Implementation of a Nurse Mentor Program to Increase New Operating Room Nurses' Support, Intent to Stay, and Retention Rates

Abstract

DNP ProjectIntroduction/Purpose: Retaining nursing staff is essential for nurses' well-being and reducing burnout, positively correlating with patient outcomes. National statistics indicate that, on average, 13% of nurses leave their positions within the first year. Key factors contributing to this attrition include inadequate support during their transition to independent practice. This project aimed to implement a mentoring program for newly hired nurses in the operating room to enhance their feelings of support, increase retention rates, and improve patient outcomes. Methods: A Nurse Mentor program was established based on the American Medical Surgical Nurse Mentoring Program guidelines. Six nurses undergoing orientation in the operating room were paired with mentors. Pairs met biweekly, and Nurse Mentor Agendas were provided to facilitate their discussions. Mentees completed the Intent to Stay, Relationship with Mentor, and Job Satisfaction Scale surveys monthly. Additionally, surgical site infection rates were monitored for assessment purposes. Results: New nurses reported high levels of job satisfaction, strong intent to stay, and positive feedback regarding their relationships with mentors. Remarkably, new nurse retention reached 100% at the six-month mark. Additionally, as vacancies decreased, the surgical site infection ratio improved incrementally from 1.806 to 0.602 over three months. Discussion: The outcomes of the Nurse Mentor Program are highly encouraging. Future longitudinal studies of the program will be critical to evaluating its long-term effects on job satisfaction, intent to remain in their position, and surgical site infection rates