The general purpose of this study was to determine the impact that the match of mentor and mentee had on the success of the mentoring relationship. The leadership style of the mentor and the reporting style of the mentee were determined and effectiveness of the match was determined. This was done in order to determine the impact of the match between mentor and mantee on the quality of the mentoring relationship. The study was conducted within a local government milieu with a sample of 34 mentors and 40 mentees, thus a total of 40 mentoring pairs. These participants were all part of a formal mentorship programme within the organisation. The findings indicated that when leadership and reporting styles of mentoring pairs are complementary it will not have a significant effect on the success of the mentoring relationship. It furthermore suggests that careful consideration should be given in selecting participants before initiating mentorship programmes. / Industrial and Organisational Psychology / M.A. (Industrial Psychology)

Developing employees to assume leadership positions has never been more critical for organizational leaders given the competitive climate and the shortage of executive leaders. Organizations must develop future leaders at unprecedented rates to assume roles and responsibilities of the current executive leaders who will leave the organization due to retirement and other forms of attrition. Using mentorship theory, the purpose of this multicase study was to explore strategies that business leaders use to successfully improve their mentoring programs for employee leadership development. The target population consisted of 3 business leaders located in central Florida with successful experience in improving their mentoring programs for employee leadership development. Data were collected via semistructured interviews and review of organizational documents. Data were analyzed using methodological triangulation through inductive coding of phrases and words. Three themes emerged from the thematic analysis, which are: mentoring functions are critical for leadership development, multiple modes of mentoring are effective for leadership development, and a mentor's motivation is critical for a successful mentoring relationship with mentee. Business leaders must understand the processes and functions of mentoring to make informed decisions when considering integrating mentorship programs into the organizational processes and initiatives aimed at leadership development. The implications for positive social change include the development of leaders empowered to make significant contributions to their local communities, allowing leaders to effectively respond to challenges associated with lack of proper health, homelessness, environmental sustainability, and violent acts.

In this study narratives of mentorship are listened to and described from the local context of the Dutch Reformed Church Lynnwood. These narratives originate from the mentorship programme in the youth ministry of the congregation. The research approach in this study flows from an epistemology based on narrative theory, social constructionism and a postfoundational approach. It is a practical theological study that aims to come to a greater understanding of these narratives. Based on the epistemology discussed here, I position myself within the framework of a postfoundational practical theology. Within this framework the praxis is the starting point of this research. This is local knowledge, interpreted and described by a community of co-researchers as informed by traditions of interpretation. The in-context experiences are interpreted and thickened through interdisciplinary investigation. This is done through a study of relevant literature as well as interdisciplinary discussion based on the theory of transversal rationality. At the end of this research process, alternative interpretations and suggestions are made that point beyond this local context and contribute to the larger field of mentorship. The research process in this study is developed from the postfoundational practical theological positioning. Seven movements are used to listen to the narratives of the eight co-researchers participating in this study. The narratives of the co-researchers lead to the identification of certain themes from their experiences that resonate with themes available to us in literature. The same themes also emerge from the interdisciplinary conversation in this study. These themes are critically discussed and certain questions are raised with regards to mentorship and the way mentorship is understood in different contexts. The issue of language and how the various fields concerned with mentorship use language is discussed. It is clear from this study that the local context of mentorship in this study differs in certain aspects from other contexts where mentorship is practiced. The difference between coaching and mentorship is investigated and reflected upon. I argue in the concluding chapter that from this context three basic foundation blocks for mentorship emerge. Firstly, the relationship forms the first basic building block of mentorship. Secondly, growth is the second basic building block and also the aim of mentorship. Although the way growth is understood may vary from context to context, it still forms one of the basic building blocks of mentoring relationships. The third basic building block is the fact that the mentorship relationship is reciprocal. I suggest an approach to mentorship that emerged from the narratives of the local praxis studied. This approach is based on values. The following values are suggested as necessary in a meaningful mentorship programme or relationship: clarity, context, the ordinary, relationship, listening, adding value, reflection and ethics. I conclude that mentorship is a landscape with many voices. The values suggested in this study can be used to construct the understanding of mentorship in a specific, local context. This is done with the aim to facilitate a meaningful mentorship programme or relationship. / Thesis (PhD)--University of Pretoria, 2009. / Practical Theology / unrestricted

