Running head: A CONCEPT ANALYSIS: MENTORING IN NURSING 1

A Concept Analysis: Mentoring based on Walker & Avant

Raymund Christopher R. dela Peña

Saint Louis University

CONCEPT ANALYSIS: MENTORING IN NURSING 2

Introduction

Nursing deals with concepts and embrace it as they seek for continuous professional

improvement. Among these concepts includes several process of analysis, such as advocacy

(Baldwin 2003), dignity (Mairis 1994), grief (Jacobs 1993), intimacy (Timmerman 1991)

presence (Gilje 1992) and mentoring (Walker & Avanti). Concepts are labels that describe

phenomena and provide a “concise summary of thoughts” (Meleis 1991).

Definition of concept

According to Walker and Avant (2005), concept analysis allows a person to explore the

attributes or characteristics of a concept and to distinguish between concepts is also an attempt to

increase the sum of what is known. Moreover, concept analysis is a systematic examination and

description of a word specifically about concepts. This process can give information to the

nurses who conducts concept analysis and offer them clarity and full understanding rather than

mere knowing a certain concepts.

The Oxford English Dictionary (2001) defines mentoring as the action of advising or

training another person, usually a less experienced colleague. There is no single definition of

mentoring but collective insights that mentoring is a process in which a person who is

experienced, wise, and trusted guides an inexperienced individual (Short, 2002). The function of

mentoring has become popular despite the difficulty to clearly define due to the nature of the

personal relationships of those involved in mentoring. According to Block, Claffey, Korow, and

McCaffrey (2005), the word “mentor” was already present way back specially to Greek

mythology and Homer’s Odyssey. Mentor was the older, counselor, and friend of Odysseus who

entrusted the care of his son to Mentor (Gentry, Weber, and Sadri, 2008).
CONCEPT ANALYSIS: MENTORING IN NURSING 3

Within the nursing profession, mentoring is depicts a valued relationship (Short, 2002) in

which a more experienced person supports the professional growth and career development of

another (Tahan, 2002). Templeton & Tremont (2014) posited that mentoring is a form of

coaching that supports individual development. Ali and Panther (2008) stress that mentoring is

considered an important role that “every nurse has to assume” (p. 35). Angelini (1995) cited that

mentoring for hospital staff nurses, is a multidimensional process connecting several aspects--

the environment, the people and events as mentoring a significant matter and not a single mentor

model. In addition, mentoring is a personal relationship between a more experienced people that

supports and guides a less skilled person with a goal of developing least skilled individual to a

full potential nurses possessing a personal connection, mutual trust and respect for a successful

mentoring relationship (McCloughen, O’Brien, and Jackson, 2009).

Clearly, all of the above definitions of mentoring in nurses revolve around a connection

and support of experts to an inexperienced individual with a goal of working towards a common

goal which is to deliver an effective care to patient and achieving one common goal of the

organization.

Literature Review

Barton, Gowdy, and Hawthorne (2005) believed that mentoring has been used in nursing

even during the era of Florence Nightingale and it is a new concept in nursing in the literature in

the 1980’s (Andrews, and Wallis, M. 1999). Lee (2000) believed that mentoring is long used in

other professions and gain interest and recognition as an effective strategy in improving

individual with the adversities brought about by both external and internal factors that could

greatly affect his multi-faceted role in the workplace which could result to inability of fulfilling

his potentials which is consonance with the view of McCloughen, A., O’Brien, L. and Jackson,
CONCEPT ANALYSIS: MENTORING IN NURSING 4

D. (2009) that mentoring is now an effective strategy for nursing professional development.

These literatures supports the need to conduct this concept analysis as nursing profession had

drastically changed over the past 20 years, and updating analysis of the concept mentoring based

on relevant and current literature is valuable to nursing profession specially in developing future

nurse leaders.

Many articles and studies have been written in relation to the mentoring in nursing and

uses of the concept of mentoring were evaluated beyond nursing discipline, these are in line with

business management, education, library sciences, social sciences, and even in medicine.

Gentry, Weber, and Sadri, (2008) explored the meaning and concept of mentoring,

according to them, mentoring is a multi-disciplinary concept. Rustgi, and Hecht (2011) describes

mentoring as an exciting and fulfilling relationship between an established faculty member and a

new faculty member specially of the same discipline. In academe, mentoring helps scholars work

independently while finding ways on how to culture and support their contributions to research

and education as well (Pomeroy, and Steiker, 2011).

Carroll (2004) and Daniels (2004) argue that understanding the concept of mentoring is a

vital process in nursing leadership and management. Without an in-depth understanding of the

concept, the healthcare organizations cannot augment the knowledge development among nurses

and may fail advance several leadership programs. Jeans (2006) and Rudan (2002) posited that

developing new nurse leaders is a serious issue that needs to be addressed by most healthcare

organizations in the nursing profession. Similarly, Milton (2004) states that healthcare

organizations and nursing leaders should be acquainted with and maintain the use of mentoring

in succession planning in order to sustain the purpose of professional development and

mentoring is important in maintaining, identifying, nurturing and supporting new nurse leaders.
CONCEPT ANALYSIS: MENTORING IN NURSING 5

Antecedents

Antecedents are those incidents that should come prior to the occurrence of the concept.

