{"id":{"repo_id":"msu","oai_identifier":"oai:d.lib.msu.edu:dnp_69"},"canonical_url":"https://search.dev.ndltd.org/etd/msu/oai:d.lib.msu.edu:dnp_69","repository":{"repo_id":"msu","name":"Michigan State University","base_url":"https://d.lib.msu.edu/oai"},"display":{"title":"Improving clinical confidence in nursing residents through mentorship : a DNP project","abstract":"Problem: Based on feedback from previous nurse residents, they did not feel sufficiently supported within their units during their transition from student to professional. New RNs often lack confidence in performing tasks, including advanced nursing skills, medication administration, managing high-risk patients, and effective communication with providers. Purpose: After working through the root cause analysis process, it was determined that there is a lack of unit-based support for new RNs. The goal of this project is to enhance self-reported role confidence among graduate RNs and reduce turnover intention following mentorship. Methods: Eligible participants included nurses enrolled in this hospital's nurse residency program who had completed orientation but had less than one year of experience. Mentors attended training in which the program outlines and the role of the mentor were reviewed. The mentors met monthly with their assigned mentees and confirmed meeting completion or reported missed meetings through a monthly email. Intention to turnover, clinical confidence, and whether the mentees found the mentorship program beneficial were assessed through pre-and-post-surveys, which were analyzed after the project was completed. Results: The total cost of training inpatient mentors was approximately $869.20. Retaining RNs at this community hospital benefits the organization by reducing the expenses of hiring and training new RNs. When pre-mentorship and post-mentorship survey responses were analyzed using an unpaired t-test, four questions were found to be statistically significant. Conclusions: Potential barriers to implementing the mentorship program included a limited time frame to gather data from participating mentees. Another barrier was limited participation, with 11 participants completing a pre-survey and 8 completing a post-survey. Future projects could include a longer duration of mentorship, an extended training period, and matching mentors with mentees outside of their unit of practice.","abstract_html":"Problem: Based on feedback from previous nurse residents, they did not feel sufficiently supported within their units during their transition from student to professional. New RNs often lack confidence in performing tasks, including advanced nursing skills, medication administration, managing high-risk patients, and effective communication with providers. Purpose: After working through the root cause analysis process, it was determined that there is a lack of unit-based support for new RNs. The goal of this project is to enhance self-reported role confidence among graduate RNs and reduce turnover intention following mentorship. Methods: Eligible participants included nurses enrolled in this hospital's nurse residency program who had completed orientation but had less than one year of experience. Mentors attended training in which the program outlines and the role of the mentor were reviewed. The mentors met monthly with their assigned mentees and confirmed meeting completion or reported missed meetings through a monthly email. Intention to turnover, clinical confidence, and whether the mentees found the mentorship program beneficial were assessed through pre-and-post-surveys, which were analyzed after the project was completed. Results: The total cost of training inpatient mentors was approximately $869.20. Retaining RNs at this community hospital benefits the organization by reducing the expenses of hiring and training new RNs. When pre-mentorship and post-mentorship survey responses were analyzed using an unpaired t-test, four questions were found to be statistically significant. Conclusions: Potential barriers to implementing the mentorship program included a limited time frame to gather data from participating mentees. Another barrier was limited participation, with 11 participants completing a pre-survey and 8 completing a post-survey. Future projects could include a longer duration of mentorship, an extended training period, and matching mentors with mentees outside of their unit of practice.","abstract_has_math":false,"creators":["Berinde, Chelsea"],"institution":null,"degree_name":null,"degree_level":null,"degree_discipline":null,"degree_department":null,"school":null,"contributors":["Iseler, Jackie"],"advisors":[],"committee_chairs":[],"committee_members":[],"year":2025,"date_issued":"2025","date_published":"2025","updated_at":"2026-07-24T03:16:39Z","subjects":["Mentoring in nursing","Nurses--Job satisfaction"],"languages":["English"],"rights":["In Copyright"],"rights_urls":[],"identifier_entries":[{"key":"dc:identifier","label":"Identifier","values":["dnp:69","oclc:1569639928","local:R_3FFYug7uDt0f34k"],"render_values":[{"text":"dnp:69","href":null,"code":true},{"text":"oclc:1569639928","href":null,"code":true},{"text":"local:R_3FFYug7uDt0f34k","href":null,"code":true}]}]},"links":{"outbound_url":"https://doi.org/doi:10.25335/dc93-2y66","outbound_label":"DOI","outbound_source":"dc:identifier"},"metadata_groups":[{"id":"people","label":"People","entries":[{"key":"dc:contributor","label":"Contributor","values":["Iseler, Jackie"]},{"key":"dc:creator","label":"Author","values":["Berinde, Chelsea"]}]},{"id":"academic_context","label":"Academic Context","entries":[{"key":"dc:date","label":"Dc Date","values":["2025"]},{"key":"dc:relation","label":"Dc Relation","values":["Doctor of Nursing Practice Projects"]},{"key":"dc:type","label":"Dc