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Background. In Canadian baccalaureate nursing education, many schools pair their nursing students with a nurse preceptor to complete a consolidation placement in their final year of studies. The preceptor plays an important role in students’ learning and their success in the program. Although there are many factors that may influence preceptors’ ability to be successful in the role, the literature suggests that self-efficacy may affect their performance as a preceptors and may have an impact on students’ learning and their preceptorship experience. Self-efficacy is defined as a person’s confidence in their abilities to complete a task or goal. As such, preceptors with greater self-efficacy may be more effective in their role and may have a positive impact on students’ learning. Therefore, it is important to assess factors that influence preceptors’ self-efficacy as this knowledge could help inform and target the development of preceptor training programs, preceptor selection criteria and preceptor supports. Objectives. The purpose of this thesis is to explore the factors that affect the self-efficacy of preceptors. Five factors were investigated, including: (1) nursing experience, (2) preceptor experience, (3) vicarious preceptor experience, (4) preceptor training, and (5) the personality trait neuroticism. These variables are derived from Bandura’s (1986) theory of self-efficacy. Design. This study was conducted using a cross-sectional, non-experimental study design. Methods. A total of 95 nurse preceptors participated in the study by completing an online survey and were recruited using multiple strategies, including social media. The survey was comprised of demographic questions, a measure of the Big-Five personality traits, and a measure of clinical teaching self-efficacy. Correlation, independent t-tests and ANOVAs were done to analyze the data. Results. A statistically significant correlation was found between self-efficacy and two independent variables: nursing experience (r = 0.33, p < 0.01) and the personality trait of neuroticism (r = -0.21, p = .05). Additionally, self-efficacy was correlated with agreeableness (r = 0.22, p = .03) and age (r = 0.41, p < 0.01). A statistically significant difference in self-efficacy was found between diploma and bachelor degree nurses (mean difference = 0.37, p = .02), and bachelor degree and graduate degree nurses (mean difference = -0.45, p = .02). Conclusion. Three key results were found to influence the self-efficacy of nurse preceptors. This knowledge can be incorporated into preceptor training, preceptor support and the preceptor selection process.

Magister Curationis / Background: A preceptor is defined as a specialized tutor who gives practical training to the student in the practice settings. Preceptors are frequently used to orientate nursing students to prepare them for their duties as professional nurses. In the Western Cape Province professional nurses attend a training programme to prepare them for the role of preceptor. Following the training it is unclear how the trained nurse preceptors' perceive their preparation for the role. The perceptions of preceptors may also influence their commitment to their role. Aims and Objectives: The purpose of this study was to explore the interrelationships among preceptors' perceptions of benefits and rewards of, support for and commitment to the role. A conceptual framework guided the study which replicated previous studies that explored nurse preceptors' perceptions. Research Methodology: A descriptive, correlational design was used in this study to address the research questions. A quantitative approach was used to establish the perceptions of nurse preceptors' benefits, support and commitment to the role. The convenience sample was drawn from the preceptors (n=60) who completed the preceptor training programme at the University of the Western Cape. Instrumentation for the study included the following scales: Preceptor's Perceptions of Benefits and Rewards Scale, the Preceptor's Perceptions of Support Scale and the Commitment to the Preceptor Role Scale. Data analysis was performed through SPSS 20.0 to produce both descriptive and inferential statistics and to establish the relationships between the variables. Results and Recommendations: Statistical significance was examined and correlation between variables were analysed. The findings indicated that nurse preceptors were committed to their role: the workload of nurse preceptors needs to be refined and in-service training should be given to the nursing staff in relation to the goals of the nurse preceptor in the clinical and education units. The findings of this study will add to what is known about preceptors' perceptions and may assist in guiding the evaluation of the preceptorship programme. In addition, the results may inform nurse managers about the perceived benefits, rewards and support required by preceptors, thus adding to the body of knowledge about clinical teaching and learning. Ethical Considerations: Ethical clearance was sought from the Ethics Committee of the University of the Western Cape and informed consent was obtained from the participants. iv

This study focused on the transitioning of graduate nurses (GNs) employed by a teaching hospital in the eastern United States to the professional role of registered nurse after a 6-week orientation was the focus of this study. Benner's novice-to-expert theory served as the framework for this qualitative case study. Twelve participants were chosen from 3 specific populations: GNs, nursing preceptors, and nurse managers. Three research questions asked about the perceptions of newly licensed nurses after completion of the orientation process related to their ability to make critical decisions in the professional role of RN, how the preceptor educational training program prepared staff nurses for the role of preceptor, and the beliefs of newly licensed nurses and nurse managers regarding the role of nurse mentor. Interviews and documents were the sources of the qualitative data collected from the participants and the organization. The data were coded manually in a comparative manner to extract the themes that emerged from the findings. Participants agreed that the orientation program did not provide sufficient time and education for GNs to learn and grow professionally and did not offer training to nurses serving as preceptors. Results identified the need for revisions to the orientation program that would offer consistency and relevancy to the needs of all stakeholders. The preceptor workshop and a transition-to-practice (TTP) program were developed based on the outcomes. The TTP program could benefit this teaching hospital as well as local, state, and national health care facilities that employ newly licensed nurses. Improving the training of preceptors and implementing the orientation program for GNs for a minimum of 6 to 12 months would improve patient outcomes and increase nurse competency.

Consistency in clinical preceptor training for sonography students is important in assuring equity in sonography student evaluation. Review of a local community college sonography program revealed a gap between expected roles and responsibilities of clinical preceptorship and what was actually done in the clinical setting. The purpose of this project study was to explore perceptions of graduates and preceptors regarding what constituted best practices in the evaluation of sonography students in the clinical setting. Knowles's theory of active learning provided a framework for understanding the student-preceptor relationship in the evaluation process. Research questions focused on sonography graduates' and clinical preceptors' perceptions of important practices for ensuring consistency and equity in clinical evaluation. A case study design composed of face-to-face interviews with 5 graduates and 5 preceptors at the study community college was used to address the research questions. Sonography graduates were at least 2 years post-graduation; preceptors had at least 1 year with the program and at least 2 years of clinical experience. Interview data were transcribed verbatim and open coded to identify common themes. Four themes were identified: similar definitions of consistency in evaluation, importance of immediate feedback after skillls performance, potential favoritism in clinical evaluation, and the need to enforce program policies. Findings were used to design a clinical preceptor training workshop that could provide a better understanding of effective measures to attain consistency and equity in the evaluation process, fostering positive social change by helping prepare sonography students as competent practitioners to address health care needs locally and globally.