Antecedents are events or incidents that happen prior to the occurrence of the concept. They

mainly occur before the concept because they are essential in improving the vital elements and

characteristics of the concept (Walker & Avant, 2005).

The most noticeable antecedent of mentoring is that a mentor and mentee are required to

work as one, wherein a mentoring relationship does not exist without an interaction between

mentor and mentee (Yoder, 1990). The first antecedent in the concept is the relationship between

two people, with a goal of furthering the mentee’s career and professional development

(Gardner, and Schmidt,2007). Second is the use of mentoring to describe a form of employee

development in which a trusted person uses his or her experience to propose guidance, support,

career counseling, and encouraging another person towards achieving organization’s goal. And

third is the analysis of the impact of mentoring on the personal and professional skills of nurses

and new nurse leaders to be specific and provides appropriate feedback. Young (2009), Kanaskie

(2006) and Colonghi (2009) posited that mentoring is the sole responsibility of an organization to

support the mentor and the mentee and encourages mentoring process enhance success in

matching and mentoring outcomes.

Defining the Characteristics/Attributes of Mentoring

Attributes or characteristics are a list of uniqueness of a concept that is notable over and

over again when assessing literatures concerning the concept and it helps in the analysis of the

occurrence of the concept as differentiated from a similar concept. Defining attributes are

characteristics of a concept that occur throughout the literature and help to define the concept

thoroughly (Walker & Avant, 2005).

CONCEPT ANALYSIS: MENTORING IN NURSING 6

Based on the literature search conducted for this concept analysis, Walker & Avant

(1999) description of mentoring connotes the four literature that defines and describe the

attributes of mentoring, these are the relationship between two individuals with different levels

of experience, second is the relationship based on mutual respect and common goals, third is the

willingness demonstrated by mentor and the mentee to have a connection or the way to build a

relationship, and fourth is the sharing of knowledge between mentor and mentee.

The Canadian Nurses Association (2004) posits mentoring involves an intended but

mutually beneficial relationship similar to Wroten and Waite (2009) description that “mentoring

is a purposeful activities that helps in the career development, personal growth, caring,

empowerment, and nurturance of mentee that is integral to nursing practice and leadership” (p.

106). On the other hand, McCloughen, O’Brien, L. and Jackson claimed that mentoring

relationships can vary across situation and can be formal or informal in nature. Fielden,

Davidson and Sutherland (2009) claimed that mentoring is a process that develops over time and

a multifaceted yet mutual relationship between a mentor and mentee that has potential for

successful personal and professional development.

Mentoring in nursing leadership and management and can be depicted as leaders

developing leaders wherein experienced nurse leaders shares their tacit knowledge and guide and

support the new nurse leader when making difficult decisions. Support on the other hand is about

assisting new nurse leaders in attracting other nurse leaders to assume a management role.

LaFleur and White (2010), and Scandura and Williams (2004) believed that mentoring is useful

in developing the skill of the mentees whether it is on leadership or as a subordinate as the

mentor recognizes their potential and guide them, support them develop their skills based from

their own experience.

CONCEPT ANALYSIS: MENTORING IN NURSING 7

Kanaskie (2006) and Tourigny & Pulich. (2005) explained that the nature and quality of

the relationship is fundamental to the process of mentoring as it is the core of the relationship are

two people who value the function and importance of each other and want to be in a relationship

together. Barker (2006) and Young (2009) also describes that mentoring as a relationship that is

based on mutual respect and common goals, it involves the sharing of valuable tacit knowledge

through effective engagement and mutual but considerate communication. Moreover, Anderson,

(2011) and Grindel (2003) infer that mentors shall be approachable at all times, knowledgeable,

honest, patient and enthusiastic, and willing to spend time with the mentee. Pinkerton (2003),

Wilkins and Ellis. (2004) believed that for the mentee to be successful of their role as a new

leader it is very important that mentors shall have a full trust in the mentee’s capability to accept

the challenge, there to support the mentee whatever it may cost and encourage a mentee. A

mentee must be willing to learn, be career committed, competent, and have strong self- identity

and initiative.

Consequences of Mentoring in Nursing

Walker and Avant (2005) remarkably noted that consequences are those events and

incidents that can take place as a result in the event of a concept and that can often encourage

and motivate both patients involve to creating and proposing new ideas or avenues for research

pertaining to certain concepts. The consequences for the hospital in producing not effective

nurses can lead to high turnover and decreased customer service and satisfaction. Similarly,

Furman (2002) states that helping nurses deal with their new environment and assess them

familiarized and letting them feel single-handed guard them against burnout and maintains a

therapeutic presence, in return, leads to better patient care and increase their motivation to work.
CONCEPT ANALYSIS: MENTORING IN NURSING 8

