Rural Mentorship Matters: Challenges and Opportunities for Rural Nursing Leadership

2.50
Hdl Handle:
http://hdl.handle.net/10755/307953
Category:
Abstract
Type:
Presentation
Title:
Rural Mentorship Matters: Challenges and Opportunities for Rural Nursing Leadership
Author(s):
Rohatinsky, Noelle K.; Ferguson, Linda M.; Udod, Sonia; Racine, Louise
Lead Author STTI Affiliation:
Mu Sigma
Author Details:
Noelle K. Rohatinsky, RN, MN, PhD, noelle.rohatinsky@usask.ca; Linda M. Ferguson, RN, MN, PhD; Sonia Udod, RN, MS, PhD; Louise Racine, RN, BScN, MScN, PhD
Abstract:

Poster presented on: Tuesday, November 19, 2013, Monday, November 18, 2013

Purpose: This presentation examines the uniqueness of mentoring initiatives and programs in rural settings and describes the opportunities and challenges encountered by rural nursing leadership. The global nursing shortage is intensified in rural communities where nurses face structural and professional challenges distinct from urban settings. Rural environments face increasing complexities such as an aging population, professional and personal boundary blurring, and challenges related to staff recruitment and retention. One way to respond to these difficulties is to create viable and sustainable mentoring initiatives critical for enhancing recruitment and retention.  Nurses in leadership positions are instrumental in influencing the culture of nursing units and facilitating the professional, cultural, and social integration of nurses (Racine & Ferguson, 2011). Using authentic leadership styles, managers can assist rural employees in creating positive work environments where mentorship cultures are embedded and employees are recruited and retained.

Methods: Glaserian grounded theory was used to interview rural nurse managers in six health regions in a Canadian province.

Results: Managers acknowledged rural-specific factors that impacted mentoring success. Key leadership activities were identified to support rural mentorship including building relationships with and amongst staff, enhancing socialization within the community, and developing electronic mentorship initiatives.  In most rural regions mentoring programs existed, but managers outlined rural-specific strategies to best meet the needs of employees and managers.

Conclusion: As nurse managers continue to examine the work environments for rural nurses, the importance of identifying creative mentorship strategies will need to be emphasized. Managers must embrace these initiatives to increase retention rates and ensure a sustainable workforce. Using innovative approaches can minimize challenges for rural mentorship and allow for opportunities to be realized. The development of authentic leadership styles is one avenue to improve the quality of work environments and influence the retention rates of nurses working in rural settings.

Keywords:
rural nursing; rural leadership; mentorship
Repository Posting Date:
19-Dec-2013
Date of Publication:
19-Dec-2013
Conference Date:
2013
Conference Name:
42nd Biennial Convention
Conference Host:
Sigma Theta Tau International, the Honor Society of Nursing
Conference Location:
Indianapolis, Indiana, USA
Description:
42nd Biennial Convention 2013 Theme: Give Back to Move Forward. Held at the JW Marriott
Note:
This is an abstract-only submission. If the author has submitted a full-text item based on this abstract, you may find it by browsing the Virginia Henderson Global Nursing e-Repository by author. If author contact information is available in this abstract, please feel free to contact him or her with your queries regarding this submission.

Full metadata record

DC FieldValue Language
dc.language.isoen_USen_GB
dc.type.categoryAbstracten_GB
dc.typePresentationen_GB
dc.titleRural Mentorship Matters: Challenges and Opportunities for Rural Nursing Leadershipen_GB
dc.contributor.authorRohatinsky, Noelle K.en_GB
dc.contributor.authorFerguson, Linda M.en_GB
dc.contributor.authorUdod, Soniaen_GB
dc.contributor.authorRacine, Louiseen_GB
dc.contributor.departmentMu Sigmaen_GB
dc.author.detailsNoelle K. Rohatinsky, RN, MN, PhD, noelle.rohatinsky@usask.ca; Linda M. Ferguson, RN, MN, PhD; Sonia Udod, RN, MS, PhD; Louise Racine, RN, BScN, MScN, PhDen_GB
dc.identifier.urihttp://hdl.handle.net/10755/307953-
dc.description.abstract<p>Poster presented on: Tuesday, November 19, 2013, Monday, November 18, 2013</p><b>Purpose: </b>This presentation examines the uniqueness of mentoring initiatives and programs in rural settings and describes the opportunities and challenges encountered by rural nursing leadership. The global nursing shortage is intensified in rural communities where nurses face structural and professional challenges distinct from urban settings. Rural environments face increasing complexities such as an aging population, professional and personal boundary blurring, and challenges related to staff recruitment and retention. One way to respond to these difficulties is to create viable and sustainable mentoring initiatives critical for enhancing recruitment and retention.  Nurses in leadership positions are instrumental in influencing the culture of nursing units and facilitating the professional, cultural, and social integration of nurses (Racine & Ferguson, 2011). Using authentic leadership styles, managers can assist rural employees in creating positive work environments where mentorship cultures are embedded and employees are recruited and retained. <p><b>Methods: </b>Glaserian grounded theory was used to interview<b> </b>rural nurse managers in six health regions in a Canadian province. <p><b>Results:</b> Managers acknowledged rural-specific factors that impacted mentoring success. Key leadership activities were identified to support rural mentorship including building relationships with and amongst staff, enhancing socialization within the community, and developing electronic mentorship initiatives.  In most rural regions mentoring programs existed, but managers outlined rural-specific strategies to best meet the needs of employees and managers. <p><b>Conclusion: </b>As nurse managers continue to examine the work environments for rural nurses, the importance of identifying creative mentorship strategies will need to be emphasized. Managers must embrace these initiatives to increase retention rates and ensure a sustainable workforce. Using innovative approaches can minimize challenges for rural mentorship and allow for opportunities to be realized. The development of authentic leadership styles is one avenue to improve the quality of work environments and influence the retention rates of nurses working in rural settings.en_GB
dc.subjectrural nursingen_GB
dc.subjectrural leadershipen_GB
dc.subjectmentorshipen_GB
dc.date.available2013-12-19T17:24:35Z-
dc.date.issued2013-12-19-
dc.date.accessioned2013-12-19T17:24:35Z-
dc.conference.date2013en_GB
dc.conference.name42nd Biennial Conventionen_GB
dc.conference.hostSigma Theta Tau International, the Honor Society of Nursingen_GB
dc.conference.locationIndianapolis, Indiana, USAen_GB
dc.description42nd Biennial Convention 2013 Theme: Give Back to Move Forward. Held at the JW Marriotten_GB
dc.description.noteThis is an abstract-only submission. If the author has submitted a full-text item based on this abstract, you may find it by browsing the Virginia Henderson Global Nursing e-Repository by author. If author contact information is available in this abstract, please feel free to contact him or her with your queries regarding this submission.en_GB
All Items in this repository are protected by copyright, with all rights reserved, unless otherwise indicated.