Date of Award
2002
Document Type
Practicum
Degree Name
Doctor of Education
Department
Programs for Higher Education
Advisor
Steve Current
Abstract
Preceptor programs have been shown to produce nurses, who stay with their jobs, have increased confidence, and competence in the clinical setting. The nurse preceptors are an integral part of these programs. Professional burnout is risked if preceptors are repeatedly asked to assume additional responsibilities without appropriate rewards and support. The purpose of the study was to evaluate the relationship between the preceptor's perception of benefits, rewards, support, and their commitment to the preceptor role.
The research questions that guided the study were was there a relationship between the preceptor's perception of benefits, rewards, and support associated with the preceptor role and his/her commitment to the role? And, was there a relationship between the number of times a preceptor acted as a preceptor and the commitment to the role? The procedures used included a review of the literature and document analysis. In addition, the Preceptor's Perception of Benefits and Rewards (PPBR) Scale, Preceptor's Perception of Support (PPS) Scale, and Commitment to the Preceptor Role (CPR) Scale, was administered to the preceptors.
Findings showed a positive correlation with the perceived benefits and rewards associated with the role, and commitment to the role (n = 25, r = 0.802, p = < 0.001). Also, perception of support for the role was positively related to the commitment to the role (n =25, r = 0.616, p = < 0.001). Document analysis showed there were no programs relating to preceptor development.
Two conclusions were reached. First, there was positive correlation found with the perceived benefits, rewards, and support associated with the role, and commitment to the role. Second, a performance gap existed between the preceptors' perceptions of the role and the institution's support of the role.
Five recommendations were made: (a) a task force be developed to improve intrinsic/extrinsic rewards to preceptors; (b) the role of preceptor be formalized by including it in job descriptions and career path competencies; (c) a preceptor incentive program be developed; (d) preceptor-training program and continuing education courses be developed; and (e) the study be replicated using different clinical setting and nursing roles.