Type","values":["Text","Theses"]}]},{"id":"subjects_keywords","label":"Subjects and Keywords","entries":[{"key":"dc:subject","label":"Dc Subject","values":["Mentoring in nursing","Nurses--Job satisfaction"]}]},{"id":"language_rights","label":"Language and Rights","entries":[{"key":"dc:language","label":"Dc Language","values":["English"]},{"key":"dc:rights","label":"Dc Rights","values":["In Copyright"]}]},{"id":"identifiers","label":"Identifiers","entries":[{"key":"dc:identifier","label":"Identifier","values":["dnp:69","oclc:1569639928","local:R_3FFYug7uDt0f34k","https://doi.org/doi:10.25335/dc93-2y66"]}]},{"id":"additional","label":"Additional Metadata","entries":[{"key":"dc:description","label":"Description","values":["Problem: Based on feedback from previous nurse residents, they did not feel sufficiently supported within their units during their transition from student to professional. New RNs often lack confidence in performing tasks, including advanced nursing skills, medication administration, managing high-risk patients, and effective communication with providers. Purpose: After working through the root cause analysis process, it was determined that there is a lack of unit-based support for new RNs. The goal of this project is to enhance self-reported role confidence among graduate RNs and reduce turnover intention following mentorship. Methods: Eligible participants included nurses enrolled in this hospital's nurse residency program who had completed orientation but had less than one year of experience. Mentors attended training in which the program outlines and the role of the mentor were reviewed. The mentors met monthly with their assigned mentees and confirmed meeting completion or reported missed meetings through a monthly email. Intention to turnover, clinical confidence, and whether the mentees found the mentorship program beneficial were assessed through pre-and-post-surveys, which were analyzed after the project was completed. Results: The total cost of training inpatient mentors was approximately $869.20. Retaining RNs at this community hospital benefits the organization by reducing the expenses of hiring and training new RNs. When pre-mentorship and post-mentorship survey responses were analyzed using an unpaired t-test, four questions were found to be statistically significant. Conclusions: Potential barriers to implementing the mentorship program included a limited time frame to gather data from participating mentees. Another barrier was limited participation, with 11 participants completing a pre-survey and 8 completing a post-survey. Future projects could include a longer duration of mentorship, an extended training period, and matching mentors with mentees outside of their unit of practice.","Thesis (D.N.P.)--Michigan State University. Clinical nurse specialist, 2025","Includes bibliographical references (pages 32-33)"]},{"key":"dc:format","label":"Dc Format","values":["58 pages","application/pdf"]},{"key":"dc:title","label":"Title","values":["Improving clinical confidence in nursing residents through mentorship : a DNP project"]}]}],"canonical_facts":{"dc:contributor":["Iseler, Jackie"],"dc:creator":["Berinde, Chelsea"],"dc:date":["2025"],"dc:description":["Problem: Based on feedback from previous nurse residents, they did not feel sufficiently supported within their units during their transition from student to professional. New RNs often lack confidence in performing tasks, including advanced nursing skills, medication administration, managing high-risk patients, and effective communication with providers. Purpose: After working through the root cause analysis process, it was determined that there is a lack of unit-based support for new RNs. The goal of this project is to enhance self-reported role confidence among graduate RNs and reduce turnover intention following mentorship. Methods: Eligible participants included nurses enrolled in this hospital's nurse residency program who had completed orientation but had less than one year of experience. Mentors attended training in which the program outlines and the role of the mentor were reviewed. The mentors met monthly with their assigned mentees and confirmed meeting completion or reported missed meetings through a monthly email. Intention to turnover, clinical confidence, and whether the mentees found the mentorship program beneficial were assessed through pre-and-post-surveys, which were analyzed after the project was completed. Results: The total cost of training inpatient mentors was approximately $869.20. Retaining RNs at this community hospital benefits the organization by reducing the expenses of hiring and training new RNs. When pre-mentorship and post-mentorship survey responses were analyzed using an unpaired t-test, four questions were found to be statistically significant. Conclusions: Potential barriers to implementing the mentorship program included a limited time frame to gather data from participating mentees. Another barrier was limited participation, with 11 participants completing a pre-survey and 8 completing a post-survey. Future projects could include a longer duration of mentorship, an extended training period, and matching mentors with mentees outside of their unit of practice.","Thesis (D.N.P.)--Michigan State University. Clinical nurse specialist, 2025","Includes bibliographical references (pages 32-33)"],"dc:format":["58 pages","application/pdf"],"dc:identifier":["dnp:69","oclc:1569639928","local:R_3FFYug7uDt0f34k","https://doi.org/doi:10.25335/dc93-2y66"],"dc:language":["English"],"dc:relation":["Doctor of Nursing Practice Projects"],"dc:rights":["In Copyright"],"dc:subject":["Mentoring in nursing","Nurses--Job satisfaction"],"dc:title":["Improving clinical confidence in nursing residents through mentorship : a DNP project"],"dc:type":["Text","Theses"]},"updated_at":"2026-07-24T03:16:39Z"}