Whenever, the expert nursing practitioners practice the concept of mentoring, several

consequences must be experienced and ultimately, such as the attitude of the mentee to give up

on the challenges that comes along their path during mentoring; a mentor can produce better

learning outcomes among new nurse leaders and can help change institutional culture among

others (Anderson, 2011, p48). The experience of mentoring allows the mentee to gain insight

into and develop leadership skills (Bellack and Morjikian, 2005). Bally (2007), Kanaskie (2006)

and Colonghi (2009) describe mentoring is associated with improved job satisfaction and

retention among them which is beneficial for the mentee, mentor, the organization, nursing

profession and ultimately the patient benefit. Mentoring is beneficial to both mentor and mentee

for it empowers both of them and enhances employees motivation and professional development

(Lee, 2000). Huybrecht, Loeckx, Quaeyhaegens, De Tobel, D. and Mistiaen, (2011) convey that

by embracing mentoring relationships, it empowers and motivate nurses to come to work,

empowered new nurses and new nurse leaders to acquire a high level of self-esteem and, in turn,

mentors new staff and vice versa.

Model Case on Mentoring in Nursing

Hastening, coaching and training as well as portrayal of being the role model creating

networks are terms associated with mentoring (DeCicco, 2008). According to Stewart and

Krueger (1996) , it is an orientation technique that is clinically focused with placing relationships

between experienced nurses and new staff which usually includes formal assessments or

evaluation. Coaching is a term that is similar to mentoring in that an individual is provided with

feedback, receives support, and guidance. Karsten, Baggot, Brownand Cahill (2010) professed

that coaching involves a more formal relationship with the mentor who are not usually selected

by the mentee. The act of coaching is focuses on the behavior and the development of certain
CONCEPT ANALYSIS: MENTORING IN NURSING 9

skills in a existing role whereas mentoring is prominently focus in supporting career and

interpersonal development of the mentee rather than focusing on their behaviors (Renton, 1999).

Walker and Avant (1999) suggest that the use of cases like the model case, borderline

case, the contrary case and the related cases assist in further illustrating the concept. These cases

contain some of the defining attributes of mentoring which are include in the concept analysis

that may augment the understanding the concept of mentoring.

A model case is constructed to illustrate the concept of the mentoring process. This case,

which includes all the defining attributes and no other attributes, is an absolute instance of the

concept (Walker & Avant, 1999). Wilson (1963) suggested using more than one model cases and

compares them to absolutely make sure of the sample used.

To give an example, I made used of my own experience during the early part of my

nursing career before I became part of nursing academe. My first destination is at a tertiary

government hospital, during my stay and exposure to different nursing roles, I aim of pursuing a

career in administration and nursing leadership for I feel comfortable seeking guidance and

assistance from my supervisor that time; she has an extensive experience in nursing

administration well-respected by most nurses. She demonstrates a leadership style that facilitates

an open caring relationship with us and I think she adopts a transformational kind of leadership,

she always want us to excel, she always look up to creating new nurse leaders from her

subordinates like me that influences me to love my work and dream high. She encourages and

support my growth and development by sharing her leadership knowledge and style. She always

listen to our sentiments and allow me to suggest things and letting me do whatever she knows

can benefit both organization and patients and most of all my personal professional development.

Now, I am in the academe world and doing the same thing influencing and encouraging others
CONCEPT ANALYSIS: MENTORING IN NURSING 10

towards achieving one goal: leaders to create new leaders. This model case contains all of the

critical attributes. Me and my Nurse supervisor demonstrate a willingness to participate in a

relationship by sharing her knowledge and experience and supporting my career goals and

ambition. This model and the situation presented demonstrate respect and understanding of one

common goal which is advancing my professional development and career.

Implications for Nursing

Mentoring is a very useful tool for the future of nursing leadership and should be

considered as method and process to promote and support nursing leaders to create future

nursing leaders. Recognizing all the core attributes of concepts which include caring and allow

nurses to determine appropriate research questions, develop theory and identify practice

priorities at a time of increasing demands and controlled resources. It is essential that the concept

of mentoring is fully understood to so that nursing will remain as a profession as an art with a

heart and a science with conscience. Mentoring recognizes and supports the healthcare

organization as a critical progression on planning strategy to attract and retain new nurse leaders.

Mentoring does not only develop leaders but boosting confidence of new nurse leaders to grow

professionally.

Conclusion

Hiring and recruitment as well as retaining new nursing leaders are merely affected by

the tremendous expectations and responsibilities for a nursing leaders specially understanding

their main role in the hospital towards achieving organization’s goal and patients’ satisfaction.

Nurses need to continue to evaluate and analyze their leadership roles and ensure that nursing

profession productively increase to meet the challenges and trends in the healthcare system and
CONCEPT ANALYSIS: MENTORING IN NURSING 11

patients’ satisfaction. Race, T.K. and Skees, J. (2010) signify that nursing profession needs to perform

and embrace the concept of mentoring to give new nurse leaders with compassionate and

encouraging environments where they can professional grow and prosper. Exploring further the

concept of mentoring in nursing leadership may provide a greater understanding of its

importance in today’s healthcare system.

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CONCEPT ANALYSIS: MENTORING IN NURSING 15

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