Bakgrund: En bra arbetsmiljö ger förutsättningar för att individer upplever välbefinnande på sin arbetsplats. Onboarding (arbetsplatsintroduktion) innebär den process en medarbetare genomgår från att inte kunna arbetet till att bli en fullärd medarbetare med rätt förmågor och beteenden som överensstämmer med det som arbetsplatsen behöver. Syfte: Att exemplifiera arbetsgivares upplägg och insatser beträffande arbetsplatsintroduktion. Ytterligare syften är att undersöka chefers erfarenheter och upplevelser om innehåll och utförande av erhållen introduktion, samt undersöka om introduktion anses ha betydelse för personals arbetsrelaterade välbefinnande. Metod: Studiens design är en deskriptiv intervjustudie. Tolv intervjuer genomfördes och materialet analyserades enligt kvalitativ innehållsanalys. Resultat: Intervjuerna resulterade i två innehållsanalyser, en där HR-personal var informanter och en där chefer var informanter. Analysen med HR-informanter resulterade i en kategori; ”Upplägg av företagens introduktionsprogram” med fyra underkategorier och analysen med chefsinformanterna resulterade i tre kategorier, ”Erfarenheter att lära sig chefsrollen”, ”Chefer har olika utgångslägen och behov”, där nio underkategorier identifierades. Slutsats: Liksom tidigare forskning förstärker uppsatsens resultat att sociala relationer är den främsta faktorn för att lära sig en verksamhet och tillägna sig en yrkesroll (chefsrollen) och även den mest betydande faktorn för att uppleva välbefinnande på en arbetsplats. Informanternas erfarenheter och upplevelser urskiljer vissa komponenter som är viktiga att beakta när organisationer ska utforma introduktionsstrategier vilka är; om chefer är externt/internt rekryterade, deras chefsnivå och tidigare chefserfarenhet samt möjligheten att få framföra egna önskemål och behov av introduktion. / Background: A good working environment creates opportunities for individuals to experience well-being at the workplace. Onboarding is the processes through which a new employee goes from being an organizational outsider to become an organizational insider with the right skills and behaviours that are consistent with what the organization needs. Aim: To give examples of set up and efforts of introduction programmes for new employees and to investigate managers´ experiences of onboarding and if onboarding programme is considered to have an effect on well-being at the workplace. Method: A descriptive study was conducted based on twelve interviews and the interview material was analysed according to qualitative content analysis. Result: Two qualitative content analyses were completed, the first one with Human Resources (HR) staff and the second one based on manager interviews. The analysis with HR staff resulted in one category; ”The setup of the companies onboarding programmes”, with four subcategories and the second analysis resulted in three categories; ”Experiences to learn the managerial role”, ”Managers have different needs and starting-points” and ”Factors for successful onboarding”. A total of nine subcategories were identified. Conclusion: Previous researchs show that social relations are the primary factor for new employees to learn their work and managerial role. It is also the foremost factor to experience well-being at the workplace. The knowledge and experiences of the interviewed show similarities for certain components to consider when to establish onboarding processes in an organization. They are; if managers were in-house recruited or externally recruited, their manager level, their previous experience of being a manager and opportunities to express individual wishes and needs in an onboarding programme.

Internships are commonly used by firms for training and recruiting talents. Yet, research overlooks which factors are influential in job acceptance for interns. The purpose of this study is to investigate the relationship of influencing factors such as task goal clarity, autonomy, mentorship and learning to job acceptance of interns after an internship program. A total of 150 copies of questionnaires were distributed online among university and graduate school students in Taiwan. 