Newly hired perioperative staff members (nurses and surgical technologists) often find it challenging to adapt to the high-pressure environment of the OR, resulting in decreased job satisfaction and higher turnover. An academic Level 1 trauma center implemented a structured Perioperative Mentorship Program to tackle these challenges. The program was based on the five stages of the mentoring process, Benner's Novice to Expert Theory, and Bandura's Social Learning Theory. It featured monthly one-on-one mentoring, bimonthly group meetings, and continuous communication. Both quantitative (eg, turnover rates, satisfaction scores) and qualitative (eg, reflective journals, open-ended feedback) metrics were used. Over three years, 21 newly hired staff members participated in the program. Staff member turnover dropped from 10.46% to 5.6%, while job satisfaction scores rose from 3.88 to 4.04 on a 5-point scale. Qualitative feedback indicated enhanced clinical confidence, team integration, and professional development. Structured mentorship enhances perioperative nursing retention, satisfaction, and clinical readiness.
Abraham et al. (Tue,) studied this question.