Navigator’s Perception of Transitioning from a Single-Facility to an Integrated Multifacility Navigation Model: A 6-Month Longitudinal Follow-up Study

November 2019 Vol 10, No 11
Beth Matthews, MSN, RN, OCN
Sarah Cannon
Susana Ulloa, MD, RN, OCN
Sarah Cannon North Florida Division, North Florida Regional Medical Center
Gainesville, FL

Background: Limited literature exists in exploring the navigator’s point of view during a transition in management. A quality transition is vital for navigator’s identity, well-being, empowerment, satisfaction, and retention.1,2

Objectives: The purpose of this study was to examine prospectively the perceptions of navigators from a single-facility model (SF) to an integrated multifacility model (IMF), with repeated measures at 6-month follow-up within assumed role in IMF model.

Methods: A longitudinal design involving a single group of 7 navigators from 6 medical facilities within the North Florida Division was used to examine navigator’s view of job satisfaction, empowerment, access to resources, job-related training, and relationship with leadership. A blind, multiple-choice survey was distributed online at SF, transition to IMF, and at 6 months posttransition to IMF model. There was a 100% response rate with no attrition.

Data were interpreted using a 5-point Likert scale with mean score for each item calculated. SF, IMF, and IMF 6-month follow-up scores were accessed using paired sample t tests.

Results: Results demonstrated a small increase at IMF 6-month follow-up in understanding the navigator’s role (P >.001 vs P >.06), skills effectively used (P >.004 vs P >.03), realistic expectations of navigators from leadership (P >.001 vs P >.006), and satisfaction with IMF model (P >.006 vs P = .10) compared with initial transition to IMF. There was stability in identified clinical pathways/metrics (P >.0009, respectively); voice in decision-making (P >.01, respectively), and leadership treated navigators fairly (P >.009, respectively). A regression score was seen in relation to department isolation (P >.001 vs P >.0001) and career advancement opportunities (P >.008 vs P = .005) at IMF 6-month follow-up compared with initial IMF transition.

Conclusions: This study demonstrated a positive correlation of the IMF navigation model for employee empowerment, workplace satisfaction, and enriched leadership. Future studies are needed to explore the relationship between the IMF model and navigator’s perception of department isolation.


  1. Chick N, Meleis AI. Transitions: A Nursing Concern. 1986. Accessed March 22, 2018.
  2. Monarth H. Make Your Team Feel Powerful. Harvard Business Review. 2014. Accessed March 21, 2018.
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Last modified: August 10, 2023

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