121 Impacting Clinical Research Nurses’ Intent to Stay Through Mentoring
OBJECTIVES/GOALS: Clinical Issue/ Practice Problem: A high turnover rate for research nurses was identified between 2017-2022 in the clinical research center at an urban Midwest academic health center. Inexperienced staff and high turnover are barriers to maintaining high-quality research integrity,...
| Main Authors: | , , |
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| Format: | Article |
| Language: | English |
| Published: |
Cambridge University Press
2024-04-01
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| Series: | Journal of Clinical and Translational Science |
| Online Access: | https://www.cambridge.org/core/product/identifier/S2059866124001183/type/journal_article |
| _version_ | 1797226964201766912 |
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| author | Charity Ball Lauren Diegel-Vacek Kharma Foucher |
| author_facet | Charity Ball Lauren Diegel-Vacek Kharma Foucher |
| author_sort | Charity Ball |
| collection | DOAJ |
| description | OBJECTIVES/GOALS: Clinical Issue/ Practice Problem: A high turnover rate for research nurses was identified between 2017-2022 in the clinical research center at an urban Midwest academic health center. Inexperienced staff and high turnover are barriers to maintaining high-quality research integrity, efficacy, and safety for research projects and participants. METHODS/STUDY POPULATION: Project Implementation: A formal mentorship program was developed based on a curriculum from the International Association of Clinical Research Nursing Scope and Standards of Practice. The six-week project was implemented for research nurses with less than 2 years of experience. Mentees were paired with senior research nurses and met one-on-one weekly. Mentees completed the Anticipated Turnover Scale (ATS) survey in week 1 and week 6. All program participants completed a final evaluation survey. RESULTS/ANTICIPATED RESULTS: Outcomes: There was a one-point average reduction in pre- and post-ATS survey scores. This result supports the theory that mentees were less likely to leave their research role after a formal mentorship program. Qualitative results from the final evaluation survey demonstrate the program had a positive impact and benefits for both the mentees and the mentors. DISCUSSION/SIGNIFICANCE: Clinical Implications: By decreasing turnover rates, a highly competent and knowledgeable research nursing staff is attained to ensure appropriate nursing action and safety profiles for novel therapies. |
| first_indexed | 2024-04-24T14:33:16Z |
| format | Article |
| id | doaj.art-69eac1b65e7841f38101e8f644dd4343 |
| institution | Directory Open Access Journal |
| issn | 2059-8661 |
| language | English |
| last_indexed | 2024-04-24T14:33:16Z |
| publishDate | 2024-04-01 |
| publisher | Cambridge University Press |
| record_format | Article |
| series | Journal of Clinical and Translational Science |
| spelling | doaj.art-69eac1b65e7841f38101e8f644dd43432024-04-03T01:59:59ZengCambridge University PressJournal of Clinical and Translational Science2059-86612024-04-018353510.1017/cts.2024.118121 Impacting Clinical Research Nurses’ Intent to Stay Through MentoringCharity Ball0Lauren Diegel-Vacek1Kharma Foucher2University of Illinois at ChicagoUniversity of Illinois at ChicagoUniversity of Illinois at ChicagoOBJECTIVES/GOALS: Clinical Issue/ Practice Problem: A high turnover rate for research nurses was identified between 2017-2022 in the clinical research center at an urban Midwest academic health center. Inexperienced staff and high turnover are barriers to maintaining high-quality research integrity, efficacy, and safety for research projects and participants. METHODS/STUDY POPULATION: Project Implementation: A formal mentorship program was developed based on a curriculum from the International Association of Clinical Research Nursing Scope and Standards of Practice. The six-week project was implemented for research nurses with less than 2 years of experience. Mentees were paired with senior research nurses and met one-on-one weekly. Mentees completed the Anticipated Turnover Scale (ATS) survey in week 1 and week 6. All program participants completed a final evaluation survey. RESULTS/ANTICIPATED RESULTS: Outcomes: There was a one-point average reduction in pre- and post-ATS survey scores. This result supports the theory that mentees were less likely to leave their research role after a formal mentorship program. Qualitative results from the final evaluation survey demonstrate the program had a positive impact and benefits for both the mentees and the mentors. DISCUSSION/SIGNIFICANCE: Clinical Implications: By decreasing turnover rates, a highly competent and knowledgeable research nursing staff is attained to ensure appropriate nursing action and safety profiles for novel therapies.https://www.cambridge.org/core/product/identifier/S2059866124001183/type/journal_article |
| spellingShingle | Charity Ball Lauren Diegel-Vacek Kharma Foucher 121 Impacting Clinical Research Nurses’ Intent to Stay Through Mentoring Journal of Clinical and Translational Science |
| title | 121 Impacting Clinical Research Nurses’ Intent to Stay Through Mentoring |
| title_full | 121 Impacting Clinical Research Nurses’ Intent to Stay Through Mentoring |
| title_fullStr | 121 Impacting Clinical Research Nurses’ Intent to Stay Through Mentoring |
| title_full_unstemmed | 121 Impacting Clinical Research Nurses’ Intent to Stay Through Mentoring |
| title_short | 121 Impacting Clinical Research Nurses’ Intent to Stay Through Mentoring |
| title_sort | 121 impacting clinical research nurses intent to stay through mentoring |
| url | https://www.cambridge.org/core/product/identifier/S2059866124001183/type/journal_article |
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