Date of Degree

12-2015

Document Type

Dissertation

Degree Name

Doctor of Philosophy (PhD)

Program

Education

Advisor

Osman Özturgut

Advisor

Judith Beauford

Advisor

Laura Munoz

Advisor

Mark Teachout

Abstract

Shortage of bedside nurses has been researched for a long time. Many researchers have referred to different shortage percentages, but the American Nurse Association stated that the shortage of bedside nurses would increase in the range of 29% to 36% by 2020. It is also reported that a large number of newly graduated, newly hired nurses leave within one year as compared to newly hired experienced nurses. The purpose of this correlational study was to evaluate the influence of mentoring, mediating job satisfaction, job dissatisfaction, and, therefore, organizational commitment, on nurses who completed the nurse residency program between January 2010 and December 2014. The two research questions were (a) Is there a relationship between organizational commitment, job satisfaction, job dissatisfaction, and mentoring? and (b) Does mentoring influence job satisfaction, job dissatisfaction, and organizational commitment of nurses who have completed a nurse residency program? This study was conducted in 2 south Texas hospitals with a sample of 100 nurses. A single stage convenience sampling technique was used to gather the data. To collect the data, 3 instruments and a demographic survey were used. The instruments used were the Organizational Commitment Questionnaire (Mowday, Steers, & Porter, 1979); the Index of Work Satisfaction Questionnaire (Stamps, 1997); and the Assessment of the Relationship With the Mentor (Academy of Medical-Surgical Nurses, 2012). There was a 16.89% response rate to the survey. The majority of the respondents were female and between 26 and 30 years old. The highest response rate was from nurses who graduated in 2014. The variables were organizational commitment, job satisfaction, job dissatisfaction, and mentoring. Pearson correlation revealed that mentoring did not directly correlate with organizational commitment, but it did indirectly correlate with job satisfaction. The stepwise multiple regression analysis showed that job satisfaction and job dissatisfaction together accounted for 47.9% variability of organizational commitment. This study found that professional status (a component of job satisfaction) and, pay and administration (a component of job dissatisfaction) had the largest impact on determining the nurses’ organizational commitment. The study found that job satisfaction and job dissatisfaction were mediated by mentoring, which in turn influenced organizational commitment.

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