护士职业生涯管理与规划现状的调查分析
摘要
目的
了解护士职业生涯管理与规划现状;探讨护士职业生涯管理与规划之间的相关性。
方法
将龙立荣的职业生涯管理量表与职业生涯规划量表予以修订,并检验量表信效度;采用整群抽样的方法,应用一般资料问卷、护士职业生涯管理问卷、护士职业生涯规划问卷对邵阳市两家三级医院与两家二级医院的640名护士进行调查。
结果
(1)护士职业生涯管理得分为38.04±7.86分。职业生涯管理体系中的晋升公平维度得分高于注重培训、提供职业信息和促进职业自我发展维度得分。
(2)年龄小于或等于25岁的护士职业生涯管理总分高于其他年龄组护士;护龄5年及以下的护士职业生涯管理总分较高;职称为护士的护理人员职业生涯管理总分较高;护士长职业生涯管理总分高于护士组;本科组护士提供职业信息维度及促进职业发展维度得分低于其它组护士;合同护士提供职业信息维度及促进职业发展维度得分高于在编护士;未婚护士职业生涯管理总分高于已婚护士;月收入1000元以下的护士职业生涯管理总分较高。
(3)护士职业生涯规划得分为35.12±6.07分,四个维度得分依降序为继续学习、确立职业目标及策略、自我展示、注重关系。
(4) 25岁以下及护龄5年以下的护士确立职业目标及策略维度得分高于其它年龄组护士;职称为护士的护理人员职业生涯规划总分较高;护士长职业生涯规划总分高于护士组;本科组继续学习维度得分最高;合同制护士确立职业目标维度得分高于在编护士组;未婚护士职业生涯规划总分高于已婚护士组;病房护士及急重症科室护士确立职业目标维度得分高于门诊及其他辅助科室;月收1000元以下护士职业生涯规划总分较高。
(5)护士职业生涯管理与职业生涯规划呈正相关。
(6)影响护士职业生涯管理的主要因素有注重关系、确立职业目标及策略、自我展示;影响护士职业生涯规划的主要因素有提供职业信息、晋升公平。
结论
(1)护士职业生涯管理与规划得分均处于中等水平。
(2)影响护士职业生涯管理的人口社会学因素为年龄、护龄、职称、学历、职务、编制、婚姻、收入。
(3)影响护士职业生涯规划的人口社会学因素为年龄、护龄、职称、职务、学历、编制、婚姻、科室、收入。
(4)护士职业生涯管理与职业生涯规划是互动配合的,完善护士职业生涯管理体系可以促进护士职业生涯规划,护士重视职业自我规划则有利于医院进行职业生涯管理。
OBJECTIVE
To investigate the status of career management and of career planning for nurse; To explore the relationship between career managemnt and career planning for nurse.
METHODS
Following the psychometric procedure, the questionares of career management and of career planning writtened by Professor Long were revised. 640 nurses coming from four hospitals at the level of gradeⅢand gradeⅡwere recruited by facilitating the cluster sampling method and filled the qustionares including common questionare, career management questionare and career plannig questionare.
RESULTS
(1) The score of overall career management for nurse was 38.04±7.86,the score on domains of justice in promotion was better than that of valueing training and providing career information and promotion in career self-development. (2) The total score of career management for nurse aged 25 or younger was higher than that of any other group ; the total score of career management for nurse with 5 service years was higher than that of other groups; the total score of career management for nursing staff with professional titel of nurse was higher than that of other groups; the total score of career management for nurse manager was higher than that of nurse; the score on demesion of providing career information and on promotion in career self-development for nurse with bachelor degree was lower than that of other group; the score on demesion of providing career information and on promotion in career self-development for contracted nurse was higher than that of organizational nurse; the total score of career management for unmarried nurse was higher than that of married nurse; the total score of career management for nurse whose monthly imcome was less than 1000, was higher than that of other groups.
(3) The score of overall career planning of nurse was 35.12±6.07,the score on four domains was in the following order: continuing studying, establishing career goal and strategy, self-demostration , attaching personal relationship.
(4) The score on demesion of establishing career goal and strategy for nurse aged 25 or younger and for nurse with 5 service years was higher than that of any other group; the total score of career planning for nurse with professional titel of nurse was higher than that of other group; the score of career planning for nurse manager was higher than that of nurse; the score on demesion of continuing studying for nurse with bachelor degree was higher than that of other group; the score on demesion of establishing career goal and strategy of contracted nurse was higher than that of organizational nurse; the total score of career planning for unmarried nurse was higher than that of married nurse; the score on demesion of establishing career goal and strategy for nurse in the general ward and in the intensive care unit was higher than that of nurses in out patient department and in paramedical units; the total score of career planning for nurse whose monthly imcome was less than 1000, was higher than that of other groups.
(5) The score of career planning for nurse was positively correlated with the score of career management for nurse.
