Do preceptorship and clinical supervision programmes support the retention of nurses?

2020 ◽  
Vol 29 (20) ◽  
pp. 1192-1197
Author(s):  
Carlos Aparício ◽  
Jeniffer Nicholson
Keyword(s):  
Clinical Supervision ◽  
Thematic Analysis ◽  
Nursing Profession ◽  
Staff Retention ◽  
Intention To Stay ◽  
Voluntary Withdrawal ◽  
Healthcare Workforce ◽  
Increasing Demand ◽  
Staff Engagement ◽  
Life Work

Background: The reasons for nurse shortages are the ageing healthcare workforce, increasing demand for services, employee dissatisfaction, life–work imbalance and burnout. Aim: To review the literature to find out whether there is evidence to support preceptorship and clinical supervision programmes in retaining nurses, and particularly newly qualified nurses (NQNs), in clinical practice. Methods: A search of databases, as well as other sources, was carried out, with six studies selected for data analysis. Findings: Thematic analysis was used to synthesise the results and produced seven themes: increase satisfaction, gain competence and feel more confident; competencies of preceptors and supervisors; framework or model required; the challenge to the programmes; intention to stay and staff retention; voluntary withdrawal from the nursing profession; and further support for development. Conclusion: Training (preceptorship and clinical supervision programmes) is effective in retaining NQNs, increasing satisfaction, improving skills and competency and staff engagement; however, more support for both preceptors/supervisors and NQNs is needed to maximise the success of these programmes in the future.

How does supervision aid cognitive behaviour therapy skill development? Perspectives of CBT trainees: a thematic analysis

2020 ◽  
Vol 13 ◽  
Author(s):  
Stephanie Murr ◽  
Leeanne Nicklas ◽  
Sean Harper
Keyword(s):  
Clinical Supervision ◽  
Negative Feedback ◽  
Thematic Analysis ◽  
Cognitive Behaviour Therapy ◽  
Skill Development ◽  
List Type ◽  
Negative Consequences ◽  
Behaviour Therapy ◽  
Theory To Practice ◽  
Cognitive Behaviour

Abstract Eleven cognitive behaviour therapy (CBT) trainees in Scotland were interviewed regarding their experiences of clinical supervision and its impact on their skill development. Using thematic analysis, the authors developed four main themes: Linking Theory to Practice, Mirroring CBT in Supervision, The Expert Supervisor, and Trainees’ Reluctance to Give Negative Feedback. Clinical supervision was essential in helping trainees to link theory to practice; particularly through audio recordings, discussing formulations, and modelling and role-play. A CBT-specific approach to supervision and a CBT expert supervisor were also identified as valuable to learning. Trainees were reluctant to give negative feedback to supervisors, fearing negative consequences. The findings inform supervision practice. Key learning aims Readers of this paper will be able to: (1) Describe trainees’ most valued elements of CBT supervision. (2) Determine key learning methods in CBT supervision. (3) Explain the value of modality specific CBT supervision. (4) Articulate the context of supervision in CBT training and consider mutual feedback as a method to address identified challenges.

Connecting practice: a practitioner centred model of supervision

2014 ◽  
Vol 19 (3) ◽  
pp. 235-252 ◽  
Author(s):  
Susan A. Nancarrow ◽  
Rachael Wade ◽  
Anna Moran ◽  
Julia Coyle ◽  
Jennifer Young ◽  
...  
Keyword(s):  
Clinical Supervision ◽  
Thematic Analysis ◽  
Allied Health ◽  
Explicit Knowledge ◽  
Grey Literature ◽  
Support Network ◽  
Framework Analysis ◽  
Content Type ◽  
Supervision Models ◽  
Health Practitioners

Purpose – The purpose of this paper is to analyse existing clinical supervision frameworks to develop a supervision meta-model. Design/methodology/approach – This research involved a thematic analysis of existing supervision frameworks used to support allied health practitioners working in rural or remote settings in Australia to identify key domains of supervision which could form the basis of supervision framework in this context. A three-tiered sampling approach of the selection of supervision frameworks ensured the direct relevance of the final domains identified to Australian rural allied health practitioners, allied health practitioners generally and to the wider area of health supervision. Thematic analysis was undertaken by Framework analysis methodology using Mindmapping software. The results were organised into a new conceptual model which places the practitioner at the centre of supervision. Findings – The review included 17 supervision frameworks, encompassing 13 domains of supervision: definitions; purpose and function; supervision models; contexts; content; Modes of engagement; Supervisor attributes; supervisory relationships; supervisor responsibilities; supervisee responsibilities; structures/process for supervision and support; facilitators and barriers; outcomes. The authors developed a reflective, supervision and support framework “Connecting Practice” that is practitioner centred, recognises the tacit and explicit knowledge that staff bring to the relationship, and enables them to identify their own goals and support networks within the context in which they work. Research limitations/implications – This is a thematic analysis of the literature which was argely based on an analysis of grey literature. Practical implications – The resulting core domains of supervision provide an evidence-based foundation for the development of clinical supervision models which can be adapted to a range of contexts. Social implications – An outcome of this paper is a framework called Connecting Practice which organises the domains of supervision in a temporal way, separating those domains that can be modified to improve the supervision framework, from those which are less easily modifiable. This approach is important to help embed the implementation of supervision and support into organisational practice. This paper adds to the existing growing body of work around supervision by helping understand the domains or components that make up the supervisory experience. Originality/value – Connecting Practice replaces traditional, more hierarchical models of supervision to put the practitioner at the centre of a personalised supervision and support network.

A review of Canadian and international dementia strategies

2016 ◽  
Vol 30 (1) ◽  
pp. 32-39 ◽  
Author(s):  
Cole Edick ◽  
Nicole Holland ◽  
Jessica Ashbourne ◽  
Jacobi Elliott ◽  
Paul Stolee
Keyword(s):  
Access To Care ◽  
Thematic Analysis ◽  
Reference Lists ◽  
Strategy Development ◽  
Internet Search ◽  
Priority Areas ◽  
Healthcare Workforce ◽  
Starting Point ◽  
Future Strategy

To inform future strategy development in Canada and other jurisdictions, we undertook an Internet search to identify existing national and Canadian provincial dementia strategies and their major themes. Twenty-two dementia strategies were identified through an Internet search, supplemented by hand searches of reference lists of retrieved documents. Thematic analysis identified 17 strategic themes; common themes included improved diagnoses and assessments, increased access to care, and improved education of the healthcare workforce. This review reinforces the importance of a multi-faceted response to dementia and illustrates that, despite variation in needs across populations and geographies, there are many common priorities. The strategic themes identified in this review may provide a useful starting point for the development of new national strategies or, alternatively, as a check to determine if important priority areas have been missed in strategy development.

scholarly journals Striking A Balance: An Exploration of Staff-Camper Relationship Formation

2018 ◽  
Vol 13 (1-2) ◽  
pp. 44-61 ◽  
Author(s):  
Rachel O. Rubin ◽  
Matthew Hagler ◽  
Samantha A. Burton ◽  
Jean E. Rhodes
Keyword(s):  
Thematic Analysis ◽  
Staff Training ◽  
Summer Camp ◽  
Developmental Outcomes ◽  
Positive Development ◽  
Staff Retention ◽  
Relationship Formation ◽  
Staff Members ◽  
Training And Supervision ◽  
Level Of Experience

Previous research highlights a range of positive developmental outcomes associated with attending summer camp. Close staff-camper relationships likely contribute to positive development, but little is known about how these bonds are formed. The current study utilized constructivist thematic analysis of interviews with campers (n = 8) and staff members (n = 7) at an overnight summer camp to examine the factors and processes that promote or inhibit close staff-camper relationship formation. The main themes identified were striking a balance, level of experience, and relationship-promoting behaviors. Staff members experience apparent paradoxes in their roles (e.g., relating to campers while also exerting authority), but navigate these tensions by using relationship-promoting behaviors and through increased experience. These findings suggest that staff training and supervision should emphasize relationship-promoting behaviors, continue throughout the summer, and be informed by campers’ perspectives. Additionally, camp administrators should capitalize on accrued experience by prioritizing staff retention.

scholarly journals Leadership styles in nursing management: implications for staff outcomes

2016 ◽  
Vol 6 (1) ◽  
pp. 23-36 ◽  
Author(s):  
James Avoka Asamani ◽  
Florence Naab ◽  
Adelaide Maria Ansah Ofei
Keyword(s):  
Job Satisfaction ◽  
Leadership Styles ◽  
Leadership Style ◽  
Nursing Staff ◽  
Nurse Managers ◽  
Eastern Region ◽  
Staff Retention ◽  
Cross Sectional Survey ◽  
Intention To Stay ◽  
Cross Sectional

Introduction: Nursing is a people-centred profession and therefore the issue of leadership is crucial for success. Nurse managers’ leadership styles are believed to be important determinant of nurses’ job satisfaction and retention. In the wake of a global nursing shortage, maldistribution of health workforce, increasing healthcare costs and expanding workload, it has become imperative to examine the role of nurse managers’ leadership styles on their staff outcomes. Using the Path-Goal Leadership theory as an organised framework, this study investigated the leadership styles of nurse managers and how they influence the nursing staff job satisfaction and intentions to stay at their current workplaces.Methods: The study employed a cross-sectional survey design to collect data from a sample of 273 nursing staff in five hospitals in the Eastern Region of Ghana. Descriptive and regression analyses were performed using SPSS version 18.0Results: Nurse managers used different leadership styles depending on the situation, but were more inclined to the supportive leadership style, followed by the achievement-oriented leadership style and participative leadership style. The nursing staff exhibited moderate levels of job satisfaction. The nurse managers’ leadership styles together explained 29% of the variance in the staff job satisfaction. The intention to stay at the current workplace was low (2.64 out of 5) among the nursing staff. More than half (51.7%) of the nursing staff intended to leave their current workplaces, and 20% of them were actively seeking the opportunities to leave. The nurse managers’ leadership styles statistically explained 13.3% of the staff intention to stay at their current job position.Conclusions: These findings have enormous implications for nursing practice, management, education, and human resource for health policy that could lead to better staff retention and job satisfaction, and ultimately improve patient care.  

Motivation and Incentives As the Main Tool for Retention of Personnel in the Organization

2021 ◽  
pp. 24-29
Author(s):  
Aleksandra Mitrofanova ◽  
G. Manvelyan
Keyword(s):  
Main Tool ◽  
Business Environment ◽  
Practical Significance ◽  
Career Management ◽  
Staff Retention ◽  
Factors Affecting ◽  
Motivation Factors ◽  
Key Factor ◽  
Staff Engagement ◽  
Management Work

The article examines the use of various motivation factors in order to retain personnel in the organization. The relevance of the research topic is due to the fact that the complexity of today's business environment is constantly changing the settings in which organizations compete for survival, with the result that special attention is paid to the acquisition and retention of quality employees, as this is seen as a key factor underlying organizational success. While many other resources are required to run a business, people are the most valuable resource that determines the success of every organization. The article considers rewards and compensation, career management, work-life balance, staff engagement, and job satisfaction as the main factors affecting staff retention. The practical significance of the study lies in the fact that its results will help organizations use both modern and traditional methods of human resource management in order to retain employees.

Accelerated non-medical endoscopy training: one trust's experience

2019 ◽  
Vol 17 (7) ◽  
pp. 32-35
Author(s):  
Leigh Donnelly ◽  
Barbara Bone ◽  
Trudi Kennair
Keyword(s):  
Health Education ◽  
Thematic Analysis ◽  
Positive Impact ◽  
Training Programme ◽  
Large Hospital ◽  
Endoscopy Training ◽  
Reflective Journals ◽  
Medical Endoscopy ◽  
Increasing Demand ◽  
Considerable Pressure

Endoscopy services are under considerable pressure to meet the increasing demand expected by 2020. A large hospital foundation trust was offered the opportunity to develop its endoscopy workforce by two of its endoscopy nurses obtaining a place on Health Education England's accelerated non-medical endoscopy training programme. The training took place over a period of 7 months and combined comprehensive endoscopy training supported by a robust academic component. A thematic analysis was carried out on the trainees' reflective journals kept during the course, and this highlighted the frequently occurring themes. The trust has benefited greatly from the experience, and, although challenging, the rewards can be far-reaching and have a positive impact on staff and patients.

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