Author:
Abstract
In the globalizing world, businesses have started to use various applications to maintain their existence, gain superiority over their competitors and increase performance. Mentoring (M) and relationship-oriented (RO) practices are the applications preferred by businesses that want to increase the performance (P) of their employees and achieve superior success. This study was applied to 398 nurses working in the Marmara region of Turkey in order to investigate the effects of mentoring (M) training given to nurses who are new to the institution or changing their departments, and the relationship-oriented (RO) practices adopted by the enterprises on nurse performance (P).The collected data were analyzed with statistical package programs used in social sciences. According to the results of the analysis, a positive and significant relationship was found between relationship orientation (RO) and mentoring (M) practices and their subcomponents and employee performance (EP). According to the results of the regression analysis, psychosocial functions affect employee performance (EP) positively at a low degree. Employee values affect employee performance (EP) moderately positively. Career functions and shared values do not affect employee performance (EP).
Keywords
Abstract
In the globalizing world, businesses have started to use various applications to maintain their existence, gain superiority over their competitors and increase performance. Mentoring (M) and relationship-oriented (RO) practices are the applications preferred by businesses that want to increase the performance (P) of their employees and achieve superior success. This study was applied to 398 nurses working in the Marmara region of Turkey in order to investigate the effects of mentoring (M) training given to nurses who are new to the institution or changing their departments, and the relationship-oriented (RO) practices adopted by the enterprises on nurse performance (P).The collected data were analyzed with statistical package programs used in social sciences. According to the results of the analysis, a positive and significant relationship was found between relationship orientation (RO) and mentoring (M) practices and their subcomponents and employee performance (EP). According to the results of the regression analysis, psychosocial functions affect employee performance (EP) positively at a low degree. Employee values affect employee performance (EP) moderately positively. Career functions and shared values do not affect employee performance (EP).