Abstract

This participatory action research study was conducted to confirm the implementation process and effect of developing and applying a preceptor education program based on the One-Minute Preceptor Model to foster the competence of preceptor clinical nurses. The study was conducted for eight weeks from March 2020 on 30 preceptor nurses in South Korea. Nursing standards were developed for two weeks and six cycles (comprising four stages) were performed. Data collection was integrated using both quantitative and qualitative approaches. For quantitative data, the Clinical Core Competency of Preceptor (CCCP) and General Communication Competence Scale (GICC-15) results were collected from preceptor nurses through questionnaires. Reflection journals of nurses’ experiences were also analyzed through content analysis and frequency of keywords using WordClouds. There was no significant change in CCCP or GICC-15 results among preceptor nurses. However, nurses’ experiences were associated with the growth and development of competencies such as evidence-based practice, quality feedback, and self-reflection. The program was effective in developing nurse competencies. Therefore, it is necessary to encourage One-Minute Preceptor Model activities among preceptors through an action research approach and to actively support research and practice in clinical settings, as well as to provide organizational and systematic support.

Highlights

  • The authors of this study propose that a similar One-Minute Preceptor (OMP)-based education program be designed to develop the competency of preceptor nurses

  • The participatory action research (PAR) revealed that the OMP-based preceptor education program (PEP) is an effective strategy for capacity building among nurses

  • Systematic and supportive programs for improving nurse competency is important for the preceptorship

Read more

Summary

Introduction

Publisher’s Note: MDPI stays neutral with regard to jurisdictional claims in published maps and institutional affiliations. The turnover rate of new nurses in Korea rose sharply from 28.7% in 2014 to 42.7% in. 2018; it increased by 45% in 2021 due to the COVID-19 pandemic [1]. New nurses find the rapid bed turnover, patient disease severity, and increase in workload challenging [2,3]. The high turnover rate of new nurses causes huge losses to medical institutions in terms of costs, time, and workforce consumption for hiring new personnel, and threatens patient safety [4]. Practical alternatives to address this issue are essential

Objectives
Results
Discussion
Conclusion
Full Text
Published version (Free)

Talk to us

Join us for a 30 min session where you can share your feedback and ask us any queries you have

Schedule a call