Purpose
This study aimed to identify position-specific career competency development needs among clinical nurses in general hospitals. Methods: This descriptive survey included 184 nurses, comprising 98 staff nurses and 86 nurse managers. Participants rated the perceived importance of, and their self-rated performance in, each career competency. Data were analyzed using descriptive statistics, the independent t-test, importance–performance analysis, Borich’s needs assessment model, and the Locus for Focus model. Results: Seven core career competencies—including balance check/adjustment, career experience, relationship formation, new goals challenge, and external exploration—were highly prioritized by both staff nurses and nurse managers. Staff nurses and nurse managers both assigned high priority to seven competency areas: balance checking and adjustment, participation in career-related experiences, internal and external relationship formation, pursuit of new goals, and external career exploration. Staff nurses placed additional emphasis on self-reflection and internal career opportunities, whereas nurse managers emphasized accurate goal planning and ongoing review of career development. Conclusion: This study identified position-specific differences in nurses’ career competency development needs. These findings may inform the selection of educational priorities and the development of differentiated, position-specific programs to strengthen career competencies among nurses in general hospitals.

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

• A Grounded Theory Approach to Understanding Retention among Career Nurses in Clinical Practice
  Su Mi Choi, Ji Won Kim
  The Korean Journal of Health Service Management.2025; 19(2): 57.     CrossRef
• Effect of Nursing Professionalism on Turnover Intention among Nurses: The Mediating Effect of Job Embeddedness
  Ja In Kim, Seok Hee Jeong, Hyoung Eun Chang, Sunmi Kim
  Journal of Korean Academy of Nursing Administration.2025; 31(4): 446.     CrossRef
• 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