorted impact inside the expansive area of clinical benefits, planning for taught,
fundamental movements grounded in observational verification.

5.5 Summary
In summary, mentorship programs emerge as huge assets in dealing with
chaperons' challenges, changing reliably with progressive objectives of obligation,
work satisfaction, and quality clinical consideration research plans. The mix of
mentorship changes firmly with the fundamental objective, portraying it as a
fundamental instrument capable of keeping an eye on novel solicitations within the
rapid creation of the clinical considerate scene.

44

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58

Appendix One: Search Strategy

1.1 Search Terms and Searches
The main terms that were searched are as follows-
● Mentorship in Nursing
● Impact of Mentorship
● Quality of service in healthcare
● Work satisfaction
● Professional Development for Nurses
● Nurse performance

SEARCHES

“Mentorship in Nursing” OR “IMPACT OF MENTORSHIP” OR “QUALITY OF
SERVICE IN HEALTHCARE” AND “WORK SATISFACTION” OR “NURSE
PERFORMANCE”

“Mentorship in Nursing” OR “IMPACT OF MENTORSHIP” AND “Professional
Development for Nurses”

Challenges of mentorship and the prospect of the organisational commitment within
the context of healthcare sector in the competitive marketplace

Table 1.1: Analysis of Searches

59

1.2 Analysis of Inclusion and Exclusion Criteria

Criteria for Inclusion Criteria For Exclusion

Published in English language Published in any other language except

English

Abstract available in English Abstract is not present in English

Peer-reviewed Journals and Articles Articles that are not peer-reviewed

From the year 2013 Published before 2013

Articles focused on Mentorship in Nursing Articles with no emphasis on Mentorship

in Nursing

Articles focused on relationship between
mentoring and Quality of service in
healthcare

Articles failing to establish the relationship
between mentoring and Quality of service
in healthcare

Articles focused on Professional
development opportunities provided and
increased commitment towards
organisations

Articles not focused upon Professional
development opportunities provided and
increased commitment towards
organisations

Articles that are available in English
language, free and can be viewed in PDF

Articles that are unavailable in English
language, paid and restricted when it

60

format or have the option to download in
the database for further development of
study

comes to viewing in PDF format or cannot
be transmitted to personal computer for
further studies

Table 1.2: Analysis of Inclusion and Exclusion Criteria

1.3 Analysis of Databases used

Database Rationale for Use

PubMed PubMed provides a large collection of peer reviewed articles covering
most aspects of health care. The use of PubMed ensured that the
findings on mentorship in nursing were evidence-based, thereby
making the research findings more credible and applicable, in order to
inform the best practices in a nursing mentorship program.

CINAHL CINAHL played an important role in nursing research related to
mentorship because it provided full access to specialised literature. It
encompasses nursing practices, confirms evidence based wisdom,
peer-reviewed articles and pertinent resources that are essential to
understanding and improving mentorship in nursing.

Emerald
Insight

Emerald Insight provides peer-reviewed articles and large databases
with respect to health care. By use in nursing research mentorship, it
ensures availability to reliable and current information thereby
improving the substantiation of findings and making them pertinent to

61

nursing mentorship practices.

Academic
Search
Complete

A database that contains huge number of data regarding impact of
mentorship in nursing

ProQuest A collection of comprehensive articles focused on healthcare and

mentorship

Google
Scholar

It provides an extensive source of databases which are free and can be
viewed in PDF format for further studies. It is free, familiar and relatively
easy to use in order to acquire information regarding the dissertation
topic. It has supported the overall study and helped in concluding the
research in an appropriate manner.

Table 1.3 Analysis of database

62

1.4 Analysis of Database Hits Generated

Search
One:

Database Hits Duplicate
Hits

Total
number of
abstracts
screened

Abstract
meets
criteria

PubMed 120 5 115 54
CINAHL 360 350 17 5
Emerald 230 50 180 43
Academic
Search
Complete
Not
employed

0 0 0

TOTAL 710 355 305 102

Search
Two:

Database Hits Duplicate
Hits

Total
number of
abstracts
screened

Abstract
meets
criteria

CINAHL 150 20 130 0
PubMed 250 24 226 35

63

Emerald 120 10 110 13

Academic
Search
Complete

150 25 125 12

TOTAL 670 79 591 60

Search
Three:

