Related Factors of Chief Nurses Career Development Stages based on Transition Cycles: Questionnaire for Chief Nurses of National University Hospitals

Abstract

Objective: To clarify the differences between career development stages among chief nurses based on the transition cycle, using Nicholson model (1990) was referenced.

Methods: We conducted an anonymous questionnaire survey for chief nurses in 24 out of 42 University hospitals in Japan. Career development levels has four stages: stage 1 (encounter), stage 2 (adjustment), stage 3 (stabilization), and stage 4 (preparation). 329 out of 585 participants who provided answers regarding the variables used in the analysis were included in the analysis. The mean age of the participants was 50.9 years old, and 320 (97.3%) were female. There were 76 (23.1%) in the stage 1, 135 (41.0%) in stage 2, 86 (26.1%) in stage 3, and 32 (9.7%) in stage 4. We compared the differences among the career development levels and used multiple logistic analysis to investigate factors affecting these levels. The length of chief nurse experience was associated with all career development levels (first stage, adjusted odds ratio [95% confidence interval]: 0.39 [0.28–0.55], second stage, 0.85 [0.78–0.92], third stage, 1.13 [1.04–1.23], fourth stage, 1.26 [1.13–1.41]). In addition, age was associated with the first and third stage of career development levels (first stage, 0.88 [0.81–0.97], third stage, 1.07 [1.00–1.15]), and ward rotation (2.20 [1.18–4.11]) was associated with the second stage of career development. There was no statistical association between career development level and educational background.

Conclusion: Organized structure including education and promotion systems, is necessary for chief nurses to build their career under the hospital system.