Preceptorship Program Research Articles

A qualitative study on challenges and barriers encountered by nursing students during an internship program

Nursing students' attitudes and levels of self-confidence can be negatively impacted by unfavourable experiences they have while completing an internship. This demonstrates the importance of conducting research into the experiences of nursing students as they advance through their education. This study investigates the difficulties and obstacles that nursing students encounter while completing their internships at a hospital in Medina, Saudi Arabia. The hospital is located in Saudi Arabia. During the course of the research, a qualitative exploratory study design was utilized, and a total of eight nursing students participated. In order to collect data, face-to-face semi-structured interviews were carried out with participants. In addition to that, a thematic analysis was performed on the data. The nursing students faced a number of significant challenges and problems, the most significant of which were a lack of support, mistrust, improper behaviour, and an absence of a preceptorship program. These problems have a negative impact on nursing practice in clinical settings because of how they manifest themselves. The findings of the study indicate that there is a high probability of achieving favourable results by enhancing the internship program.

Examining participant perceptions of the UCSF school of pharmacy master preceptor program

IntroductionThe University of California San Francisco School of Pharmacy faculty created the Master Preceptor Program (MPP) to instill best practices in clinical precepting, leadership and professional development, and interprofessional education (IPE). Graduates of the program are encouraged to mentor colleagues at affiliated sites. This study aimed to explore MPP participants' perceptions about the program and to collect general feedback. MethodsA descriptive qualitative study of MPP participants who completed the program between 2017 and 2019 was conducted. Semi-structured interviews and focus groups were used to collect general programmatic feedback and examples of skill implementation. All encounters were conducted and recorded online via Zoom. Three investigators independently analyzed transcripts for codes related to key programmatic areas using conventional content analysis. ResultsTen of 14 past MPP participants participated. Themes included confidence and skills gained in clinical teaching, self-reflection and network opportunities supporting professional and leadership development, and a need for structured expectations and deliverables. Participants noted several benefits of the MPP on clinical teaching, such as improving confidence and adopting teaching techniques, structural and organizational skills, and a learner-centered approach. Participants also mentioned programmatic offerings that improved leadership and professional development, such as networking opportunities in the MPP and at conferences. Participants did not mention IPE in their responses. ConclusionsAll participants recognized the MPP as an effective training program to enhance clinical precepting skills, leadership, and professional development. Program structure and intentional incorporation of IPE skills are areas of improvement for future cohorts.

Strategies for Success: Simple Education Interventions to Equip Nursing Students in Rural Liberia.

Severe shortages of skilled health workforce remain a major barrier to universal health coverage in low income countries including Liberia where nurses and midwives form more than 50% of the health workforce. According to the 2018 Service Availability and Readiness Assessment (SARA) report, Liberia has 10.7 core healthcare workers per 10,000 people, far below the WHO benchmark of 23/10,000 people. High quality training for nurses and midwives is one of the most important strategies to addressing these health workforce shortages. Since 2015, William V.S Tubman University (TU) faculty and Partners in Health (PIH) have partnered in nursing and midwifery education to address nursing and midwifery workforce shortages in Southeast Liberia. In our collaboration we have sought to not only increase the quantity of graduate nurses and midwives but also improve the quality of the training to ensure they are equipped to serve the population. TU strives to produce highly competent generic nurses who will excel in their clinical practice and future specialized training. By applying the theory of deliberate practice, learners are allowed to practice and self-evaluate repeatedly until they attain proficiency. Simulation training was adopted early in the training of nurses and midwives at TU to ensure students are well-prepared for real-life patient care. TU also established a preceptorship program to ensure that students receive skilled mentorship during clinical rotations. Internship for graduating senior Nursing/Midwifery students, where they focus on enhancing psychomotor and assessment skills, professional communication, safety and organization, medication administration and documentation, ensures successful integration into clinical practice after graduation. This progression of the student nurse or midwife from the exposure in the skills lab during pre-clinical modules, to individual preceptorship during clinical rotations to a structured internship experience with an intensive pre-internship “boot camp” have been the major innovations that have helped our partnership flourish. The foundation of these interventions is strong and sustained investment in nursing and midwifery faculty both at the university and the health facilities.

