Part 1: An Overview of Mentoring Practices and Mentoring Benefits.

Mentoring has been proposed as a solution for retention and succession planning in nursing; however, there is a lack of information about "how to" mentor based on evidence. This seven-part leadership series will provide a deep dive into evidence-based mentoring practices and associated mentoring benefits for staff nurses and the organizations in which they work. Part 1 of this series provides an overview of the origins and evolution of mentoring, related definitions, and evidence-based mentoring practices and benefits.

Mentoring practices benefiting pediatric nurses.

Previous studies examining predictors of pediatric nurse protégé mentoring benefits demonstrated that protégé perception of quality was the single best predictor of mentoring benefits. The ability to identify the mentoring practices that predict specific benefits for individual nurses provides a better understanding of how mentoring relationships can be leveraged within health care organizations promoting mutual mentoring benefits. This descriptive correlational, non-experimental study of nurses at a northeast Ohio, Magnet® recognized, free-standing pediatric hospital advances nursing science by demonstrating how mentoring practices benefit pediatric nurse protégés.

Nurse mentoring study demonstrates a magnetic work environment: predictors of mentoring benefits among pediatric nurses.

This descriptive, correlational research study applied a business mentoring model, the Mutual Benefits Model (M. G. Zey, 1991), to explore relationships among mentoring quality, mentoring quantity, mentoring type, length of employment, and mentoring benefits among pediatric staff nurse protégés in a single Midwestern, Magnet-designated, freestanding children's hospital.