(6) Major factors influencing career management for nurse were attaching personal relationship and establishing career goal and self-demostration. Major factors influencing career planning for nurse were providing information and justice in promotion.
CONCLUSION
(1) The score of career management and career planning for nurse were all at the middel level.
(2) The social and demographic factors affected career management for nurse were age, service years, professional title, duty, marital status, education degree, establishment, month imcome.
(3) The social and demographic factors affected career planning for nurse were age, service years, department, professional title, duty, marital status, education degree, establishment, month imcome.
(4) The career management and career planning were interactive and cooperative. It can trigger nurse to plan her career by perfecting the system of career management. It is beneficial for hospital administrator to establish and to inact mesurement of career management when nurse attaching career planning.
了解护士职业生涯管理与规划现状;探讨护士职业生涯管理与规划之间的相关性。
方法
将龙立荣的职业生涯管理量表与职业生涯规划量表予以修订,并检验量表信效度;采用整群抽样的方法,应用一般资料问卷、护士职业生涯管理问卷、护士职业生涯规划问卷对邵阳市两家三级医院与两家二级医院的640名护士进行调查。
结果
(1)护士职业生涯管理得分为38.04±7.86分。职业生涯管理体系中的晋升公平维度得分高于注重培训、提供职业信息和促进职业自我发展维度得分。
(2)年龄小于或等于25岁的护士职业生涯管理总分高于其他年龄组护士;护龄5年及以下的护士职业生涯管理总分较高;职称为护士的护理人员职业生涯管理总分较高;护士长职业生涯管理总分高于护士组;本科组护士提供职业信息维度及促进职业发展维度得分低于其它组护士;合同护士提供职业信息维度及促进职业发展维度得分高于在编护士;未婚护士职业生涯管理总分高于已婚护士;月收入1000元以下的护士职业生涯管理总分较高。
(3)护士职业生涯规划得分为35.12±6.07分,四个维度得分依降序为继续学习、确立职业目标及策略、自我展示、注重关系。
(4) 25岁以下及护龄5年以下的护士确立职业目标及策略维度得分高于其它年龄组护士;职称为护士的护理人员职业生涯规划总分较高;护士长职业生涯规划总分高于护士组;本科组继续学习维度得分最高;合同制护士确立职业目标维度得分高于在编护士组;未婚护士职业生涯规划总分高于已婚护士组;病房护士及急重症科室护士确立职业目标维度得分高于门诊及其他辅助科室;月收1000元以下护士职业生涯规划总分较高。
(5)护士职业生涯管理与职业生涯规划呈正相关。
(6)影响护士职业生涯管理的主要因素有注重关系、确立职业目标及策略、自我展示;影响护士职业生涯规划的主要因素有提供职业信息、晋升公平。
结论
(1)护士职业生涯管理与规划得分均处于中等水平。
(2)影响护士职业生涯管理的人口社会学因素为年龄、护龄、职称、学历、职务、编制、婚姻、收入。
(3)影响护士职业生涯规划的人口社会学因素为年龄、护龄、职称、职务、学历、编制、婚姻、科室、收入。
(4)护士职业生涯管理与职业生涯规划是互动配合的,完善护士职业生涯管理体系可以促进护士职业生涯规划,护士重视职业自我规划则有利于医院进行职业生涯管理。
OBJECTIVE
To investigate the status of career management and of career planning for nurse; To explore the relationship between career managemnt and career planning for nurse.
METHODS
Following the psychometric procedure, the questionares of career management and of career planning writtened by Professor Long were revised. 640 nurses coming from four hospitals at the level of gradeⅢand gradeⅡwere recruited by facilitating the cluster sampling method and filled the qustionares including common questionare, career management questionare and career plannig questionare.
RESULTS
(1) The score of overall career management for nurse was 38.04±7.86,the score on domains of justice in promotion was better than that of valueing training and providing career information and promotion in career self-development. (2) The total score of career management for nurse aged 25 or younger was higher than that of any other group ; the total score of career management for nurse with 5 service years was higher than that of other groups; the total score of career management for nursing staff with professional titel of nurse was higher than that of other groups; the total score of career management for nurse manager was higher than that of nurse; the score on demesion of providing career information and on promotion in career self-development for nurse with bachelor degree was lower than that of other group; the score on demesion of providing career information and on promotion in career self-development for contracted nurse was higher than that of organizational nurse; the total score of career management for unmarried nurse was higher than that of married nurse; the total score of career management for nurse whose monthly imcome was less than 1000, was higher than that of other groups.
(3) The score of overall career planning of nurse was 35.12±6.07,the score on four domains was in the following order: continuing studying, establishing career goal and strategy, self-demostration , attaching personal relationship.