Prevalence of Missed Nursing Care and Associated Factors - a Nurse’s Perspective - at the Oncology Departments in Gaza Strip, Palestine

Background: The present study aims to determine the prevalence of nursing missed care and associated factors at the oncology departments in Gaza Strip, Palestine. Method: This cross sectional study was conducted among all nurses who worked at the only two hospitals offer oncology nursing care in Gaza Strip, Palestine between May to July 2020 using a self-administered questionnaire. Results: Data from 52 nurses (44 had bachelor and 8 had diploma certificate) on five oncology departments in the European Gaza and Al-Rantisi hospitals revealed that the overall prevalence of missed nursing care was 39%. The most common areas of missed care reported were; providing oral hygiene for those who need (n=39, 75%), treatments and some of nursing procedures left undone because of lack of time (n=34, 65.3%), and always nurses consider cleaning of patient’s room or equipment (n=30, 57.7%). The main factors leading to missed nursing care were lack of enough nurses, no opportunity for nurses to participate in policy decisions, absent of active quality assurance program, management do not listen and response to employee concerns, and there is no a preceptor program for newly hired nurses (weighted means: 37.8%, 37.4%, 36.8%, 36%, and 35%, respectively). Conclusion: The findings of the present study demonstrated the need for more quality improvement efforts to reduce missed nursing care in the oncology departments. Considering issues such as shortage in staff number, nurses’ continuing education/training programs and involvement in policy decisions, and direct response to the career concerns could reduce the prevalence of missed care.

New nurses’ Perceptions of Their Experiences During Their First Year of Practice in Oncology Setting

Background: A newly graduated nurses usually shows uneasiness in communication and dealing with clinical situations. The preceptorship program was created to develop new nurses' competencies. As well as many institutions helped their new nurses by designing a special program to ensure a smooth transition into manpower, the new graduate nurses program help them to acquire competencies which are necessary to practice the job. Aim: this study aimed to identify the nurses’ satisfaction and perception, explore the relationship between nurse experience and nurse satisfaction and measure the relationship between nurse experience and their perceptions toward support, organizing and prioritizing, communication/leadership, and professional satisfaction during the first year of practice in the oncology setting Method: A cross-sectional descriptive design was used. The participants consisted of all nurses hired by the hospital from April 2018 to April 2019. Results: A total of 101 new graduates, aged 21 to 40 (m= 24.02, SD= 2.788), responded to the survey (response rate 57%). Overall, the length of the preceptorship programs varies, and it was ranged from 8 to 12 weeks and from 4 to 6 weeks for new graduates who had completed the internship in the hospital; the respondents reported a feeling of confidence and comfort when they were asked to share their experience, 69.3% of respondents had chosen the workload (e.g. organizing, prioritizing, feeling overwhelmed, ratios, patient acuity) considering it the most difficult transition experience. The study showed significant positive relationships between nurses’ experience and their satisfaction (salary, benefits package, Opportunity to work straight days, and Opportunities for career advancement) and significant negative relationships between nurses’ experience and their perception of support factors and professional Satisfaction factor. Conclusion: the results of this study reflect the challenges experienced with fear, stress, and confidence during first year of practice. Considering the new graduate nurse's experience and voice will reflect positively on practice.

Proctorship in Minimally Invasive Colorectal Surgery.

Teaching an established surgeon in a novel technique by a colleague who has acquired a level of expertise is often referred to as "proctoring" or "precepting." Surgical preceptorships can be defined as supervised teaching programs, whereby individual or groups of surgeons (proctors) experienced in a certain technique support a colleague who wants to adopt this technique (sometimes referred to as "delegates" or "preceptees"). Preceptorship programs really focus on a specific technique, technology, or skill which is required to broaden, complement, or transform an established surgeon's practice. Within colorectal surgery, in the past 30 years, there is been an evolution of interventional options including open, laparoscopic, robotic, and endoscopic procedures. With each new emerging technology and technique, safe and effective uptake by established surgeons is best been attained by a period of proctorship by an experienced colleague. Formalizing this has been facilitated largely through industry support. There, however, remains a considerable chasm when it comes to standardization, quality control, and jurisprudence. This article aims to describe the requirements for a contemporary proctorship program, to examine instruments of quality control, and how to improve effectiveness.

