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

engagement.

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

future opportunities.

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

surveys.

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.