120 questionnaires were returned. The statistical methods used in this study were reliability test, descriptive analysis, correlation analysis and regression analysis. Based from the results shown, it was found that task goal clarity and mentorships influences the learning of interns. Furthermore, autonomy affects the relationship of task goal clarity and learning. The relationship of task goal clarity and learning is expected to be stronger when autonomy is high and weaker when it is low. Lastly, learning influences the willingness of job acceptance. The recommendations from the conclusions are proposed as references for relevant organizations and future studies Keywords: task goal clarity, mentorship, autonomy, learning, job acceptance, internships / Internships are commonly used by firms for training and recruiting talents. Yet, research overlooks which factors are influential in job acceptance for interns. The purpose of this study is to investigate the relationship of influencing factors such as task goal clarity, autonomy, mentorship and learning to job acceptance of interns after an internship program. A total of 150 copies of questionnaires were distributed online among university and graduate school students in Taiwan. 120 questionnaires were returned. The statistical methods used in this study were reliability test, descriptive analysis, correlation analysis and regression analysis. Based from the results shown, it was found that task goal clarity and mentorships influences the learning of interns. Furthermore, autonomy affects the relationship of task goal clarity and learning. The relationship of task goal clarity and learning is expected to be stronger when autonomy is high and weaker when it is low. Lastly, learning influences the willingness of job acceptance. The recommendations from the conclusions are proposed as references for relevant organizations and future studies Keywords: task goal clarity, mentorship, autonomy, learning, job acceptance, internships

Trots en ökad efterfrågan i samhället på insatser för att stötta nyanlända i språkutveckling, och därmed även att ta sig in på arbetsmarknaden, finns i Sverige begränsad forskning kring handledning av nyanlända inom industrisektorn. Syftet med denna studie är att bringa kunskap i förutsättningar för arbetsplatslärande hos nyanlända inom industrisektorn, med fokus på språkinlärning. Detta görs genom att undersöka följande frågeställningar; Hur föreskrivs yrkesintroduktion gå till? Hur förhåller sig handledare till processer för nyanländas språkinlärning? Hur förhåller sig handledare till processer för inkludering av nyanlända? Vilka förutsättningar ger yrkesintroduktioner för nyanländas arbetsplatslärande inom företagen?Metoderna för att undersöka fenomenet är dels kvalitativa intervjuer av sex handledare för nyanlända på yrkesintroduktioner på tre olika företag inom industrisektorn, samt en text- och dokumentanalys av fyra stöddokument som har tagits fram av Delegationen för arbetsplatslärande vid yrkesintroduktionsanställningar (YA-delegationen) kring handledning av nyanlända.   Genom ett teoretiskt ramverk baserat på Etienne Wengers teori om gränsland och mäklarskap inom ”Communities of Practices” (2000) tolkas resultaten från undersökningarna. Några av de slutsatser som dras är att handledarna på företagen främst arbetar med praktisk upplärning av arbetsuppgifter och språkinlärning som fokuserar på inlärning av enskilda yrkesbegrepp. Djupare diskussioner kring normer och värderingar samt ”mjuka värden” hindras på grund av bristande språkkunskaper hos de nyanlända. Bristande kunskap i hur gemensamma aktiviteter för kunskapsutbyten kan ske utmärker även handledarskapet, och förslag på sådana aktiviteter saknas även i stöddokumenten. En sista slutsats är att om varken staten eller företagen själva kan stötta handledare i hur olika människors kunskaper kan tas tillvara på och hur mångfald ska utnyttjas så blir språket inom industrier inte bara en säkerhetsfråga, utan en samhällsfråga. / Despite an increased demand in society for effortsto support newly arrived immigrants in language development, and getting a way in to the labor market, there is a limited research in Sweden on mentorship of immigrants in the industrial sector. The aim of this study is to bring knowledge into the prerequisites for workplace learning among immigrants in the industrial sector, with a focus on language learning. This is done by examining the following questions;How are professional introductions precribed to be implemented? How do supervisors relate to processes for language learning of the immigrants? How do supervisors relate to processes for inclusion of immigrants? What are the prerequisites for professional introductions for immigrant´s workplace learning within the companies?The methods for examining this phenomenon are partly qualitative interviews of six mentors of immigrants at professional introductions at three different companies in the industrial sector, as well as a document analysis on four steering documents that have been provided by the YA-delegation.   The results of the study are interpreted through a theoretical framework based on Etienne Wenger's (2000) theory of boarders and broakers within the theory of ”Communities of Practice”. Some of the conclusions that are drawn are that the mentors at the companies mostly work with practical training of tasks, and language learning that focuses on separate technical terms. Deeper discussions on norms and values​ ​​are hindered by the lack of broader language skills of the immigrants. Lack of knowledge in how joint activities for knowledge sharing can be taken place characterizes the mentorships, and this aspect is also lacking in the state’s governance documents. One final conclusion is that if neither the state nor the companies themselves can support mentors in how different people's knowledge can be utilized and how diversity should be utilized, the language within industries will not only be a security issue, but a social issue.