Database Hits Duplicate
Hits

Total
number of
abstracts
screened

Abstract
meets
criteria

PubMed 50 29 21 3

Table 1.4: Database Hits

64

Appendix Two: Data Extraction and Analysis

2.1 Analysis of Data Summary Sheets

Author
Name

Title of
the
Paper

Type
of
Literat
ure
Methods
of
Research

Main Findings Critical
Appraisal

Ethical
Conce
rns
Level

Coventr
y, T. &
Hays,
A.M.,
(2021)

“Nurse
manage
rs’
percepti
ons of
mentorin
g in the
multigen
erational
workpla
ce: a
qualitati
ve
descripti
ve

Qualita
tive
(Intervi
ew)

“Single
stage
qualitative
descriptive
research
design”

This study
contributes to the
modern view of
mentoring in a
multigenerational
healthcare
workforce. NMs
identified
intergenerational
mentoring as a
key practice and
critical approach
to investing in
nurses to achieve
the organisational

Further, the
study highlights
the importance
of
intergenerationa
l mentoring
within a
multigenerationa
l health care
workforce and
how it can be so
key to driving
quality patient-
centred care in
a healthcare
No
ethical
issues
were
observ
ed

Level
7

65

study” objectives of
quality patient-
centred care.
With the help of
these programs,
organisations can
uphold their
commitment to
the well-being of
the employees,
and it has a far-
reaching impact
on job
satisfaction.
According to the
views of the
authors, the
relationship
between mentor-
mentee and
learners is crucial
to enhance the
quality and
effectiveness of
the mentorship

institution. A
positive view on
mentoring by
Nurse Managers
(NMs) shows
the efficacy of
mentoring to the
promotion of
best practices or
the
improvement of
team cohesion.
However,
although the
results
underscore the
importance that
NMs attach to
mentoring, it is
important to
highlight
possible bias or
limitations in the
methods used in
the study.

66

programs.
Effective
mentoring can
help expand
professional
networks, career
development,
higher
competencies in
problem-solving,
and increase
confidence. If
employees are
satisfied with their
jobs and they are
provided with
guidance and
development
opportunities,
they are more
likely to perform
better. Nurses,
with higher skills
and performance
can ensure

Subsequent
studies may
look at concrete
results or
quantifiable
effects of
intergenerationa
l mentoring on
patient care
quality to make
sure they have a
full picture of the
long term
possibilities and
difficulties of this
practice. This
article has
provided an
overall outlook
of the nursing
environment
along with the
healthcare
sector. It can be
stated that the

67

effective
healthcare
delivery and
outcomes, which
will eventually
enhance
organisational
performance.
The outcomes of
this study indicate
that the NMs
perceive
mentoring as a
meaningful
practice. There
was clearly
promotion of best
practice patient
care and positive
relationships
among teams of
staff. It helps in
understanding the
importance of
mentoring in the

“conceptualising
mentoring”,
“adding value”,
“influences and
support
mechanisms”,
and “workforce
investment” are
some of the
important
factors that have
come forward as
a result of this
article.
On the other
hand, the
empirical model
has helped in
interconnecting
the social and
health care
educators in an
appropriate
manner. The
connections

68

nursing program
and the
professional
development
process within the
healthcare
context. It can
help in engaging
nursing
professionals and
mentors for the
further
development of
organisation over
the course of
time. Therefore,
focusing on
individual goals
and feedback
along with the
progression value
is important to
build effective
skills of nurses in
the dynamic

between these
two segments
have helped in
understanding
the importance
of mentorship
within the
context of the
healthcare
sector. Thus, it
can be stated
that the
collaborative
learning and
competence
have supported
the
organisational
value and its
performative
aspect of nurses
within the fast-
paced working
environment of
healthcare

69

business
environment.

sector.

