探討新進護理人員職場導師制度之負面經驗

Exploring the Negative Experience of Mentoring Programs among New Nurses

背景：職場導師制度對於新進護理人員是一個非常重要的制度，此制度可使新進護理人員降低角色轉換及對新環境的不適應，然此制度亦可能會產生負面經驗，但國內卻甚少針對此議題進行研究。目的：探討新進護理人員職場導師制度會產生的負面經驗，並將結果建立完整之職場導師負面經驗理論。方法：以兩家區域醫院服務未滿一年之20位新進護理人員為訪談對象，並採用紮根理論進行資料分析。結果：研究結果經由20位受訪者逐字稿，從開放性編碼的160個負面經驗語幹中，經由主軸編碼編成12個類別，最後從主軸編碼的12個類別，經過選擇編碼發展成五大構面「制度構面」、「導師構面」、「護理主管構面」、「其他醫療人員構面」、「導生構面」。結論與建議：當負面經驗產生後，對職場導生所造成的影響結果為離職、主管介入處理、更換導師、自己忍耐下來或造成導生陰影；職場導師制度負面經驗建議可分別從職場導師的配置、職場導師制度指導時間、職場導師的任用資格等面向來進行改善。 Background: Mentoring program is crucial for the newly employed nurses in Taiwan. This program can facilitate to reduce the maladjustment of newly employed nurses during role transformation from one position to another and their discomfort toward new environments. However, mentoring program can also bring negative experiences. There has not been any domestic investigation on this issue yet. Objectives: This research was aimed to investigate the negative experiences generated in the implementation of mentoring program to the newly employed nurses. The results will be established as a theory of negative experiences in the mentoring program at workplace. The findings are provided as a reference to help the development of mentoring program in nursing sectors. Methods: The subjects of this research were twenty newly employed nurses servicing at their positions for less than one year at two regional hospitals in southern Taiwan. We used had a thirty to sixty minutes to make in-depth interview with each nurse, utilized semistructure questionnaire as the way for data collection, and adopted grounded theory for data analysis. Results: Based on the data collected from the interviews of the twenty subjects, the results of this research were derived from the 160 negative thematic experiences and were compiled into 12 categories through axial coding. The twelve categories can be further developed into five main dimensions through selected encoding scheme. The five main dimensions are Institutional Dimension, Mentor Dimension, Nursing Supervisor Dimension, Other Medical Staff Dimension, and Mentee Dimension. Institutional Dimension includes Hospital System, Factor of the Mentoring Program, and Factor of Education System. Conclusion and Suggestion: The negative experience occurred to the mentee at workplace can result in leaving from the job position, manager intervention, mentor replacement, self-suffering and shadow upon the mentee. Negative experiences of mentoring program include five main dimensions (Institutional Dimension, Mentor Dimension, Mentee Dimension, Nursing Supervisor Dimension and Other Medical Staff Dimension). It is suggested that the negative experience in mentorship can be reduced by improving mentor assignment at workplace, mentor guidance time, and the qualification and competence of the mentor.

Background: Mentoring program is crucial for the newly employed nurses in Taiwan. This program can facilitate to reduce the maladjustment of newly employed nurses during role transformation from one position to another and their discomfort toward new environments. However, mentoring program can also bring negative experiences. There has not been any domestic investigation on this issue yet. Objectives: This research was aimed to investigate the negative experiences generated in the implementation of mentoring program to the newly employed nurses. The results will be established as a theory of negative experiences in the mentoring program at workplace. The findings are provided as a reference to help the development of mentoring program in nursing sectors. Methods: The subjects of this research were twenty newly employed nurses servicing at their positions for less than one year at two regional hospitals in southern Taiwan. We used had a thirty to sixty minutes to make in-depth interview with each nurse, utilized semistructure questionnaire as the way for data collection, and adopted grounded theory for data analysis. Results: Based on the data collected from the interviews of the twenty subjects, the results of this research were derived from the 160 negative thematic experiences and were compiled into 12 categories through axial coding. The twelve categories can be further developed into five main dimensions through selected encoding scheme. The five main dimensions are Institutional Dimension, Mentor Dimension, Nursing Supervisor Dimension, Other Medical Staff Dimension, and Mentee Dimension. Institutional Dimension includes Hospital System, Factor of the Mentoring Program, and Factor of Education System. Conclusion and Suggestion: The negative experience occurred to the mentee at workplace can result in leaving from the job position, manager intervention, mentor replacement, self-suffering and shadow upon the mentee. Negative experiences of mentoring program include five main dimensions (Institutional Dimension, Mentor Dimension, Mentee Dimension, Nursing Supervisor Dimension and Other Medical Staff Dimension). It is suggested that the negative experience in mentorship can be reduced by improving mentor assignment at workplace, mentor guidance time, and the qualification and competence of the mentor.