Bakgrund: Det råder brist på sjuksköterskor i dagens hälso- och sjukvård, vilket resulterar i att antalet erfarna sjuksköterskor minskar och det blir svårare för nyutexaminerade sjuksköterskor att få stöttning i sin nya profession. Övergången från student till ansvarig sjuksköterska beskrivs av många som utmanande och intensiv. Syfte: Syftet var att beskriva upplevelsen av mentors betydelse för nyutexaminerade sjuksköterskor under det första arbetsåret på en medicin- och geriatrikklinik. Metod: Kvalitativ semistrukturerad intervjustudie och en induktiv metod har använts. Vilket innebär att studien utgått från deltagarnas egna erfarenheter och upplevelser. Elva nyutexaminerade sjuksköterskor som arbetar på ett länsdelssjukhus i södra Sverige intervjuades. Resultat: Genom en kvalitativ innehållsanalys framkom tre teman med tillhörande underteman. Sjuksköterskans arbetssätt är första temat (sjuksköterskans förhållningssätt, tidspress och ansvar). Andra temat är säker vård (patientsäkerhet, kommunikation och vetenskaplig evidens) och tredje temat är samspel (struktur, tillgänglighet och support). Slutsats: Mentor är av betydelse och en trygghet för nyutbildade sjuksköterskor under första tiden som kliniskt verksamma. / Background: There is a lack of nurses in today's healthcare. Which results in the number of experienced nurses decreases and it becomes more difficult for newly graduated nurses to get support in their new profession. The transition from student to responsible nurse is described by many as challenging and intensive. Purpose: The purpose of the study was to describe the experience of mentors' importance for newly graduated nurses during the first year of work in a medicine and geriatric clinic. Method: Qualitative semi-structured interview study and an inductive method has been used. Which means that the study is based on the participants' own experiences. Eleven newly graduated nurses were interviewed who worked at a county hospital in southern Sweden. Result: Through a qualitative content analysis, three themes emerged with associated sub-themes. The nurse's way of working is the first theme (nurse´s approach, time pressure, responsibility). The second theme is safe care (patients’ safety, communication, scientific evidence) and the third theme is interaction (structure, availability, support). Conclusions: In the study we found that mentors are of importance and safety during new nurses the first time in the business.

INTRODUÇÃO: O Mentoring, relação em que uma pessoa mais experiente acompanha e orienta um jovem iniciante em seu percurso, tem sido adotado nas escolas médicas como estratégia para oferecer suporte pessoal e estimular o desenvolvimento profissional do futuro médico. Estudos da área assinalam que também os mentores referem mudanças e benefícios ao longo do tempo, mas não aprofundam a dinâmica e o significado dessas transformações. A partir da consideração de que aspectos inconscientes estão presentes na relação de Mentoring, este estudo aborda o tema segundo alguns conceitos da Psicologia Analítica, com destaque para o arquétipo do Herói, articulando-os ao campo da Educação Médica. OBJETIVOS: Explorar as percepções e o significado atribuído por tutores, com papel de mentores, às suas vivências, buscando compreender suas motivações, vicissitudes, recursos e transformações percebidas ao longo do tempo. MÉTODO: A investigação consiste em um estudo qualitativo junto a catorze tutores do Programa de Tutoria da Faculdade de Medicina da Universidade de São Paulo. Procurou-se, intencionalmente, a heterogeneidade do grupo investigado. Os dados foram coletados ao longo do segundo semestre de 2008 e janeiro de 2009, por meio de entrevista semidirigida. O material foi analisado segundo a técnica de análise de conteúdo, com o estabelecimento de núcleos temáticos articulados aos objetivos do estudo. RESULTADOS: Os tutores entrevistados revelaram motivações relativas ao aluno (seja o aluno de hoje, seja o tutor quando aluno no passado) e à instituição (oficializar a função, colaborar com a formação, atualizar-se sobre a faculdade, retribuir oportunidades recebidas). Parte importante dos tutores reconheceu dificuldades ao longo do caminho envolvendo dúvidas iniciais, frustração com a adesão dos alunos e sobrecarga derivada do cotidiano acadêmico-profissional. Para lidar com as dificuldades, os tutores destacaram recursos externos, como a Coordenação do Programa, os supervisores e outros colegas tutores, e internos, especialmente sua experiência de vida. Muitos dos tutores entrevistados relataram mudanças: houve revisão de si mesmos e do contexto em que estão inseridos, aprendizado e recompensas, especialmente o estar em contato com a juventude atual. Há tutores, entretanto, que não identificaram transformações derivadas da experiência: justificaram que este tipo de relação com os alunos já estava presente em seu cotidiano, observaram mudanças apenas nos alunos ou, ainda, referiram não desejar ou não haver o que ser transformado. CONCLUSÕES: Há entre os tutores um desejo de restabelecer a antiga, significativa e próxima relação do mestre com o seu discípulo, da qual os professores de hoje referem sentir falta; eles valorizam o ser docente e a oportunidade de reafirmar seu vínculo com a Instituição, da qual são especialmente gratos: a FMUSP. Simbolicamente, buscam estar em contato com o seu aluno interno ferido, e dele cuidar. A relação permite ao tutor um encontro e um reencontro: reparador do passado e, ao mesmo