McCalm
an, J.,
Bailie,
R.,
Bainbrid
ge, R.,
McPhail-
Bell, K.,
Percival,
N.,
Askew,
D.,
Fagan,
R. &
Tsey,
K.,

“Continu
ous
Quality
Improve
ment
and
Compre
hensive
Primary
Health
Care: A
Systems
Framew
ork to
Improve
Service
Secon
dary
qualitat
ive

Data
analysis
using CQI
Model

Most of the
necessary
conditions for use
of CQI to
strengthen
comprehensive
Indigenous
primary health
care are present
in Australia. In
some of the
Australian states
and territories,
there are
supportive
policies and

The
Australian
situation reveals
favourable
circumstances
for implementing
Continuous
Quality
Improvement
CQI in
Indigenous
primary health
care. Supportive
policies, strong
physical
infrastructure,

NA Level
1

70

(2018) Quality
and
Health
Outcom
es“

opportunities in
health care and
reform; CQI
workforce,
technical support
and data
infrastructures;
and activity at
local health
centre level.
Policies that
support
improvements on
the quality of
clinical care can
be promoted by
the support for
the vertical
integration of
CQI, in the
linkages between
primary health-
care services,
governments and
community

and community
health center
efforts indicate
preparedness.
Since vertical
integration
between health
services,
governments
and
communities is
highlighted,
horizontal
integration with
other sectors of
addressing
more
comprehensive
determinants of
Indigenous
health is still
crucial. The
national CQI
framework
highlights areas

71

members and the
horizontal
integration by
linking and
advocating with
other sectors to
enhance the
social and cultural
determinants of
Indigenous
health. The
national CQI
framework for
Indigenous
Australian
primary health
care offers a
possibility to look
at the points
where
intervention can
be made to
increase the
effectiveness and
efficiency of

of potential
intervention in
order to
optimise
government
health
investments.
The systematic
outcome of the
framework and
the facilitating
strategies are
appreciation
worthy which
have enhanced
the quality of the
article. Vertical
CQI process
and improving
the linkage with
government and
community
members have
provided a
broader outlook

72

current
government
investments in
health. This
article focuses on
the continuous
quality
improvement
process of
mentorship for
the further
professional
development of
healthcare
professionals.
Integration of
vertically
integrated
prospects is
required to
maintain the
quality
management
aspect over the
course of time.

of the nursing
community in
the competitive
marketplace.
The authors
perceived that
“Midwives and
Allied Health
Professionals”
(NMAHPs) are
often a complex
and challenging
profession in the
contemporary
healthcare
setting. It is
common that
NMAHPs may
not be able to
acquire training
and support
from “The
National
Institute for
Health

73

Facilitating
evidence can
improve the
progression value
of the mentorship
programme within
the organisational
context in an
effective manner.
As commented by
leadership and
knowledge
sharing approach
can impact the
organisational
commitment
within the nursing
environment in an
appropriate
manner. Conflict
between the
competing
demand of
providing patient
care and being a

Research”
(NIHR) at “point-
of-care delivery”
In this situation,
mentorship
comes in handy
and provides
enough support
to nurses to
make informed
decisions and
navigate the
complex
situations. The
need for
improvement in
organisational
communications
on professional
development
requirements
was identified.
To guarantee
consistency in
practice norms,

74

mentor is a major
challenge that the
healthcare sector
encounters during
the mentorship
programme.
Necessary
assessment
documentation
and the
progression value
can enhance the
standardisation
value of
mentorship
programmes and
help nursing
professionals to
commit for the
organisation
effectively.
Therefore,
maintaining a
regular mentor
programme and

it is necessary
to provide
education and
continuing
communications
concerning
professional
development
options and
demands for all
nursing
designations. It
was
acknowledged
that in order to
effectively
encourage
collaborative
cooperation, it is
necessary to
regularly give
"intra-
professional
training and
education

75

updating the
nursing
professionals for
the career
development can
increase the
effectiveness of
mentorship
programmes.

sessions".

Lee, K.,
Mileski,
M.,
Fohn, J.,
Frye, L.
&
Brooks,
L.,
(2020)

“Facilitat
ors and
Barriers
Surroun
ding the
Role of
Administ
ration in
Employe
e Job
Satisfact
ion in
Long-
Term
Care
Facilities
Qualita
tive

Systematic
Review

This study has
identified key
elements to
establish in order
to promote
associates.
Satisfaction.
Establishing a
single largest
facilitator was the
most crucial
enabler of
associate
satisfaction.
Empowering and

The study
emphasises
supportive
leadership as
the key for
associate
satisfaction,
highlighting the
importance of
empowering
employees and
creating positive
relationships.
On the other
hand, a
condescending

