Medosebni odnosi v mentorskem procesu v zdravstveni negi

Lunder, Tadej

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Title:	Medosebni odnosi v mentorskem procesu v zdravstveni negi
Authors:	ID Lunder, Tadej (Author) ID Lešnik, Amadeus (Mentor) More about this mentor... ID Koželj, Anton (Comentor)
Files:	MAG_Lunder_Tadej_2022.pdf (1,80 MB) MD5: 56869D2BE5738F69AE7A3FDA41C57A74
Language:	Slovenian
Work type:	Master's thesis/paper
Typology:	2.09 - Master's Thesis
Organization:	FZV - Faculty of Health Sciences
Abstract:	Uvod: Kultura mentorstva se začne z avtentičnim vodenjem, odprto komunikacijo in spoštovanjem vseh zaposlenih. Mentor nudi suport v odnosu, kjer različni faktorji vplivajo na izoblikovanje zaposlenega. Disperzija veščin mora biti pri zagotavljanja kompetenc na področjih praktičnega in teoretičnega usposabljanja enakomerna. Metode: Uporabljena je bila kvantitativna metodologija. Instrument raziskave je bil vprašalnik, ki smo ga oblikovali na podlagi literature. Vprašalnik je v celoti izpolnilo 106 anketirancev. Pri statistični analizi smo uporabili opisno ali deskriptivno statistiko in za preverjanje razlik med skupinami enosmerno ANOVO. Podatki so bili obdelani s programom Microsoft Excel. Predstavljeni so v obliki tabel in grafov z ustrezno interpretacijo. Hipoteze smo preverili s pomočjo statističnega paketa IBM SPSS 27.0. Rezultati: Mentoriranci so bili zadovoljni s svojim mentorjem. Prenos strokovnih znanj je bil na visoki ravni, visoko je bil ocenjen tudi medosebni odnos. Hipotezo 1 smo zavrnili, saj so rezultati t-testa pokazali, da ne obstaja statistično pomembna razlika v zadovoljstvu z medosebnimi odnosi z mentorjem, glede na to, ali je udeleženec tudi sam mentor v kliničnem okolju, p(1-stranski) = 0,721. Moč testa (1-β) v programu G*Power znaša 0,14. Hipotezo 2 zaradi premajhnega števila udeležencev v preostalih dveh skupinah inferenčna analiza ni bila smiselna, zato hipoteze nismo potrdili, niti zavrnili. Razprava in sklep: Mentorstvo krepi kader v zdravstveni negi in ustvarja pozitivne, profesionalne in avtonomne voditelje. Mentorji postavljajo temelje za kakovostno delo posameznika, ki prihaja v klinično okolje. Zapolnitev delovnih mest s kakovostnimi, kadri je ključnega pomena za rast in razvoj slovenskega zdravstva v prihajajočih turbulentnih časih.
Keywords:	medosebni odnosi, mentorstvo, izzivi v mentoriranju, karakteristike mentorja, mentorstvo v zdravstveni negi
Place of publishing:	Maribor
Publisher:	[T. Lunder]
Year of publishing:	2022
PID:	20.500.12556/DKUM-83297
UDC:	616-083:316.772.4(043.2)
COBISS.SI-ID:	134691331
Publication date in DKUM:	20.12.2022
Views:	1100
Downloads:	253
Metadata:
Categories:	FZV
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Licences

License:	CC BY-NC-ND 4.0, Creative Commons Attribution-NonCommercial-NoDerivatives 4.0 International

Link:	http://creativecommons.org/licenses/by-nc-nd/4.0/
Description:	The most restrictive Creative Commons license. This only allows people to download and share the work for no commercial gain and for no other purposes.
Licensing start date:	18.10.2022

Secondary language

Language:	English
Title:	Interpersonal relationships in the mentoring process in nursing
Abstract:	Introduction: A mentoring culture begins with authentic leadership, open communication and respect for all employees. A mentor provides support in a relationship where various factors influence the development of an employee. Dispersion of skills must be even when providing competences in the areas of practical and theoretical training. Methods: A quantitative methodology was used. The research instrument was a questionnaire, which we designed based on the literature. The questionnaire was completed by 106 respondents. Descriptive statistics were used for statistical analysis and one-way ANOVA was used to check differences between groups. Data were processed using Microsoft Excel. They are presented in the form of tables and graphs with appropriate interpretation. We tested the hypotheses using the statistical package IBM SPSS 27.0. Results: The mentees were satisfied with their mentor. The transfer of professional knowledge was at a high level, and the interpersonal relationship was also highly rated. Hypothesis 1 was rejected, as the results of the t-test showed that there was no statistically significant difference in satisfaction with interpersonal relationships with the mentor, depending on whether the participant was also a mentor in a clinical setting, p(1-sided) = 0.721. The power of the test (1-β) in G*Power is 0.14. Due to the insufficient number of participants in the remaining two groups, the inferential analysis did not make sense for hypothesis 2, so we neither confirmed nor rejected the hypothesis. Discussion and conclusion: Mentoring strengthens the nursing workforce and creates positive, professional and autonomous leaders. Mentors lay the foundations for the quality work of the individual entering the clinical environment. Filling positions with quality personnel is crucial for the growth and development of Slovenian healthcare in the coming turbulent times.
Keywords:	interpersonal relationships, mentoring, challenges in mentoring, mentor characteristics, mentoring in nursing

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