The effect of an orientation program supported by coaching based on the GROW model on nurses' intention to leave, organizational commitment, and performance level

Aim: This study aimed to examine the effect of an orientation program supported by coaching based on the GROW model on nurses' intention to leave, organizational commitment, and performance levels. Methods: The study was conducted as a quasi-experimental research with intervention and control groups at Atatürk Training and Research Hospital between March 2023 and January 2025. In the initial phase, interviews were conducted with nurses to determine the topics of the pre-coaching orientation training. A total of 70 newly recruited nurses were included in the study, with 35 assigned to the intervention group and 35 to the control group. Before starting the orientation training, both groups completed the Information Form and the Adaptation Performance Scale. Three months later, data were collected again using the Descriptive Information Form, Turnover Intention Scale, Organizational Commitment Scale, and Employee Performance Scale for both groups. Nurses in the intervention group received coaching-supported orientation training, including face-to-face coaching sessions and telephone consultations. For data analysis, descriptive statistics and chi-square tests were used; for non-normally distributed data, the Mann–Whitney U test was applied. The relationships between sociodemographic characteristics and scale mean scores were analyzed using Spearman's correlation coefficient. Cronbach's alpha values were calculated for the reliability of the scales. Results: The mean score of the Employee Performance Scale was significantly higher among nurses in the intervention group compared to those in the control group (p<0.05). There was no significant difference between the groups in the mean scores of the Turnover Intention Scale and the Organizational Commitment Scale (p>0.05). Conclusion: The coaching-supported orientation program based on the GROW model positively influenced nurses' performance. It is recommended to implement coaching-supported orientation programs in the onboarding process of newly recruited nurses. Keywords: Nurse, coaching, employee performance, organizational commitment, intention to leave