NA Level
1

76

: A
Systema
tic
Review”

developing
employees and
establishing
positive
relationships
come second to
supportive
leadership.
organisational
values and
support
mechanisms.
From the
opposite
perspective,
administrators
and managers
with a
condescension
management
style, high work
demands,
neglecting
issues related to

management
style, too much
work pressure
and disregard of
work-life
balance
heighten
dissatisfaction.
This points to
the crucial role
of leadership in
determining
organisational
culture and the
well-being of
employees.
Effective
planning and
strategies have
been evaluated
thoroughly in
this article in
terms of AI
application
within the

77

the work-life
balance, or the
employees’ self-
care, and not
offering proper
training to staff on
how best to
taking care of the
medically
complicated
clients causes
their associates
to become
unhappy. This
article has
focused on the
application of AI
within the context
of the healthcare
industry. It
suggests that
appropriate
implication of AI
can improve the
mentorship

healthcare
sector.
Transformation
of AI technology
and the entire
service
procedure can
improve the
technological
integration
programme
providing
benefits over the
course of time.

78

programme along
with the
proficiency of
work procedures
in an appropriate
manner.
Managerial
activities and the
progression value
of healthcare
professionals can
be improved
based on the
advanced
technology and AI
application.
Mentorship
programs can
help in shaping
the work ethics
and performative
value of
healthcare
professionals
over the course of

79

time. The
opportunity of a
mentorship
program can
support the
psychological
development of a
healthcare staff
along with
professional
development.

Feyissa,
G.T.,
Balaban
ova, D.
&
Woldie,
M.,
(2019)

“How
Effective
are
Mentorin
g
Program
s for
Improvin
g Health
Worker
Compet
ence
and
Institutio

Quantit
ative

Systematic
review

The results of the
research
suggested that
mentorship
programs that
were followed by
didactic training
proved to be
more effective as
opposed to
mentorship
programs alone.
Origins of
suboptimal

The research
highlights the
superior
effectiveness of
the combination
of a mentorship
program with
didactic training
as opposed to a
standalone
mentorship
program. Major
sources of
mediocre

NA Level
1

80

nal
Perform
ance in
Africa?
A
Systema
tic
Review
of
Quantita
tive
Evidenc
e”

healthcare
practices are
usually located
among low
competence of
health workers
and lack of
management
support. Almost
all of the studies
presented in this
review revealed
positive impacts
on one or multiple
outcomes,
including all
available
outcomes of
interest, such as
health
professional
knowledge and
skills
performance and
facility

healthcare
practices have
largely been
identified as
insufficient
training and
monitoring from
the
management
side.
Consistently, the
reviewed
studies pointed
to positive
results in critical
areas including
health worker
competency as
well as facility
performance,
underlining the
diverse
advantages of
integrated
educational

81

performance. It
has focused on
the effectiveness
of nursing
mentorship and
its benefits in the
healthcare sector.
It has been
suggested that
innovative
mentorship
programmes can
encourage nurses
and healthcare
professionals to
engage within the
programme in an
effective manner.
Instructional
programmes and
the performative
value can support
professional
development over
the course of

strategies. The
critical appraisal
can be focused
on the clinical
management
aspect along
with the
performative
value of the AI
application. It
can be stated
that the
mentoring can
enhance the
laboratory
accreditation
scores for
nursing staff in
an effective
manner.
Embedded
mentoring and
the tracking
report are part
of a quality

82

time. mentorship
programme that
can support
continuous
growth of
nurses.

Hoover,
J.,
Koon,
A.D.,
Rosser,
E.N. &
Rao,
K.D.,
(2020)

“Mentori
ng the
working
nurse: a
scoping
review”

Qualita
tive

Scoping
Review

The result
showed that
mentoring
programs were
developed to
bolster clinical
care , support
evidence-based
practice, support
the retention of
nurses , support
new graduate
nurses , and
develop nurse
leaders . Given
the articles with
adequate data,
they usually
reported on small

The findings
highlighted the
multidimensiona
l benefits of
professional
mentoring
programs in
clinical care,
evidence-based
practice, nurse
retention, and
leadership
development.
However, it is
more focused
on small-scale
interventions in
single facilities.
This limited the

