20.500.12556/DKUM-97073 Mentorstvo kot priložnost ali breme? pogled zaposlenih v zdravstveni negi Mentorship as opportunity or burden? the perspective of nursing employees Mentorstvo predstavlja pomemben dejavnik strokovnega in tudi osebnega razvoja zaposlenih v zdravstveni negi, hkrati pa ima ključno vlogo pri uvajanju novozaposlenih, študentov in pripravnikov v klinično okolje. Kljub številnim pozitivnim učinkom mentorstva se v praksi velikokrat pojavljajo izzivi, zaradi katerih lahko zaposleni v zdravstveni negi mentorsko vlogo doživljajo bodisi kot priložnost bodisi kot dodatno obremenitev. Razkorak med teoretičnimi cilji mentorstva in njegovo dejansko izvedbo v samem kliničnem okolju predstavlja pomemben problem sodobne zdravstvene nege. Namen magistrskega dela je bil raziskati doživljanje mentorstva med zaposlenimi v zdravstveni negi ter ugotoviti, ali mentorstvo zaznavajo predvsem kot priložnost za strokovni razvoj ali kot dodatno breme. Prav tako je bil cilj raziskave ugotoviti, kateri so tisti dejavniki, ki vplivajo na takšno doživljanje, s poudarkom na povezanosti z delovno dobo, formalnim usposabljanjem za mentorstvo, zaznani kompetentnosti mentorjev ter tudi podpori vodstva. Raziskava je temeljila na kvantitativni metodologiji. Podatki si bili zbrani s pomočjo anketnega vprašalnika, ki smo ga oblikovali na podlagi domače in tuje literature. V raziskavi je sodelovalo 112 zaposlenih v zdravstveni negi v Splošni bolnišnici Jesenice. Pridobljene podatke smo obdelali s pomočjo programa Microsoft Excel 2013 in računalniškega programa IBM SPSS, verzija 29.0 (IBM Corp. Armonk, NY), rezultate pa smo predstavili s pomočjo opisne statistike, pri čemer sta bila uporabljena Pearsonov korelacijski koeficient ter enosmerna analiza variance (ANOVA). Rezultati raziskave so pokazali, da zaposleni mentorstvo v večini doživljajo kot kombinacijo priložnosti in obremenitve. Zaposleni z daljšo delovno dobo, tisti, ki so vključeni v formalna usposabljanja za mentorstvo, ter zaposleni, ki zaznavajo večjo podporo vodstva, mentorstvo pogosteje doživljajo kot priložnost za strokovni razvoj. Nasprotno pa visoka delovna obremenitev, pomanjkanje časa in kadrovska podhranjenost pomembno prispevajo k negativnemu doživljanju mentorstva. Na podlagi ugotovitev magistrsko delo poudarja pomen sistematične organizacijske podpore mentorjem, hkrati pa poudarja, da je zagotavljanje ustreznih izobraževanj in ustvarjanje pogojev, ki omogočajo kakovostno izvajanje mentorstva v kliničnem okolju izrednega pomena. Učinkovito mentorstvo lahko prispeva k večjemu zadovoljstvu zaposlenih, boljši organizacijski klimi ter posledično višji kakovosti in varnosti zdravstvene oskrbe pacientov, zato predstavlja pomembno izhodišče za nadaljnji razvoj ustreznih mentorskih programov v zdravstveni negi. Na podlagi pregleda literature in rezultatov raziskave ugotavljamo, da bi bilo treba opraviti podobne raziskave tudi v drugih zdravstvenih ustanovah ter na večjem in bolj raznolikem vzorcu anketirancev, saj bi s tem pridobili vpogled v poglobljeno razumevanje mentorskega procesa v širšem pogledu. Mentorship represents a significant factor in the professional and personal development of nursing employees, while simultaneously playing a key role in integrating new hires, students, and interns into the clinical environment. Despite the numerous positive effects of mentoring, challenges frequently arise in practice, leading nursing staff to perceive the mentoring role either as an opportunity or as an additional burden. The gap between the theoretical goals of mentorship and its actual implementation within the clinical setting constitutes a significant problem in modern nursing. The purpose of this Master's thesis was to explore the experience of mentorship among nursing employees and to determine whether they perceive mentoring primarily as an opportunity for professional development or as an added burden. Furthermore, the research aimed to identify the factors influencing these perceptions, focusing on the correlation with years of service, formal mentorship training, perceived mentor competence, and management support. The research was based on a quantitative methodology. Data were collected using a survey questionnaire designed on the basis of domestic and foreign literature. The study included 112 nursing employees at the Jesenice General Hospital. The obtained data were processed using Microsoft Excel 2013 and the IBM SPSS software, version 29.0 (IBM Corp. Armonk, NY). Results were presented using descriptive statistics, Pearson's correlation coefficient, and one-way analysis of variance (ANOVA). The research results indicated that employees mostly experience mentorship as a combination of opportunity and burden. Employees with longer years of service, those involved in formal mentorship training, and those who perceive greater management support more frequently view mentorship as an opportunity for professional development. Conversely, high workload, lack of time, and staffing shortages significantly contribute to a negative experience of mentorship. Based on the findings, the thesis highlights the importance of systematic organizational support for mentors, while emphasizing that providing adequate education and creating conditions that enable high-quality mentorship in the clinical environment is of paramount importance. Effective mentorship can contribute to higher employee satisfaction, a better organizational climate, and, consequently, higher quality and safety of patient care; therefore, it represents an important starting point for the further development of appropriate mentoring programs in nursing. Based on the literature review and research results, we conclude that similar studies should be conducted in other healthcare institutions with a larger and more diverse sample of respondents to gain a more in-depth understanding of the mentoring process from a broader perspective. mentor mentorstvo klinično okolje zdravstvena nega mentorship clinical setting nursing true true false Slovenski jezik Angleški jezik Magistrsko delo/naloga 2026-02-16 11:34:07 2026-06-02 12:59:09 2026-06-03 03:15:23 0000-00-00 00:00:00 2026 0 Kranj 0 0000-00-00 NiDoloceno NiDoloceno NiDoloceno 0000-00-00 0000-00-00 0000-00-00 280150531 MAG_Radic_Snezana_2026.pdf MAG_Radic_Snezana_2026.pdf 1 DE39DF7CFE01A6A50AFC5D921C436FC2 3c9c4c89f62dca2b6f09a5bcab55da19173a01772d4c8fd88452b409cd14a574 f7f8f0e4-0b34-11f1-baf9-00155d580e1a https://dk.um.si/Dokument.php?lang=slv&id=203387 Fakulteta za organizacijske vede 0 0 0