Self- Efficacy of Academic Clinical Nurse Educators for Assuming the Roles of Preceptors

Background: Academic clinical nurse educators’self-efficiency is described as their judgment of their organizational capacity as well as ability to execute actions needed to achieve the stated output level. Aim: This research aimed to assess self- efficacy of academic clinical nurse educators to assume the roles of preceptors for nurse students. Methods: The study conducted in the faculty of nursing, using a descriptive cross-sectional design. Subjects: Consisted of (62) academic clinical nurse educators from different departments. One tool was used to collect the present study data. It contains five tasks; Role model, Educator, Socializer, Evaluator and Preceptor role. Results: More than two thirds of academic clinical nurse educators had high self-efficacy related to the roles through all tasks of the preceptors. Around one third of them had low self- efficacy related to the role of preceptors as educator, evaluator, and preceptor role. Conclusion: the current study illuminated the need to conduct preceptorship program frequently to prepare ACNEs to act as preceptors in clinical education. Additionally, there is disparity of levels of self-efficacy among ACNE to assume the roles of preceptors.

Experience of burnout among pediatric inpatient nurse preceptors

BackgroundThere is a paucity of research describing burnout among nurses who work in the role of a preceptor, in the inpatient setting. In 2017, precepting nurses at an academic children's hospital were surveyed using the Oldenburg Burnout Inventory (OBI). Results of the survey inspired leadership to further explore this phenomenon using key informant interviews. MethodsProspective qualitative description with individual interviews analyzed using conventional content analysis. ResultsIn regard to burnout, five themes illustrated the experiences of precepting nurses. “Feeling the Responsibility” reflected the cognitive stain of precepting. “An Obligation to the Role,” reflected the dimensions of the OBI that addressed distancing and decreased interest in the work. However, preceptors described positive experiences “It Challenges Me Every Day,” awareness of resources “Nursing Response,” and insights for improving the preceptor program, “Future Strategies.” ConclusionsWhile elements of the OBI were salient in the data, three inductive themes highlighted the balance of positive challenges and learning opportunities that inspire preceptors.

What influences new graduate nurses' core competencies transformation to clinical in China? A cross-sectional study

BackgroundThe core competencies of new graduate nurses (NGNs) have significant health outcomes in the clinical environment. However, these nurses experience a theory-practice gap, which creates a barrier in the transition process when they first enter the clinical workplace. ObjectiveTo understand the general overview of the transition of the core competencies of NGNs to clinical practice in China and the influencing factors. Design and settingA cross-sectional study design consisting of a multi-stratified grounded random sample from 31 hospitals in seven regions nationwide. Participants2400 NGNs were recruited by email. MethodsThe Competencies Inventory for Registered Nurse (CIRN) was applied to evaluate NGNs' core competencies. ResultsNGNs performed best on leadership and worst on critical thinking or research aptitude. Core competencies were predicted by depressive symptoms, worked for two-three years, having a nurse-in-charge title, professional values, department, happiness, etc. Besides, the preceptor program also has significant to core competencies. ConclusionThe average level of Chinese NGNs' core competencies was at a moderate level, which wasn't well optimized. It is recommended to adopt appropriate interventions to support NGNs. With an increase in work years and the accumulation of more work experience, the corresponding core competencies of NGNs will also improve. Preceptor institutions, limiting first-degree recruitment, and early ICU or operating room department rotations can be carried out by nursing educators to improve core competencies.

