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Stephanie Abbu

Stephanie Abbu, DNP, RN, CNML

Stephanie Abbu

SPOTLIGHT:  Stephanie Abbu, DNP, RN, CNM

Clinical Business Coordinator, Neonatal Services

Monroe Carell Jr. Children's Hospital at Vanderbilt

Type of project: Research
Title of project: Peer to Peer Mentoring
Co-authors involved in this publication: Carolyn Schreeder, DM, MSN, RN;  Marlee Crankshaw, DNP, RN, CNML; Alisha Armstrong, DNP,APRN, PNP-BC

Description of project:  To determine the degree to which implementation of a peer-to-peer mentoring program affected job satisfaction, intent to stay, mentor competence, and mentor self-efficacy.

Why you chose this project:  Shortage of registered nurses (RN) is a nationwide problem.  There are not enough RNs to provide safe care.  Vanderbilt created an extensive NRP with retention rates average 98-99% for the first year. The challenge in the NICU is beyond that first year with nursing turnover rates as high as 62% at 18 months. This nursing turnover has an estimated impact of up to $81,000 per nurse, yet does not include the cost to the rest of the team when a nurse leaves, such as preceptor fatigue, diminished morale, and decreased levels of experience to care for critical infants.   

Notes from the spotlight:  Peer to peer mentoring improved job satisfaction and intent to stay in the NICU. Job satisfaction increased for mentees in all subscales, the difference was statistically significant for co-workers (p=.024), social interaction opportunities (p=.003), professional opportunities (p=.005), and praise and recognition (p=.004). Impact on intent to stay was reported by 60% of mentees. Mentor competence increased in all subscales, the difference was statistically significant except for developing a trusting relationship (p=.168) and helping establish a work/life balance (p=.052). Self-efficacy increased for mentors throughout the program (p=<.001). Focus group questions yielded 33 responses coded into 22 distinct themes. With a cost of $5,500, the P2P mentoring program is a cost effective strategy to increase nurses’ job satisfaction and intent to stay. The return on investment provided the financial data needed to advocate for implementation and sustainment of a formal mentoring program. Nurses who have been mentored are more likely to become mentors and this retention strategy is applicable throughout VUMC and in other professions.

Presentation of this project: