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CONFERENCE PROCEEDING
Preventing turnover of midwives working at university hospitals in Japan: A one-year cohort study on preceptee–preceptor combinations and work engagement
1
Hyogo Medical University, School of Nursing, Kobe, Japan
Eur J Midwifery 2026;10(Supplement 1):A779
ABSTRACT
BACKGROUND:
In Japan, approximately 70% of midwives work in hospitals, and the issue of midwife turnover has been recognized for many years. According to estimates by the Japan Nurses Association, there is a shortage of midwives compared to the number currently employed. After being hired by a hospital, newly graduated nurses are often educated through a preceptorship system. In this system, a senior nurse (preceptor) is assigned to each newly graduated nurse (preceptee) to provide one-on-one guidance. However, the impact of the preceptee–preceptor combination has not yet been fully clarified. This study aims to clarify the preceptee–preceptor relationship by focusing on work engagement (WE) in relation to workplace retention.
OBJECTIVES:
The objective of this study is to examine preceptee–preceptor combinations in a one-year prospective cohort study.
METHODS:
A one-year prospective cohort study (with four time points) was conducted using a self-administered questionnaire. Preceptees and preceptors were surveyed between April 2021 and March 2022 at one university hospital. The survey items included basic demographic information, the Japanese version of the Utrecht Work Engagement Scale (UWES-J), and a turnover intention scale.
RESULTS:
Questionnaires were distributed to 50 nurses working in six wards of a university hospital. Nine preceptee–preceptor pairs who responded to all four surveys were included in the analysis. When both the preceptee and preceptor had high WE at the beginning of April, the preceptee’s WE remained stable throughout the year, even if the preceptor’s WE fluctuated. In contrast, when both the preceptee and preceptor had low WE at the start, their WE scores tended to fluctuate in parallel over the one-year period.
CONCLUSIONS:
Preceptees with high WE may benefit from a hands-off approach, while those with low WE require more supportive and attentive preceptorship.
KEY MESSAGE:
Matching preceptorship to preceptees’ WE may support retention and foster midwifery development. Poster session 3 (Group B)
In Japan, approximately 70% of midwives work in hospitals, and the issue of midwife turnover has been recognized for many years. According to estimates by the Japan Nurses Association, there is a shortage of midwives compared to the number currently employed. After being hired by a hospital, newly graduated nurses are often educated through a preceptorship system. In this system, a senior nurse (preceptor) is assigned to each newly graduated nurse (preceptee) to provide one-on-one guidance. However, the impact of the preceptee–preceptor combination has not yet been fully clarified. This study aims to clarify the preceptee–preceptor relationship by focusing on work engagement (WE) in relation to workplace retention.
OBJECTIVES:
The objective of this study is to examine preceptee–preceptor combinations in a one-year prospective cohort study.
METHODS:
A one-year prospective cohort study (with four time points) was conducted using a self-administered questionnaire. Preceptees and preceptors were surveyed between April 2021 and March 2022 at one university hospital. The survey items included basic demographic information, the Japanese version of the Utrecht Work Engagement Scale (UWES-J), and a turnover intention scale.
RESULTS:
Questionnaires were distributed to 50 nurses working in six wards of a university hospital. Nine preceptee–preceptor pairs who responded to all four surveys were included in the analysis. When both the preceptee and preceptor had high WE at the beginning of April, the preceptee’s WE remained stable throughout the year, even if the preceptor’s WE fluctuated. In contrast, when both the preceptee and preceptor had low WE at the start, their WE scores tended to fluctuate in parallel over the one-year period.
CONCLUSIONS:
Preceptees with high WE may benefit from a hands-off approach, while those with low WE require more supportive and attentive preceptorship.
KEY MESSAGE:
Matching preceptorship to preceptees’ WE may support retention and foster midwifery development. Poster session 3 (Group B)
| eISSN: | 2585-2906 |
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