Readiness for the Implementation of A Mentorship Program in Nursing Practice: Perspectives of Nurse Managers, Mentors, and mentees

Abstract

Background: Men

Mentorship is a professional development strategy that plays an important role in enhancing nurses' competencies, professionalism, and the quality of nursing care. However, the implementation of mentorship programs at Hospital X has not yet been optimal, highlighting the need to explore readiness for program implementation. This study aimed to explore readiness for mentorship program implementation from the perspectives of nurse managers, mentors, and mentees. This descriptive qualitative study involved 24 participants, consisting of 10 nurse managers, 6 mentors, and 8 mentees, who were recruited using purposive sampling. Data were collected through Focus Group Interviews using a semi-structured interview guide and analyzed using thematic analysis. The analysis generated six themes describing the understanding of mentorship, mentorship implementation, learning orientation, implementation barriers, implementation readiness, and mentors' perceptions of mentee characteristics. Nurse managers emphasized the importance of leadership support and organizational systems, including structured implementation, monitoring, evaluation, and standardization. Mentors highlighted readiness to perform the mentoring role through competence, experience, and commitment. Mentees emphasized learning needs, effective mentoring, adaptation to the work environment, and support from head nurses. Across all three groups, operational, organizational, and individual barriers were identified as challenges to mentorship implementation. Overall, readiness for implementation was perceived as a multidimensional process resulting from the synergy among individual preparedness, leadership support, and organizational support. Readiness for mentorship implementation requires alignment between individual, leadership, and organizational factors. Establishing a structured and standardized system while maintaining responsive mentoring based on mentees' needs may support sustainable implementation of mentorship in nursing practice.

torship is a professional development strategy that plays an important role in enhancing nurses' competencies, professionalism, and the quality of nursing care. However, the implementation of mentorship programs at Hospital X has not yet been optimal, highlighting the need to explore readiness for program implementation. This study aimed to explore readiness for mentorship program implementation from the perspectives of nurse managers, mentors, and mentees. Methods: This descriptive qualitative study involved 24 participants, consisting of 10 nurse managers, 6 mentors, and 8 mentees, who were recruited using purposive sampling. Data were collected through Focus Group Interviews using a semi-structured interview guide and analyzed using thematic analysis. Results: The analysis generated six themes describing the understanding of mentorship, mentorship implementation, learning orientation, implementation barriers, implementation readiness, and mentors' perceptions of mentee characteristics. Nurse managers emphasized the importance of leadership support and organizational systems, including structured implementation, monitoring, evaluation, and standardization. Mentors highlighted readiness to perform the mentoring role through competence, experience, and commitment. Mentees emphasized learning needs, effective mentoring, adaptation to the work environment, and support from head nurses. Across all three groups, operational, organizational, and individual barriers were identified as challenges to mentorship implementation. Overall, readiness for implementation was perceived as a multidimensional process resulting from the synergy among individual preparedness, leadership support, and organizational support. Conclusion: Readiness for mentorship implementation requires alignment between individual, leadership, and organizational factors. Establishing a structured and standardized system while maintaining responsive mentoring based on mentees' needs may support sustainable implementation of mentorship in nursing practice.