1. Today’s workforce is moving from loyalty and long-term commitment of the Baby
Boomers to frequent job changes by the Millennials.
2. Career advancement is important and necessary to keep nurses motivated and satisfied
within the organization.
3. Turnover is an expensive repercussion for organizations impacting both financial
resources and patient outcomes.
4. Organizations must manage turnover by using evidence-based interventions to motivate
and inspire nurses to create an engaged workforce.
5. Mentoring is an evidence-based practice shown to improve job satisfaction and employee
6. Bass’ theory of transformational leadership, Watson’s theory of human caring, and
Maslow’s hierarchy of needs provided the theoretical underpinning for building a
beneficial mentoring experience.
7. Despite the existence of the online career pathways, utilization was minimal. The
mentoring intervention based on the evidence and tailored to generational difference with
the workforce was projected to increase awareness and use of the career pathway and
8. McCloskey and Mueller Satisfaction Scale (MMSS) and the Job Satisfaction Survey
(JSS) were utilized for the pre- and post-intervention surveys.
9. Pre-surveys established the baseline for job satisfaction and employee engagement. Postsurveys were utilized as a means to measure success of the intervention.
10. Analysis was conducted to identify the effect of the evidence-based mentoring
intervention in conjunction with an online career pathway has on job satisfaction,
employee engagement, and retention as evidenced by actual turnover and feedback from
11. Participation in the pre-survey included 28 respondents, five incomplete surveys,
resulting in 23 pre-surveys for analysis.
12. Participation in the post-survey included 21 participants, but three incomplete surveys,
creating 18 post-surveys usable for analysis. Only three were matched from pre-surveys;
thus no paired statistical analysis was possible.
13. Job satisfaction of the overall participants showed a populace that was straddling the line
between ambivalence and satisfaction with their job.
14. Overall, participants showed a decrease in job satisfaction measured by both tools.
MMSS went from a mean score of 111.04 to 107.67, the JSS dropped from a mean score
of 145.00 to 139.11. These results led to an overall decline in the mean score of the
combined tools from 256.04 to 246.78.
15. The mentor group showed a slight increase in their overall job satisfaction. The MMSS
recorded a decline in the mean score from 114.67 to 110.33. The JSS tool recognized an
increase in the mean score from 134.33 to 139.00. Overall, job satisfaction was increased
from a mean score of 249.00 to 249.33.
16. The mentoring sessions resulted in favorable feedback demonstrating a manager led
mentoring session was beneficial.
17. The mentoring sessions elicited valuable feedback to make future mentoring sessions
more beneficial and successful at increasing job satisfaction.
|Commitee:||Rennegarbe, Richelle, Schallom, Lynn|
|Department:||School of Nursing and Health Professions|
|School Location:||United States -- Illinois|
|Source:||DAI-B 81/11(E), Dissertation Abstracts International|
|Keywords:||Generation, Leadership, Map, Mentor, Nurse, Succession|
Copyright in each Dissertation and Thesis is retained by the author. All Rights Reserved
The supplemental file or files you are about to download were provided to ProQuest by the author as part of a
dissertation or thesis. The supplemental files are provided "AS IS" without warranty. ProQuest is not responsible for the
content, format or impact on the supplemental file(s) on our system. in some cases, the file type may be unknown or
may be a .exe file. We recommend caution as you open such files.
Copyright of the original materials contained in the supplemental file is retained by the author and your access to the
supplemental files is subject to the ProQuest Terms and Conditions of use.
Depending on the size of the file(s) you are downloading, the system may take some time to download them. Please be