Nurse Managers’ Responsive Coaching To Facilitate Staff Nurses’ Clinical Skills Development in Public Tertiary Hospital
Background: Mentoring helps cultivate nurse leaders, retain nurses, and diversify the nursing workforce. By strengthening the nursing workforce, nursing mentorship improves the quality of patient care and outcomes. Widespread uses of nurse mentoring programs have been employed to produce positive ou...
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Institut Ilmu Kesehatan STRADA Indonesia
2021
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oai:doaj.org-article:002d4b20898e4f8cafbe0c130cc6ada52021-11-15T05:23:15ZNurse Managers’ Responsive Coaching To Facilitate Staff Nurses’ Clinical Skills Development in Public Tertiary Hospital2614-34882614-349610.30994/jnp.v5i1.137https://doaj.org/article/002d4b20898e4f8cafbe0c130cc6ada52021-10-01T00:00:00Zhttp://thejnp.org/index.php/jnp/article/view/137https://doaj.org/toc/2614-3488https://doaj.org/toc/2614-3496Background: Mentoring helps cultivate nurse leaders, retain nurses, and diversify the nursing workforce. By strengthening the nursing workforce, nursing mentorship improves the quality of patient care and outcomes. Widespread uses of nurse mentoring programs have been employed to produce positive outcomes and decrease turnover and assess job satisfaction. Purpose: The purpose of the study is to assess head nurse mentoring competency in relation to staff nurses’ career advancement in selected government hospitals to broaden the array of perspective among public hospitals Methods: The researchers employed descriptive-correlational that glanced into the relationship of certain levels in the mentoring competency of head nurses in relation to staff nurses career advancement. Results: Majority of the nurse-respondents have indicated good remarks on the components of relationship building in public hospitals; and very good competency on the components of identifying areas for improvement; responsive coaching; advocating for an environment conducive to good patient care; and documentation/record keeping. Conclusion: Nurse manager-mentors in public hospitals are very good on mentoring in identifying areas for improvement, responsive coaching, advocating for an environment conducive to good patient care, and documentation/record keeping, but, good about relationship building.Anna Liza R AlfonsoJocelyn B. HiponaWilfredo QuijencioInstitut Ilmu Kesehatan STRADA Indonesiaarticlerelationship building, responsive coaching, nurse managers, clinical skills developmentNursingRT1-120ENJournal of Nursing Practice, Vol 5, Iss 1, Pp 12-21 (2021) |
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DOAJ |
| collection |
DOAJ |
| language |
EN |
| topic |
relationship building, responsive coaching, nurse managers, clinical skills development Nursing RT1-120 |
| spellingShingle |
relationship building, responsive coaching, nurse managers, clinical skills development Nursing RT1-120 Anna Liza R Alfonso Jocelyn B. Hipona Wilfredo Quijencio Nurse Managers’ Responsive Coaching To Facilitate Staff Nurses’ Clinical Skills Development in Public Tertiary Hospital |
| description |
Background: Mentoring helps cultivate nurse leaders, retain nurses, and diversify the nursing workforce. By strengthening the nursing workforce, nursing mentorship improves the quality of patient care and outcomes. Widespread uses of nurse mentoring programs have been employed to produce positive outcomes and decrease turnover and assess job satisfaction.
Purpose: The purpose of the study is to assess head nurse mentoring competency in relation to staff nurses’ career advancement in selected government hospitals to broaden the array of perspective among public hospitals
Methods: The researchers employed descriptive-correlational that glanced into the relationship of certain levels in the mentoring competency of head nurses in relation to staff nurses career advancement.
Results: Majority of the nurse-respondents have indicated good remarks on the components of relationship building in public hospitals; and very good competency on the components of identifying areas for improvement; responsive coaching; advocating for an environment conducive to good patient care; and documentation/record keeping.
Conclusion: Nurse manager-mentors in public hospitals are very good on mentoring in identifying areas for improvement, responsive coaching, advocating for an environment conducive to good patient care, and documentation/record keeping, but, good about relationship building. |
| format |
article |
| author |
Anna Liza R Alfonso Jocelyn B. Hipona Wilfredo Quijencio |
| author_facet |
Anna Liza R Alfonso Jocelyn B. Hipona Wilfredo Quijencio |
| author_sort |
Anna Liza R Alfonso |
| title |
Nurse Managers’ Responsive Coaching To Facilitate Staff Nurses’ Clinical Skills Development in Public Tertiary Hospital |
| title_short |
Nurse Managers’ Responsive Coaching To Facilitate Staff Nurses’ Clinical Skills Development in Public Tertiary Hospital |
| title_full |
Nurse Managers’ Responsive Coaching To Facilitate Staff Nurses’ Clinical Skills Development in Public Tertiary Hospital |
| title_fullStr |
Nurse Managers’ Responsive Coaching To Facilitate Staff Nurses’ Clinical Skills Development in Public Tertiary Hospital |
| title_full_unstemmed |
Nurse Managers’ Responsive Coaching To Facilitate Staff Nurses’ Clinical Skills Development in Public Tertiary Hospital |
| title_sort |
nurse managers’ responsive coaching to facilitate staff nurses’ clinical skills development in public tertiary hospital |
| publisher |
Institut Ilmu Kesehatan STRADA Indonesia |
| publishDate |
2021 |
| url |
https://doaj.org/article/002d4b20898e4f8cafbe0c130cc6ada5 |
| work_keys_str_mv |
AT annalizaralfonso nursemanagersresponsivecoachingtofacilitatestaffnursesclinicalskillsdevelopmentinpublictertiaryhospital AT jocelynbhipona nursemanagersresponsivecoachingtofacilitatestaffnursesclinicalskillsdevelopmentinpublictertiaryhospital AT wilfredoquijencio nursemanagersresponsivecoachingtofacilitatestaffnursesclinicalskillsdevelopmentinpublictertiaryhospital |
| _version_ |
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