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Original Article

The Structural Model about Impact of Nurse's Career Management, Career Plateau, Career Satisfaction on Career Commitment

Inn Oh Moon
Journal of Korean Academy of Nursing Administration 2010;16(2):180-189.
Published online: June 30, 2010

Part-time Lecturer, College of Nursing, Chonbuk University, Korea.

Correspondence: Moon, Inn-Oh. College of Nursing, Chonbuk University, san 2-20, Gumarm-dong, Dukjin-gu, JeonJu-City 561-182, Korea. C.P.: 82-11-674-6017, Fax: 82-63-222-3503, happymoon7777@hanmail.net
• Received: May 4, 2010   • Revised: June 14, 2010   • Accepted: June 14, 2010

Copyright © 2010 Korean Academy of Nursing Administration

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  • Purpose
    This study was designed to construct a model which explains the career management, career plateau and career satisfaction of the factors influencing the career commitment of nurses.
  • Method
    The data collection was conducted from Aug. 24, 2009 to Sep. 22, 2009 through self-reported questionaries. Participants were 441 nurses who had worked in 2 national university hospitals, 1 university hospitals, and 1 hospitals founded by business enterprises. The data was analyzed by SPSS 12.0 and AMOS 15.0 for structural model.
  • Results
    Career commitment was directly impacted by career management, career plateau, career satisfaction. The predictable variables of the hypothetical model explained 28.4% of career commitment. Career commitment was significantly influenced by career management, career plateau, career satisfaction.
  • Conclusion
    The results of study suggest that some strategies are needed which focus on career management, career plateau and career satisfaction in order to promote the nurse's career commitment.
  • Key Words: Nurse; Career; Commitment; Satisfaction
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Figure 1
Hypothetical model
jkana-16-180-g001.jpg
Figure 2
Path diagram of hypothetical model
jkana-16-180-g002.jpg
Table 1
Correlations matrix among measurable variables
jkana-16-180-i001.jpg

**p<.001

x1=Individual career planning; x2=Individual career tactics; x3=Organizational career management; x4=Career plateau; y1=Career product satisfaction; y2=Career reward satisfaction, y3=Career commitment; y4=Carrer development commitment

Table 2
Fitness statistics of hypothetical model
jkana-16-180-i002.jpg

GFI=goodness of fit index; RMSEA=root mean square error of appooximation; NNFI=non-normed fit index; CFI= comparative fit index; PNFI=parasimonious normal fit index

Table 3
Effects of predictor variables in the hypothetical model
jkana-16-180-i003.jpg

**p<.001

Figure & Data

References

    Citations

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    J Korean Acad Nurs Adm. 2010;16(2):180-189.   Published online June 30, 2010
    DOI: https://doi.org/10.11111/jkana.2010.16.2.180
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    The Structural Model about Impact of Nurse's Career Management, Career Plateau, Career Satisfaction on Career Commitment
    J Korean Acad Nurs Adm. 2010;16(2):180-189.   Published online June 30, 2010
    DOI: https://doi.org/10.11111/jkana.2010.16.2.180
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    Figure

    • 0
    • 1
    The Structural Model about Impact of Nurse's Career Management, Career Plateau, Career Satisfaction on Career Commitment
    Image Image
    Figure 1 Hypothetical model
    Figure 2 Path diagram of hypothetical model

    Figure 1

    Figure 2

    The Structural Model about Impact of Nurse's Career Management, Career Plateau, Career Satisfaction on Career Commitment

    Correlations matrix among measurable variables

    **p<.001

    x1=Individual career planning; x2=Individual career tactics; x3=Organizational career management; x4=Career plateau; y1=Career product satisfaction; y2=Career reward satisfaction, y3=Career commitment; y4=Carrer development commitment

    Fitness statistics of hypothetical model

    GFI=goodness of fit index; RMSEA=root mean square error of appooximation; NNFI=non-normed fit index; CFI= comparative fit index; PNFI=parasimonious normal fit index

    Effects of predictor variables in the hypothetical model

    **p<.001
    Table 1 Correlations matrix among measurable variables

    **p<.001

    x1=Individual career planning; x2=Individual career tactics; x3=Organizational career management; x4=Career plateau; y1=Career product satisfaction; y2=Career reward satisfaction, y3=Career commitment; y4=Carrer development commitment

    Table 2 Fitness statistics of hypothetical model

    GFI=goodness of fit index; RMSEA=root mean square error of appooximation; NNFI=non-normed fit index; CFI= comparative fit index; PNFI=parasimonious normal fit index

    Table 3 Effects of predictor variables in the hypothetical model

    **p<.001

    Table 1

    Table 2

    Table 3

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