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Original Article

Career Ladder System Perceived by Nurses

Kwang Ok Park1, Yoon Young Lee2
Journal of Korean Academy of Nursing Administration 2010;16(3):314-325.
Published online: September 30, 2010

1Director, Asan Academy Institute/Administration, Asan Medical Center, Korea.

2Clinical Nurses Specialist, Department of Nursing, Asan Medical Center, Korea.

Correspondence: Lee, Yoon-Young. Department of Nursing, Asan Medical Center, 86 Asan byeong won-gil, Song pa-gu, Seoul 138-736, Korea. Tel: 82-2-3010-8448, Fax: 82-2-3010-8089, yoonyoung1@hanmail.net
• Received: July 29, 2010   • Revised: September 15, 2010   • Accepted: September 15, 2010

Copyright © 2010 Korean Academy of Nursing Administration

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  • Purpose
    The purpose of this study was to investigate how nurses perceive the Career Ladder System(CLS).
  • Methods
    This study was a descriptive survey using questionnaires. Questionnaires were developed by an expert group. Participants included 161 nurses working in the Children's Hospital. The data were analyzed using factor analysis, Cronbach's alpha, descriptive statistics, χ2-test and ANCOVA.
  • Results
    This study revealed that nurses who advanced in their career ladders have a significantly higher perception of participation in their professional activities and a general comprehension of the CLS more than the nurses who did not advance in their career ladders. However, nurses who advanced in their career ladders have a significantly lower perception of the expected outcome of the CLS more than nurses who did not.
  • Conclusions
    This result showed that nurses who had experienced in clinical advancement and recognition were highly motivated with their professional activities via the CLS as well as they considered it to allow professional growth.
  • Key Words: Career Ladders; Education; Nurses
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  • 3. Byun DS, Yom YH. Factors affecting the burnout of clinical nurses-focused on emotional labor. J Korean Acad Nurs Adm. 2009;15(3):444-454.
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Table 1
Summary of factor loadings, eigenvalues and percent variance explained for the appraisal tool for career ladder system
jkana-16-314-i001.jpg

*Factor1,2,4,5,6(n)=161, Factor3(n)=74

Table 2
General characteristics of the participants
jkana-16-314-i002.jpg
Table 3
Score of perception of career ladder system by each item
jkana-16-314-i003.jpg
Table 4
Comparison of homogeneity of general characteristics
jkana-16-314-i004.jpg
Table 5
Comparison of perception of CLS between advanced and not advanced
jkana-16-314-i005.jpg

*F-value of ANCOVA with age, working unit and clinical experience as covariates

Figure & Data

References

    Citations

    Citations to this article as recorded by  
    • The Impact of Clinical Competence and Perception of Clinical Ladder System on Organizational Commitment among Nurses at a General Tertiary Hospital
      Yeon Hee Shin, Mi Ra Lee, Sung Nam Kim, Min Jung Kim, Ae Jin Kim, Hyun Ja Kim, Ji Yoon Kang
      Journal of Korean Academy of Nursing Administration.2025; 31(1): 120.     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
    • Perception of Clinical Ladder System, Professional Self-Concept, Self-Efficacy, and Organizational Commitment by the Level of Clinical ladder among Intensive Care Unit Nurses
      Ji Hyun Lee, Su Jung Choi
      Journal of Korean Critical Care Nursing.2022; 15(3): 51.     CrossRef
    • The impacts of career ladder system for nurses in hospital
      Bela Pertiwi, Rr. Tutik Sri Hariyati
      Enfermería Clínica.2019; 29: 106.     CrossRef
    • Relationship between Career Plateau, Career Planning, Social Support, and Turnover Intention in Nurses
      Jeonga Ko, Heeyoung Kim
      Journal of Korean Academy of Nursing Administration.2018; 24(1): 97.     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
    • 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
    • Effect of Perception of Career Ladder System on Job Satisfaction, Intention to Leave among Perioperative Nurses
      Se Na Chae, Il Sun Ko, In Sook Kim, Kye Sook Yoon
      Journal of Korean Academy of Nursing Administration.2015; 21(3): 233.     CrossRef
    • Evaluation of a Career Ladder Program for Nurses in a Hospital
      Kwang-Ok Park, Sung Hee Park, Yeon-Hee Kim, Jeong-Hee Choi
      Perspectives in Nursing Science.2014; 11(2): 123.     CrossRef
    • Relationship of Perception of Clinical Ladder System with Professional Self-Concept and Empowerment based on Nurses' Clinical Career Stage
      A-ri Min, In Sook Kim
      Journal of Korean Academy of Nursing Administration.2013; 19(2): 254.     CrossRef
    • The Role Experience of Preceptor Nurses in Hospitals
      Se Young Kim, Jong Kyung Kim, Kwang-Ok Park
      Journal of Korean Academy of Nursing Administration.2012; 18(1): 33.     CrossRef
    • Nurses' Experience of Career Ladder Programs in a General Hospital
      Kwang-Ok Park, Myungsun Yi
      Journal of Korean Academy of Nursing.2011; 41(5): 581.     CrossRef

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    Career Ladder System Perceived by Nurses
    J Korean Acad Nurs Adm. 2010;16(3):314-325.   Published online September 30, 2010
    DOI: https://doi.org/10.11111/jkana.2010.16.3.314
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    Career Ladder System Perceived by Nurses
    J Korean Acad Nurs Adm. 2010;16(3):314-325.   Published online September 30, 2010
    DOI: https://doi.org/10.11111/jkana.2010.16.3.314
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    Career Ladder System Perceived by Nurses
    Career Ladder System Perceived by Nurses

    Summary of factor loadings, eigenvalues and percent variance explained for the appraisal tool for career ladder system

    *Factor1,2,4,5,6(n)=161, Factor3(n)=74

    General characteristics of the participants

    Score of perception of career ladder system by each item

    Comparison of homogeneity of general characteristics

    Comparison of perception of CLS between advanced and not advanced

    *F-value of ANCOVA with age, working unit and clinical experience as covariates
    Table 1 Summary of factor loadings, eigenvalues and percent variance explained for the appraisal tool for career ladder system

    *Factor1,2,4,5,6(n)=161, Factor3(n)=74

    Table 2 General characteristics of the participants

    Table 3 Score of perception of career ladder system by each item

    Table 4 Comparison of homogeneity of general characteristics

    Table 5 Comparison of perception of CLS between advanced and not advanced

    *F-value of ANCOVA with age, working unit and clinical experience as covariates

    Table 1

    Table 2

    Table 3

    Table 4

    Table 5

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