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The perceived effect of mentoring relationship among nurses : its implications to personal and professional development / Milagros F. Garcia 6

By: Garcia, Milagros F. 4 0 16, [, ] | [, ] |

Contributor(s): 5 6 [] |

Language: Unknown language code Summary language: Unknown language code Original language: Unknown language code Series: ; 46Edition: Description: xiv, 105 pagesContent type: text Media type: unmediated Carrier type: volumeISBN: ISSN: 2Other title: 6 []Uniform titles: | | Related works: 1 40 6 []Subject(s): -- 2 -- 0 -- -- | -- 2 -- 0 -- 6 -- | 2 0 -- | -- -- 20 -- | | -- -- -- -- 20 -- | -- -- -- 20 -- --Genre/Form: -- 2 -- Additional physical formats: DDC classification: | LOC classification: | T Fil RT86.45 | .G37 19982Other classification:

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Action note: In: Summary: ABSTRACT. This study tried to determine the perceived effect of mentoring relationship among nurses, and its implications to personal and professional development. Specifically, it aims to answer the following questions: 1. What is the profile of the mentee nurses when grouped according to a. Age b. Sex c. Marital Status d. Length of Experience in Nursing Practice e. Hospital Affiliation f. Educational Background g. Performance Appraisal Rating 2. What is the profile of the mentor nurses as described by the mentee according to: a. Age b. Sex c. Educational Background d. Job Position 3. What are the characteristics of mentoring relationship as described by the mentee in terms of: a. Duration of Mentoring Relationship b. Intensity of Mentoring Relationship c. Quality of Mentoring Relationship 4. What are the perceived effect of mentoring relationship of: a. Professional Development b. Personal Development 5.A Is there any significant relationship in the perceived effect of mentoring relationship when the mentors were grouped according to: a. Age b. Sex c. Educational Background d. Job Position 5.B Is there any significant relationship in the perceived effect of mentoring relationship when grouped according to: a. Government hospital b. Non-Government hospital The study is limited to Nurse Manager Level, which is composed of Chief Nurse/Director of Nursing, Assistant Chief Nurse/Assistant Director of Nursing, Supervisor and Head Nurse. The sample is composed of eighty (80) as respondents, thirty-four (34) in the government and forty-six (46) in private hospital. The main method of research employed in the study was the descriptive method. Instrument used in gathering necessary data was the questionnaires. The data gathered were classified, tabulated, statistically treated and analyzed according to the questions and hypothesis formulated: The following finding were derived from the study: 1. There is a significant relationship between the age of the mentor to the professional perceived effect of the mentoring relationship. 2. There is a significant relationship between the hospital affiliation to that of the professional perceived effect of mentoring relationship specifically the job change. 3. Research revealed that mentors influence the development of long term role satisfaction and performance of the mentees. The following are recommendations based on the findings of the study: 1. Since the nursing students are considered the end user of the development program in nursing practice, mentorship can be included in the curriculum of the nursing education at least sixty (60) hours mentorship program that would allow the students to wort one-on-one with registered nurse in a clinical specialty area, so that they can experience firsthand reward of the modality of learning in order to have an overview of nursing in the professional or personal aspect that would bridge the gap between theory and actual practice and allow the students to try new skills and gain confidence and validation. This would be fitted in the Nursing 105 - Nursing: Practice 3 with RLE. See appendix F for course description. 2. Research should continue for a more thorough understanding of this valuable human relationship that would expand more the role of mentorship not only in the nursing field but also in other related area of expertise. 3. Proposed Continuing Education Program should be adapted. 3.1 Training of trainors to become a mentor 3.2 Mentorship: an introduction to career development. Other editions:

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Item type	Current location	Home library	Collection	Call number	Status	Date due	Barcode	Item holds
Book	PLM	PLM Health Sciences Library	Health Sciences-Thesis	T Fil RT86.45 .G37 1998 (Browse shelf)	Available		HT16

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Thesis (M.A.) -- Pamantasan ng Lungsod ng Maynila, Intramuros, Manila, 1998.;A thesis presented to the faculty of Graduate School of Arts, Sciences, Education, and Nursing, Pamantasan ng Lungsod ng Maynila in partial fulfillment of the requirements for the degree of Master of Arts in Nursing. 56

ABSTRACT. This study tried to determine the perceived effect of mentoring relationship among nurses, and its implications to personal and professional development. Specifically, it aims to answer the following questions: 1. What is the profile of the mentee nurses when grouped according to a. Age b. Sex c. Marital Status d. Length of Experience in Nursing Practice e. Hospital Affiliation f. Educational Background g. Performance Appraisal Rating 2. What is the profile of the mentor nurses as described by the mentee according to: a. Age b. Sex c. Educational Background d. Job Position 3. What are the characteristics of mentoring relationship as described by the mentee in terms of: a. Duration of Mentoring Relationship b. Intensity of Mentoring Relationship c. Quality of Mentoring Relationship 4. What are the perceived effect of mentoring relationship of: a. Professional Development b. Personal Development 5.A Is there any significant relationship in the perceived effect of mentoring relationship when the mentors were grouped according to: a. Age b. Sex c. Educational Background d. Job Position 5.B Is there any significant relationship in the perceived effect of mentoring relationship when grouped according to: a. Government hospital b. Non-Government hospital The study is limited to Nurse Manager Level, which is composed of Chief Nurse/Director of Nursing, Assistant Chief Nurse/Assistant Director of Nursing, Supervisor and Head Nurse. The sample is composed of eighty (80) as respondents, thirty-four (34) in the government and forty-six (46) in private hospital. The main method of research employed in the study was the descriptive method. Instrument used in gathering necessary data was the questionnaires. The data gathered were classified, tabulated, statistically treated and analyzed according to the questions and hypothesis formulated: The following finding were derived from the study: 1. There is a significant relationship between the age of the mentor to the professional perceived effect of the mentoring relationship. 2. There is a significant relationship between the hospital affiliation to that of the professional perceived effect of mentoring relationship specifically the job change. 3. Research revealed that mentors influence the development of long term role satisfaction and performance of the mentees. The following are recommendations based on the findings of the study: 1. Since the nursing students are considered the end user of the development program in nursing practice, mentorship can be included in the curriculum of the nursing education at least sixty (60) hours mentorship program that would allow the students to wort one-on-one with registered nurse in a clinical specialty area, so that they can experience firsthand reward of the modality of learning in order to have an overview of nursing in the professional or personal aspect that would bridge the gap between theory and actual practice and allow the students to try new skills and gain confidence and validation. This would be fitted in the Nursing 105 - Nursing: Practice 3 with RLE. See appendix F for course description. 2. Research should continue for a more thorough understanding of this valuable human relationship that would expand more the role of mentorship not only in the nursing field but also in other related area of expertise. 3. Proposed Continuing Education Program should be adapted. 3.1 Training of trainors to become a mentor 3.2 Mentorship: an introduction to career development.

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