NA Level
1

83

programs in a
single facility, with
at most ten
mentors, less
than 50 mentees,
meeting at least
monthly and
continuing
engagement for
at least one year.
More than half of
the studies
described
programs
primarily centred
on clinical skill
acquisition, but
many defined
non-clinical
professional
development
activities.
Mentoring
programs can
support the skill

generalizability
of the final
result. While
there is much
focus on clinical
skill
development,
the addition of
non-clinical
professional
development
implies wider
goals. However,
with the focus
on small
cohorts,
scalability and
broader
implementation
challenges need
to be investigate
in the future.
Transparent and
translatable
approach of

84

enhancement
prospect of
nursing
individuals and
guide in terms of
career
development. In-
service mentoring
can increase the
proficiency of the
mentorship within
the healthcare
sector over the
course of time. It
has been
identified that
low- and middle-
class income
countries can be
benefitted from
mentorship of
nurses over the
course of time.

leadership can
encourage
professionals for
further
development of
the
progressional
development in
the competitive
marketplace.
Flexibility and
comprehension
of this research
article has
supported its
performative
value on a
broader aspect.
Healthcare
systems can be
benefited by
analysing the
key features of
the monitoring
program

85

effectively.

Ko, C.H.
& Chou,
C.M.,
(2020)

“Apply
the
SERVQ
UAL
Instrume
nt to
Measure
Service
Quality
for the
Adaptati
on of
ICT
Technol
ogies: A
Case
Study of
Nursing
Homes
in
Taiwan”

Quantit
ative
data
throug
h
SERV
QUAL
Questi
onnair
es

Descriptive
Statistics

The SERVQUAL
gap was
comprehensively
looked at from the
overall
dissatisfaction of
all residents.
scores, IPA and
statistical
significance. The
recommendations
made were
accordingly on
handling
Quadrant II of the
IPA matrix
perceptions.
Under these
criteria, attributes
were considered
important by the
residents. did not
consider the
performance

The thorough
SERVQUAL gap
analysis
revealed poor
performance
among residents
centring on
Quadrant II
perceptions.
Although some
attributes were
considered by
residents to be
more important
than the others,
performance
was considered
unsatisfactory.
While the
recommendatio
n for an E-
Health system
may be seen as
a potential

No
ethical
issues
were
observ
ed

Level
6

86

adequate for their
needs. E-Health
system should be
implemented to
enhance quality
of services in
nursing homes.
This research
article suggests
that the
adaptation of
technology can
enhance the
progression value
of the mentorship
within the
healthcare sector
over the course of
time. “Pre-
implementation
analysis”
combining the
“SERVQUAL
questionnaire”
and importance

direction to
improve the
quality of
nursing home
services, it
remains
necessary to
investigate
further
implications and
feasibility.
Interaction
quality along
with
implementation
of the
SERVQUAL
model has
improved the
quality of this
article. It can be
stated that the
utilisation of
problems has
been well-

87

“performance
analysis” have
supported the
performative
value of this
research article in
an effective
manner.

maintained to
support the
credibility of
mentorship
programmes for
nurses.
Attitudes,
motivation, and
expectations of
the healthcare
sector have
played a
significant role
in concluding
this article.

Goyet,
S.,
Broch-
Alvarez,
V. &
Becker,
C.,
(2019)

“Quality
improve
ment in
maternal
and
newborn
healthca
re:
lessons

Qualita
tive

Thematic
analysis

Most of the
methodologies
used in GIZ-
supported
programmes,
intended for
improvement of
MCH quality,
actually focus on

Programmes
that are GIZ-
supported
mainly focus on
improvement of
the environment
and clinical
descriptiveness
for MCH quality

NA Level
1

88

from
program
mes
supporte
d by the
German
develop
ment
organisa
tion in
Africa
and
Asia”

improving the
systems’
environment that
enables delivery
of a good quality
of care and to
enhance clinical
performance
among health
service providers.
Quality
management and
economic
cooperation value
has been
supported to
maintain the
progressional
value of the
mentorship
programme within
the healthcare
sector.
Programme
documents have

enhancement.
Although
systemic
interventions are
important, their
influence on
patient results
can sometimes
be indirect. On
the one hand,
overemphasis
on system
improvement
might
overshadow
individualised
care needs of
patients,
possibly not
paying due
attention to
holistic quality
enhancement at
the level of
patient-provider

