The purpose of this study is to examine the career development process of clinical nurses with 10 years of occupational experience. The researcher conducted semi-structured interviews with seven clinical nurses with between 10 and 15 years of constant experience, and analyzed the content. Their development process is comprised of five phases. Several years after the beginning of their careers, they went through a desperate period (1. Working hard to obtain the required nursing skills). Then, they faced a critical time as they continued their careers, while not undergoing any development (2. Confident in their ability, but a feeling of being stuck in a rut). Next, they entered a new phase due to changes in their environment, but they began feeling their previous experiences were a waste (3. Losing their sense of existence value as a nurse). After overcoming this condition, they began their development (4. Developing the nursing skills that they fostered). Eventually, they developed their own nursing style (5. Developing their nursing style and delineating a picture of the future). The researcher thinks that the third and fourth periods are when the nurses' inner career development is largely prompted. The results indicate that it is important for clinical nurses to overcome critical conditions and "develop the nursing style that they have fostered" to advance their career. Clinical nurses' support staff should recognize the possibility of crisis conditions during their careers, help them discover their value, and embrace the nursing activities they have been fostering.
Objectives: The purpose of this study was to identify the characteristics of stress experiences, stress coping measures, systematic stress management measures and correlated factors in mental wellness among nurses despatched to devastated areas after a large scale disaster.
Methods: A total of 804 healthcare personnels, who were despatched on a mission to the great east Japan earthquake in 2011, completed a questionnaire. Data were analyzed using one-way analysis of variance, t- test, and multiple linear regression analysis.
Results: The questionnaire response rate was 50.0%. In the descending order of high-level stressful events among the nurses were "a feeling of incompetence", "witnessing overwhelming destruction", and "witnessing severe trauma". In the descending order, the effective rates of self-care measures were "meditation", "imagery techniques", "talking to team members", "looking at photos of family members", and "using humor". Multiple linear regression analysis revealed that the number of stressful events had a substantial impact on mental wellness (β=.435; p<.000), whereas mutual assistance in the team and assistance after the mission had a small impact on mental wellness (β=-.148, p<.01; β=-.110, p<.05).
Conclusion: This study revealed that mental wellness among nurses despatched to devastated areas after a large scale disaster was correlated with stress experiences, systematic stress management measures. Effective systematic stress management measures should be adopted throughout the mission process to maintain mental wellness among nurses despached to devastated areas after a large scale disaster.
Objectives: To elucidate the involvement of nurse managers in supporting the growth of mid-career nurses through the performance of assigned organizational roles.
Methods: In this qualitative descriptive study, semi-structured interviews were conducted with 14 nurse managers and the data were analyzed using a grounded theory approach.
Results: Analysis extracted one core category, "timely dialogue," and nine additional categories, "assessment of skills," "intentions of organizational role assignment," "direction to fulfill roles," "provision of environments that facilitate role accomplishment," "multilateral awareness of the state of role performance using every information resources or tools," "support of independence," "recognition for career advancement," "encouragement to overcome weakness," and "encouragement to step up for better achievement." "Timely dialogue" served as a basis for nurse managers to facilitate role performance among mid-career nurses.
Discussion: For mid-career nurses about to take on an organizational role for the first time, nurse managers showed a clear path, understood the state of performance, and engaged in timely dialogue. The involvement of nurse managers enhanced intrinsic motivation, provided approval, and promoted reflection. In addition, by assigning mid-career nurses organizational roles, nurse managers provided them a chance to undertake challenges, overcome difficulties encountered through the challenges, develop relationships of trust with people around them, experience personal growth, and make a leap forward.
The purpose of this study was to explore the type of role transition support recognized by nurses experiencing role transition.
This qualitative descriptive study, using semi-structured interviews with 13 nurses, obtained data that were qualitatively and inductively analyzed using Krippendorff's 1989, content analysis method. Participants had obtained new roles within two years of employment and were continuing in their roles at the time of the data collection period, June through October 2014. Interviews were recorded after receiving approval from the cooperating organization and the participants. An experienced researcher provided process and content reliability of the process. The study received approval (number: 14-007) from St. Luke's International University institutional review committee.
Results yielded content from: 195 recording units about the role transition support; 110 recording units about the role transition experience, and 13 context units. As a result of the analysis, the type of role transition support that recognized nurses' role transition experience was: useful information held by the predecessor, placement with staff familiar with the post, their new post suited them better, and the psychological support from a co-worker and the boss. Nurses cited the support by the supervisor (boss) as a factor having an influence on the role transition. The boss functioned as both a promotion factor and a disincentive for role accomplishment. It was suggested that regular psychological and emotional support were necessary for nurses to adapt to the role transition.
This study aimed to clarify the career maturation of nurses working in hospitals and the related factors in order to provide basic data for support career selection of nurses in the future. A questionnaire survey was administered for 940 nurses working in hospitals with 500 beds or more in Aprefecture, Japan in 2013. The questionnaire was composed from the Adult Career Maturity Scale (Vocational Career Maturity, Life Career Maturity and Leisure Career Maturity), individual circumstances, workplace environments The number of respondents was 438 and the results were derived by multiple linear regression analysis.
According to the results, the related factors of the Vocational Career Maturity were age, gender, assigned nursing administrative department in theindividual circumstance of the nurses and having a license for public health nurses experiences of Off-the-job training and role models in the workplace environment Moreover, the related factors of the Leisure Career Maturity were assigned to a surgery ward in individual circumstances, existence of a clinical ladder system in the workplace environment and holding chief nurse officer qualifications. However, none of the factors were identified in the nurses' Leisure Career Maturity from the questionnaire. The related factors were partially clarified in the Vocational Career Maturity and Leisure Career Maturity in this study.
Since nurses need to develop their own rich life career as a professional, it is necessary to clarify the factors related to career maturation of nurses in future studies.