tempo, rejuvenescedor e que o atualiza quanto ao presente. Encontram dificuldades no caminho da realização desse encontro e, nessa jornada, podem (mas não necessariamente isso acontece) transformar e ser transformados pelo outro / Background: Mentoring, a kind of relationship in which a more experienced person guides a young beginner in his development, has been adopted in Medical schools as a strategy to offer personal support and to promote the professional development of future physicians. Studies show that mentors also report changes and benefits over time, but do not explore the dynamics and meaning of these transformations. Considering that unconscious aspects are present in mentoring relationships, this study addresses the mentors development according to some concepts of Analytical Psychology, especially the archetypes and myths, emphasizing the Heros Journey, also linking them to the Medical Education field. Objectives: This study explores the perceptions and the meaning attributed by mentors to their experiences, aiming to understand their motivations, difficulties, resources and changes perceived over time. Method: The research is a qualitative study with fourteen mentors of the FMUSP Mentoring Program. The heterogeneity of the investigated group was intentional. Data were collected during the second half of 2008 and January 2009, by semi-structured interviews. Mentors answers were analyzed using content analysis technique and thematic categories linked to the study objectives were developed. Results: Mentors presented motivations related to the student (the today student and the mentor when student in the past) and to the institution (making the function official, collaborating with medical education, updating themselves about the medical course, returning the received opportunities). Most of mentors recognized difficulties along the way, which involved initial doubts, frustration with the students adhesion and overload of daily academic and professional work. To cope with difficulties, mentors highlighted external resources such as the Program Coordination, supervisors and other mentors, and internal resources, especially their own life experience. Many mentors reported changes: a reviewing of themselves and of the context in which they live, learning and rewards, especially being in contact with the youth. There are mentors, however, that did not identify changes: they justified that this kind of relationship was already present in their daily lives; others just observed changes in students, and others reported having nothing to be transformed. Conclusion: There is a desire among mentors of recovering the old, meaningful and close masterapprentice relationship; they value being a teacher and are grateful to the Institution. Symbolically, they aim to keep in touch with their \"inside wounded student\" and take care of him. Mentoring allows mentors to recover the past and to rejuvenate themselves with the present. In this journey mentors face difficulties and they may, although not all of them, transform and be transformed by other

INTRODUÇÃO: O Mentoring, relação em que uma pessoa mais experiente acompanha e orienta um jovem iniciante em seu percurso, tem sido adotado nas escolas médicas como estratégia para oferecer suporte pessoal e estimular o desenvolvimento profissional do futuro médico. Estudos da área assinalam que também os mentores referem mudanças e benefícios ao longo do tempo, mas não aprofundam a dinâmica e o significado dessas transformações. A partir da consideração de que aspectos inconscientes estão presentes na relação de Mentoring, este estudo aborda o tema segundo alguns conceitos da Psicologia Analítica, com destaque para o arquétipo do Herói, articulando-os ao campo da Educação Médica. OBJETIVOS: Explorar as percepções e o significado atribuído por tutores, com papel de mentores, às suas vivências, buscando compreender suas motivações, vicissitudes, recursos e transformações percebidas ao longo do tempo. MÉTODO: A investigação consiste em um estudo qualitativo junto a catorze tutores do Programa de Tutoria da Faculdade de Medicina da Universidade de São Paulo. Procurou-se, intencionalmente, a heterogeneidade do grupo investigado. Os dados foram coletados ao longo do segundo semestre de 2008 e janeiro de 2009, por meio de entrevista semidirigida. O material foi analisado segundo a técnica de análise de conteúdo, com o estabelecimento de núcleos temáticos articulados aos objetivos do estudo. RESULTADOS: Os tutores entrevistados revelaram motivações relativas ao aluno (seja o aluno de hoje, seja o tutor quando aluno no passado) e à instituição (oficializar a função, colaborar com a formação, atualizar-se sobre a faculdade, retribuir oportunidades recebidas). Parte importante dos tutores reconheceu dificuldades ao longo do caminho envolvendo dúvidas iniciais, frustração com a adesão dos alunos e sobrecarga derivada do cotidiano acadêmico-profissional. Para lidar com as dificuldades, os tutores destacaram recursos externos, como a Coordenação do Programa, os supervisores e outros colegas tutores, e internos, especialmente sua experiência de vida. Muitos dos tutores entrevistados relataram mudanças: houve revisão de si mesmos e do contexto em que estão inseridos, aprendizado e recompensas, especialmente o estar em contato com a juventude atual. Há tutores, entretanto, que não identificaram transformações derivadas da experiência: justificaram que este tipo de relação com os alunos já estava presente