The Impact of Preceptorship Program on Turnover Intention of Fresh Graduate Nurses in Hospital

Introduction: The transition period in the first year of nursing career is a difficult time for new nurses to adapt. The transition process for a new nurse is known as the Duchscher's transition shock model. Almost all hospitals worldwide have experienced difficulties with regards to the ability of new nurses to adapt to profession. The Preceptorship is a program designed to help new nurses adapt during the transition. This study aims primarily at exploring the impacts of the program to the turnover intention of fresh graduate nurses working in hospital.
 Methods: For this major purpose, a qualitative research with particular reference to phenomenology design was applied. Accordingly, this research applied in-depth interviews with active participation of 13 key informants. The informants are fresh graduate nurses employed in two private hospitals in Jakarta.
 Results: The results of thematic and cross-case analysis with N Vivo v.12 indicate four themes: preceptorship process, experiences in transition, problem arising during transition period and preceptorship program in helping nurse.
 Conclusion: It is found that nurses aged 22 years old and 7 months of working experience are the most likely to resign. The experience of new nurses undergoing to transition period affects 48% of their desire to leave work. This study recommends conducting further research on what kind of work environment is ideal for facilitating adaptation for new nurses.

University of Massachusetts Medical School.

University of Massachusetts Medical School.

Charles E. Schmidt College of Medicine at Florida Atlantic University.

Charles E. Schmidt College of Medicine at Florida Atlantic University.

The importance of increasing frontline nurses’ leadership skills engaging in professional development programs

Problem/Significance: Nurses may not be required to engage in professional development; however professional development has been identified as a factor to improve leadership competence, confidence, decision making, and clinical practice. Specifically, nurses who participate in professional development education improve their leadership characteristics. This study will evaluate the leadership behaviors of frontline nurses participating in professional development compared to those who were not.Methods: A convenience sample of 248 staff nurses employed in the North East region of the United States responded to the descriptive observational study design. The subjective responses to the Leadership Practice Inventory® (LPI) and demographic variables were analyzed.Results: Clinical ladder nurses scored higher on all subscales of the LPI than did nurses not on the clinical ladder. Unit-based clinical champions scored highest on the LPI regardless of the clinical ladder level or participation.Conclusions: Professional development in the form of education, certification, preceptor programs, leadership development clinical ladder programs, and unit-based champions should be considered in order to improve patient outcomes.

The Investigation of Effect of Preceptorship Program on Promoting Practical Skills of Nursing Students in Alborz University of Medical Sciences: An Action Rresearch Study

The Investigation of Effect of Preceptorship Program on Promoting Practical Skills of Nursing Students in Alborz University of Medical Sciences: An Action Rresearch Study

Casey-Fink Graduate Experience Survey for Nurses and Preceptors in the Kingdom of Saudi Arabia

Background: Preceptors play an essential role in supporting new nurses during the transitional period in professional roles. Moreover, graduate nurses experience several challenges during their transitional role from students to professional nurses, despite the considerable relationship between nurses and preceptors.Purpose: The study aims to evaluate the relationship between the experiences of nurses using Casey-Fink Graduate Nurse Experience Survey and the number of preceptors in Saudi hospitals.Methods: A cross-sectional study design was adopted, and Casey-Fink Graduate Nurse Experience Survey was used to collect data from 84 newly graduated nurses. Descriptive and regression analysis was used for data analysis.Results: Results showed that there was no statistically significant relationship between the responses of 5 factors of the Casey-Fink Graduate experience survey and the number of preceptors. Based on the survey, (33.8%) had to stress whereas significant causes of stress were student loans (41.9%), personal relationships (13.5%), living situation (27%), and finances (10.8%).Conclusion: No statistically significant relationship was found between variables including; support, patient safety, communication/leadership, professional satisfaction, and job satisfaction. The significance of preceptorship programs should be considered by the primary health care corporation to support and prepare preceptors of newly graduated and recruited nurses.

Implementing a Comprehensive Preceptor Development Program Through Professional Governance.

Precepting is a demanding but important role for successful onboarding in healthcare institutions. However, preceptors face many challenges, including inconsistent formal training, selection, and evaluation. One health system took a unique approach to this challenge by developing a transition to practice preceptor program through the institution's professional governance culture. Program components include clearly outlined selection criteria, formal initial preparation, competency verification, resources, and recognition for preceptors.