89

suggested that
the facility quality
can improve the
mentorship
approach over
the course of
time. It suggests
that systematic
documentation
approach along
with the program
value can
improve
mentorship
programmes
within the
healthcare sector.
It can be stated
that nursing is a
demanding
profession, thus
providing a
healthy work-life
balance to the
nursing

relationship.
Quality
improvement
strategy has
supported the
progression
value by
rationalising the
programming
decision in an
effective
manner.
Systematic
implementation
has facilitated
the
improvement
approach based
on cost-
effectiveness
prospects in the
competitive
marketplace.
Progression
quality and the

90

professionals is
important. It can
encourage
nursing
professionals to
participate in the
mentorship
program for
organisational
commitment.
Thus, scheduling
the overall
mentorship
program based
on the work
process and
commitment
value of individual
nursing
professionals can
improve the
mentorship
programme over
the course of
time.

programmatic
decision are
important to
foster an
effective
mentorship
program.

91

2.3 Analysis of Hierarchy of Nursing Evidence

Figure 2.3: Hierarchy of Nursing Evidence

2.4 Analysis of stages of Thematic Analysis

92

Figure 2.4: Analysis of stages of Thematic Analysis

93

Appendix 3: Mentoring

Skill development
Professional growth
Knowledge sharing
Empathy
better patient care
Leadership development

(Source: Self-created)

Mentorship is extremely essential in nursing since nursing is a complicated sphere
and requires different skills like critical thinking, strategic decision development as
well as compassionate care. Mentoring develops an environment to nurture such
feelings. Furthermore, it provides opportunities for consistent learning and
development. It aids in the transfer of knowledge from the experienced to the less
experienced nurses and develops empathy through which better understanding is
made possible. It also improves patient care through talent and skill development
leading to the nurturing of future leaders.

Appendix 4: PICO tool

94

P= participants/population

I= intervention/indication

C= comparator/control

O= Outcome

(Source: Self-

created)

In the sphere of nursing, the PICO framework is used for developing clinical
questions and guiding evidence-oriented activities. In the sphere of nursing, this
framework is extremely useful since it aids in structuring the inquiries as well as
interventions in an effective manner. P aids in recognising the population of nurses
that will gain advantage from monitoring. I aid in understanding the type of
monitoring intervention that can be impacted for overall success. C helps in
assessing the alternate approaches to mentoring and comparing different models.
Finally, O helps in evaluating the effectiveness of monitoring viewed in the nursing
domain

Appendix 5: “Cochrane Risk of Bias”

95
(Source: https://community.cochrane.org/news/status-and-expectations-
implementation-risk-bias-2-cochrane-intervention-reviews)
While delving into evidence-oriented practice in the area of nursing, CRB is am
essential tool that aids in understanding the quality as well as reliability of research
studies, especially systematic reviews and metal evaluations. Through this, the
internal validity can be properly understood and probable biases are also analysed
that could impact the outcomes and conclusions gained from the results. The
different types of biases recognised include selection bias performance bias,
detection bias, attrition bias, reporting bias and others. It helps in developing
informed decisions for better patient outcomes. It also promotes evidence-oriented
practices so that systematic understanding of bias can be done.

Appendix 6: “The Mariani Nursing Career Satisfaction Scale”

96

Measures RN career
betterment
Simple and effective
Valid and relevant
Undimensional
versatile and improvement-
oriented

(Source: Self-created)

The “Mariani Nursing Career satisfaction scale” is a tool that has been developed to
measure the satisfaction level present in nurses in their career. It aids in
understanding the impact of monitoring on nurses and their personal feelings
associated with their careers. It is a “semantic differential scale” involving 16 pairs of
opposite adjectives. These aid in describing feelings on nursing careers. The
benefits of the same include that this scale provides effective and valuable insights
into career satisfaction of nurses. Furthermore, evaluation of intervention can also be
carried out through the same. It also aids in administration and score for nurses and
their feelings and this makes it effectively accessible in different clinical settings.

Appendix 7: Benefits of mentoring on Nursing

97

Better patient
safety

improved care
quality

Streamlined
effectivenes
s

Data-based
decision
development

benefits of
Monitoring

(Source: Self-created)

There are different benefits of monitoring, it aids in monitoring essential signs and
medications to improve patient safety. It also ensures better care and alerts nurses
to improve the quality. Through monitoring, efficiency is also increased and the work
is streamlined. Finally, it aids in developing better decisions to enhance care
protocols and lead to consistent improvement in the nursing sphere, making it an
urgent requirement.