em seu cotidiano, observaram mudanças apenas nos alunos ou, ainda, referiram não desejar ou não haver o que ser transformado. CONCLUSÕES: Há entre os tutores um desejo de restabelecer a antiga, significativa e próxima relação do mestre com o seu discípulo, da qual os professores de hoje referem sentir falta; eles valorizam o ser docente e a oportunidade de reafirmar seu vínculo com a Instituição, da qual são especialmente gratos: a FMUSP. Simbolicamente, buscam estar em contato com o seu aluno interno ferido, e dele cuidar. A relação permite ao tutor um encontro e um reencontro: reparador do passado e, ao mesmo tempo, rejuvenescedor e que o atualiza quanto ao presente. Encontram dificuldades no caminho da realização desse encontro e, nessa jornada, podem (mas não necessariamente isso acontece) transformar e ser transformados pelo outro / Background: Mentoring, a kind of relationship in which a more experienced person guides a young beginner in his development, has been adopted in Medical schools as a strategy to offer personal support and to promote the professional development of future physicians. Studies show that mentors also report changes and benefits over time, but do not explore the dynamics and meaning of these transformations. Considering that unconscious aspects are present in mentoring relationships, this study addresses the mentors development according to some concepts of Analytical Psychology, especially the archetypes and myths, emphasizing the Heros Journey, also linking them to the Medical Education field. Objectives: This study explores the perceptions and the meaning attributed by mentors to their experiences, aiming to understand their motivations, difficulties, resources and changes perceived over time. Method: The research is a qualitative study with fourteen mentors of the FMUSP Mentoring Program. The heterogeneity of the investigated group was intentional. Data were collected during the second half of 2008 and January 2009, by semi-structured interviews. Mentors answers were analyzed using content analysis technique and thematic categories linked to the study objectives were developed. Results: Mentors presented motivations related to the student (the today student and the mentor when student in the past) and to the institution (making the function official, collaborating with medical education, updating themselves about the medical course, returning the received opportunities). Most of mentors recognized difficulties along the way, which involved initial doubts, frustration with the students adhesion and overload of daily academic and professional work. To cope with difficulties, mentors highlighted external resources such as the Program Coordination, supervisors and other mentors, and internal resources, especially their own life experience. Many mentors reported changes: a reviewing of themselves and of the context in which they live, learning and rewards, especially being in contact with the youth. There are mentors, however, that did not identify changes: they justified that this kind of relationship was already present in their daily lives; others just observed changes in students, and others reported having nothing to be transformed. Conclusion: There is a desire among mentors of recovering the old, meaningful and close masterapprentice relationship; they value being a teacher and are grateful to the Institution. Symbolically, they aim to keep in touch with their \"inside wounded student\" and take care of him. Mentoring allows mentors to recover the past and to rejuvenate themselves with the present. In this journey mentors face difficulties and they may, although not all of them, transform and be transformed by other

Many newly graduated registered nurses (NGRNs) leave the nursing profession within the first 2 years of employment in a rural hospital located in the Southwestern region of Oklahoma. A strategy to address this problem was to introduce a mentorship process that would help support the NGRNs as they transition into independent practice in the clinical setting. The goal of this project was to develop a mentorship program for future implementation. The Partners In Nursing (PIN) program sponsored by the Robert Wood Johnson Foundation, and developed by the American Association of Colleges of Nursing and the American Nurses Association, was selected to support the NGRN transition from student nurse to practicing clinician with a goal to improve retention rates by 10 percent. Benner's novice to expert framework and the Psychological Empowerment model were used in the development of activities contained within the mentorship program modules. Barrett's theory of power helped to guide the development of resilience activities for the future participants. An evaluation plan was developed to monitor new nurse progress before and during the program using the Casey and Fink questionnaire to evaluate the needs and job performance of the participants. The target hospital National Database of Nursing Quality Indicators (NDNQI) was analyzed to help justify the project abe used in future evaluations. Facilitating mentorship will result in social change through increased autonomy of the new professionals, along with improved retention which positively impacts patient outcomes. Social change will bridge the gap in retention and the cost of replacing a NGRN. Dissemination of this project is planned to occur both within the facility and at the relevant national organizations supporting nurse educators.