The Status and Adequacy of Preceptor Orientation and Development Programs in US Pharmacy Schools

Objective. To identify current preceptor orientation and development programs at US colleges and schools of pharmacy and propose future initiatives for preceptor programs. Methods. An anonymous 28-item survey was administered in January 2017 to 128 experiential education personnel at accredited US schools and colleges of pharmacy. Data from completed survey instruments were tabulated and qualitative responses to open-ended questions were examined using thematic analysis. Results. Eighty-five experiential education administrators participated in the survey (response rate=67%). Most preceptor orientation programs met the majority of requirements as outlined within the Accreditation Council for Pharmacy Education's Standard 20.3, although only 42% of programs mandated preceptor orientation prior to student placement. Two-thirds of respondents offered annual, live preceptor development, and 75% of programs used commercially available online products. Nearly 40% of respondents collaborated with other schools or professional organizations to offer preceptor training. Only 29% of programs had specific requirements for pharmacists to maintain their active preceptor status. Seventy percent of respondents reported spending over $2500 and 39% over $5000 annually on preceptor development. Programs with the highest monetary investment (>$10,000/year) in preceptor development offered multiple venues (live and online) for preceptor training. Programs with significant personnel commitment (≥0.5 FTE devoted to preceptor development) frequently had dedicated site visitors. Conclusion. Preceptor orientation programs at US schools of pharmacy are generally similar, but development programs vary significantly across the Academy. Highly invested programs featured live and online training or site visitors who provided individualized feedback or training. Future studies should explore the cost-effectiveness of program options and their impact on preceptor learning and behaviors.

Transition to Practice: Onboarding Components for Establishing and Sustaining Healthy Work Environments.

Transition to Practice: Onboarding Components for Establishing and Sustaining Healthy Work Environments.

Perceptions of preparedness for nursing practice using a preceptorship model

Nursing graduates need to be “real world ready”, and able to meet the demands of the healthcare workforce. Research indicates that baccalaureate graduates have adequate theoretical base, but often lack competence in the clinical setting. Preceptorship programs are an effective way of developing clinical competence in the nursing student. The purpose of this study was to compare a traditional senior clinical course to a preceptorship model on students, faculty, and nurses’ perceptions of student preparedness for the nursing role. A formal preceptorship program with the support of a clinical nurse faculty member was developed to enhance the success of clinical nursing education. A quasi-experimental design with nonequivalent groups was used to determine the feasibility and effectiveness of a preceptorship model for senior nursing students comparing the students’, the faculty, and the nurses’ perceptions of the students’ preparedness for clinical practice after a traditional clinical and a preceptor clinical experience. The sample consisted of the fall 2017 senior semester cohort and the spring 2018 senior semester cohort, senior faculty who taught in those semesters, and nurses at the participating facilities. Overall, findings did not show a statistically significant difference between the traditional cohorts and the precepted cohorts; however, there is evidence of clinical significance. After implementation of the preceptorship model, there was an increase in the percent of nurses (100%), faculty (100%), and students (95%) who felt that the senior nursing students were ready for the professional role of a registered nurse.

Nurturing the Student, Sustaining the Mission: 20 Years of the International/Inner-City/Rural Preceptorship Program.

Specialized medical school educational tracks aim to increase the primary care workforce. The International/Inner-City/Rural Preceptorship (I2CRP) Program is unique in addressing multiple communities, a large cohort and applying the Self Determination Theory framework. This study examined program impact by analyzing the numbers of graduates matched into primary care and practicing in medically underserved communities. We compared the match list of I2CRP graduates between 2000 and 2017 (n=204) to non-I2CRP Virginia Commonwealth University School of Medicine (VCU SOM) graduates (n=3,037). We analyzed the matches into primary care, National Health Service Corps (NHSC) priority specialties, and NHSC priority plus general surgery. We searched a federal database to determine which graduates are practicing in workforce shortage areas. Many more I2CRP graduates matched to primary care (71.1%), compared to non-I2CRP graduates (38.2%; P<.001). Within primary care, I2CRP graduates matched to family medicine more frequently than non-I2CRP graduates (36.3% vs 8.4%). Eighteen percent of posttraining I2CRP graduates work in rural areas and 41% work in medically underserved areas. I2CRP graduates are more likely to match to family medicine and primary care. I2CRP curriculum nurtures new medical students' interest in primary care, and self-determination theory provides a framework to organize the program curriculum. The program's impact endures as evidenced by participants' continued work in underserved areas after residency. Increasing support for such programs may help address the primary care physician shortage in medically underserved areas.