Purpose This study aims to examine the mediating effects of psychological contracts and subjective career success and the effect of organizational justice on organizational citizenship behavior among hospital nurses.
Methods: The data were collected using structured questionnaires through online surveys from 200 nurses in hospitals located in P metropolitan city and J city from February 9 to March 8, 2022. Data were analyzed using SPSS 26.0, Hayes’s SPSS Process Macro 4.0 version program, and bootstrapping.
Results: The paths of organizational justice to psychological contract, psychological contract to subjective career success, and subjective career success to organizational citizenship behavior were significant. The double mediating effects of psychological contract and subjective career success were significant in the relationship between organizational justice and organizational citizenship behavior.
Conclusion: Based on this study, nursing managers should enable nurses to positively perceive organizational justice and the psychological contract. For this, efforts should be made to secure a transparent and fair system. For subjective career success, it is necessary to establish a career management system and provide opportunities for career development such as relevant education at the organizational level. This will be a motivating process that can induce organizational citizenship behavior.
PURPOSE This study was done to establish a clinical ladder system for nurses in a small and medium-sized hospital in Korea. METHODS The study was carried from July, 2016 to May, 2018. Data collection was done in a general hospital with 250 beds located in Gyeonggi Province. The clinical ladder system was developed and operated according to the value system of small and medium-sized hospital. Focus group interviews and a satisfaction survey were conducted for evaluation. Collected quantitative data were analyzed using the SPSS/WIN 22.0 program and qualitative data underwent content analysis. RESULTS The clinical ladder system is a 5-step ladder that includes 3 domains, 5 nursing competencies and 25 nursing behavioral indicators related to core values of the hospital. The operating system were promotion review system, education system and support/reward system. After conducting a pilot clinical ladder system, satisfaction of nurses was 2.86, out of a possible 4. Nurses who participated in the clinical ladder system experienced improvement in motivation, job performance, self-esteem, professionalism, recognition and were able to develop a goal in their minds. CONCLUSION The results indicate that the clinical ladder system can be used as a strategy for professional development for nurses in small and medium-sized hospitals.
Citations
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Training Priority for Managerial Competence of Nurse Managers in Small and Medium-Sized Hospitals: Focusing on the Management Level MunHee Jun, Wonjung Noh SAGE Open Nursing.2023;[Epub] CrossRef
Nurses' perceptions of career ladder systems, job satisfaction and turnover intention: A cross‐sectional study Young Seon Ahn, Jeong Sil Choi Nursing Open.2023; 10(1): 195. CrossRef
PURPOSE This study was a methodological research conducted to develop a clinical ladder system for operating nurses. METHODS Participants were 20 OR nurses, working in C Hospital, who had a mean tenure of 6 years and 10 months. Data collection consisted of 4 focus group interviews during May and June 2009. The content analysis method of Kim and Lee (1986) was used to analyze the data. Two clinical expert groups consisting of 16 nurses verified the content validity of the preliminary system from September 16 to 26, 2009 using Kim's tool (1999). RESULTS The final clinical ladder system consisted of goals, core values, and 4 domains of practice related to core values, which were defined as professional value, perioperative nursing practice, education/research, and collaboration/leadership. Eleven nursing competencies and 44 behavior indicators were included in accordance with the 4-step ladder. The 4 operation systems for the clinical ladder system were the promotion system, continuous learning system, reward system, and support system. CONCLUSION The results indicate that nursing managers need to pay more attention to developing a clinical ladder system for nurses.
Citations
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Experience of Nurses Promoted to Clinical Nurse III through the Career Ladder System Bo Kyung Kim, Yeon Hee Kim, Jeong Hye Kim Journal of Korean Association for Qualitative Research.2024; 9(3): 227. CrossRef
Factors Affecting Radiation Protective Behaviors in Perioperative Nurses Applying the Theory of Planned Behavior: Path Analysis Se Young Jang, Hee Sun Kim, Seok Hee Jeong, Young Man Kim Journal of Korean Academy of Nursing.2023; 53(2): 222. CrossRef
Establishing a Clinical Ladder System for Nurses in a Small and Medium-sized Hospital Heeyoung Kim, Younghee Han, Okkyung Kim Journal of Korean Academy of Nursing Administration.2018; 24(5): 466. CrossRef
Development and validation of a nursing professionalism evaluation model in a career ladder system Yeon Hee Kim, Young Sun Jung, Ja Min, Eun Young Song, Jung Hui Ok, Changwon Lim, Kyunghee Kim, Ji-Su Kim, Etsuro Ito PLOS ONE.2017; 12(10): e0186310. CrossRef
Effect of Career Development and Career Plateau on Career Satisfaction of Nurses Yo Na Kim Journal of Korean Public Health Nursing.2016; 30(1): 83. CrossRef
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