The Influence of Mentorship on Job Satisfaction and Retention of Nurse Practitioners

Purpose. This quality improvement project aimed to assess nurse practitioner mentorship experiences, compare these experiences to job satisfaction, retention ratings, and intent to mentor. Background. Novice NPs report feeling inadequately prepared to practice independently following graduation, this perception of under-preparation negatively affects job satisfaction and retention. Postgraduate mentorship is associated with increased satisfaction scores among novice NPs and improved patient outcomes. Researchers have identified links between formal mentorship relationships for postgraduate NPs, increased NP job satisfaction, and retention rates. Despite challenges in recruiting providers to rural underserved areas, mentorship is frequently not studied in rural practices. Methods. Recruitment of 5-10 potential NP participants practicing in a rural Southern Utah clinic setting and willing to attend mentorship-focused group meeting via Zoom. Immediately following a brief educational session focused on the value of NP mentorship, each participant completed short surveys reporting previous mentorship experiences, Misener’s Nurse Practitioner Job Satisfaction Scale, Price’s Intent to Stay Scale, and a survey of their intent to mentor in the future. Intent to Stay Scale acted as a proxy for retention. The project manager addressed questions participants might have, facilitated discussion about mentorship, and assessed participants’ intent to participate in NP mentorship in the future. Results. Six local practicing NPs participated in virtual group mentorship educational session. Each NP’s mentorship experience was compared to job satisfaction and retention survey results to determine the association between mentorship relationships, job satisfaction, and retention. Four participants reported previous mentorship experiences. All participants reported an interest to mentor in the future. A high overall mean score (232/264; 88%) respectively indicates high levels of job satisfaction in all participants. The overall average among participants (26/32; 81%), respectively indicates a high retention rate among participants. Conclusions. Despite known advantages of increased NP job satisfaction, retention, and established benefits of mentorship relationships, local NP mentorship relationships are rarely assessed. Understanding these relationships on the local level may provide insight into effective NP onboarding, potentially increased NP job satisfaction and retention in rural areas. There is a positive correlation between mentorship, job satisfaction, and retention. While this project measured mentorship experiences, intent to mentor, job satisfaction, and retention of a few NPs in Southern Utah, it also connected local NPs interested in mentorship. Hope is results may generate support for establishing local formal and informal NP mentorship opportunities