(4) The score on demesion of establishing career goal and strategy for nurse aged 25 or younger and for nurse with 5 service years was higher than that of any other group; the total score of career planning for nurse with professional titel of nurse was higher than that of other group; the score of career planning for nurse manager was higher than that of nurse; the score on demesion of continuing studying for nurse with bachelor degree was higher than that of other group; the score on demesion of establishing career goal and strategy of contracted nurse was higher than that of organizational nurse; the total score of career planning for unmarried nurse was higher than that of married nurse; the score on demesion of establishing career goal and strategy for nurse in the general ward and in the intensive care unit was higher than that of nurses in out patient department and in paramedical units; the total score of career planning for nurse whose monthly imcome was less than 1000, was higher than that of other groups.
(5) The score of career planning for nurse was positively correlated with the score of career management for nurse.
(6) Major factors influencing career management for nurse were attaching personal relationship and establishing career goal and self-demostration. Major factors influencing career planning for nurse were providing information and justice in promotion.
CONCLUSION
(1) The score of career management and career planning for nurse were all at the middel level.
(2) The social and demographic factors affected career management for nurse were age, service years, professional title, duty, marital status, education degree, establishment, month imcome.
(3) The social and demographic factors affected career planning for nurse were age, service years, department, professional title, duty, marital status, education degree, establishment, month imcome.
(4) The career management and career planning were interactive and cooperative. It can trigger nurse to plan her career by perfecting the system of career management. It is beneficial for hospital administrator to establish and to inact mesurement of career management when nurse attaching career planning.
引文
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[1] LM Hall, J Waddell, G Donner. Outcomes of a career planning and development program for registered nurses[J]. Nursing Economic, 2004, 22(5): 227-231.
[2] O’Hara, Narcy F. The Vanderbilt professional nursing practice program:part1:integrating a professional advancement and performance evaluation system[J]. Journal of Nursing Administration, 2003, 33(10): 512-521.
[3] DonnerJ, Wleeler M. Career planning and development for nurses: the time has come[J]. International Nursing Review, 2001, 48(2):79-85.
[4] Andrea Mccloughen, Louise Brien. Development of a mentorship programme for new graduate nurses in mental health[J]. International Journal of Mental Health Nursing, 2005, 14: 276-284.
[5] Nicle Nedd, Mary Nasb, Daisy Galindo Ciocon. Guided growth intervention from novice to expert through a mentoring program[J]. Journal Nurse Care Quality, 2006, 21(1): 20-23.
[6] Pauline Beecroft. New graduate nurses’perceptions of mentoring:six-year programme evaluation[J]. Nursing and Healthcare Management and Policy, 2006, 13(2): 736-747.
[7] Susan Paschke. Career coaches for nursing: A stratety for increasing your ROI[J]. Nursing Economics, 2007, 25(4):238-240.
[8] Myrtle Williams, Kathryn Jordan. The nursing professional portfolio[J]. Journal for nurses in staff development, 2007, 23(3): 125-131.
[9] Brooks Beth, Madda Michelle. How to organize a professional portfolio for staff and career development, 1999, 15(1): 5-10.
[10] Cynthia Goodrich. Evaluation and Revision of a clinical advancement program[J]. Nursing, 2004, 13(6): 391-398.
[11] Redman RW. Leadership succession planning: would nursing benefit?[J]. Res Theory Nurs Pract, 2003, 17(4): 277-279.
[12] Julia Bolton, Wendy Roy.Succession Planning Securing the future[J]. The Journal of Administration, 2004, 34(12): 589-593.
[13]徐南丽.护理行政与管理[M].台北:华杏出版社,2001: 20.
[14]颜蜜.护理人员专业承诺及工作风险认知与生涯发展、离职倾向关联性之研究—以某区域医院为例[D].台湾中原大学,2004: 27-28.
[15] Davis N, Bheenuck S. A professional development pathways scheme[J]. Nursing Standard, 2003, 17(13): 40-43.
[16] Schmidt Lee, Nelson Deana. A clinical ladder program based on Carper’s fundamental patterns of knowing in nursing[J]. The Journal of Nursing Administration , 2003, 33(3): 146-152.
[17] George Castledine. Modernizing nursing careers report outlines the future[J]. British Journal of Nursing, 2007, 16(2):131.
[18] O’Neil E. The opportunity that is nursing[J]. Nursing and Health Care Perspectives, 1999, 20(1): 10-17.
[19] Lori Arcand, Julie Neumann. Nursing competency assessment across the comtinuum of care[J].The Journal of Continuing Education in Nursing, 2005, 36(6): 247-254.
[20] Mary Theresa Schoessler, Pamela Aneshansley. The performance appraial as a development tool[J]. Journal For Nurses in Staff Development, 2008, 24(3): 12-18.
[21] Nancy O’Hara,Mary Duvanich.The vanderbilt professional Nursing Practice Program, Part2[J]. Journal of Nursing Advance, 2003, 33(10): 512-521.
[22] Sarah Gavlak. Centralized orientation retaining graduate nurse[J]. Journal For Nurses in Staff Development, 2007, 23(1): 26-30.
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