Nurse career mapping: a qualitative case study of a new hospital

Chinese Version of the Career Adapt-Abilities Scale for Clinical Nurses: A Translation and Psychometric Validation Study

Background: The global environment is continually changing; therefore, adaptability has become a crucial skill in most careers, including nursing. Career adaptability, which is essential to nurses' career development, influences nurse retention. However, to the best of our knowledge, no suitable tool has been developed for assessing the career adaptability of clinical nurses in Taiwan. Aim: To translate the Career Adapt-Abilities Scale (CAAS) into traditional Chinese and validate the psychometric properties of this Chinese version of the CAAS (named CAAS-C). Methods: A two-phase cross-sectional study was conducted. Purposive sampling was used to recruit 584 registered nurses from two teaching hospitals in Taiwan. The CAAS was translated in accordance with a modified version of Brislin's guidelines, that is, through forward translation, back-translation, and expert committee review. Test-retest reliability, internal consistency, content validity, and construct validity were evaluated to assess the psychometric properties of the CAAS-C. Results: The results revealed a content validity index value of 0.96. Confirmatory factor analyses revealed acceptable model fit. The test-retest reliability was excellent (intraclass correlation coefficient = 0.82), and the internal consistency of the CAAS-C was satisfactory (Cronbach's alpha = 0.90-0.96). Conclusions: The CAAS-C is a brief, valid, and reliable instrument for measuring the career adaptability of clinical nurses. Implications for Nursing Management: The CAAS-C can be used to evaluate Taiwanese nurses' career adaptability and develop effective strategies for improving nurses' responsiveness to their rapidly changing work environments, which can improve adaptation and retention.

Relationship between perceived organisational support, self-efficacy, proactive personality and career self-management among nurses: a moderated mediation analysis

OBJECTIVES

Career self-management is believed to be a critical behaviour in the new career era. However, the underlying mechanisms that stimulate nurses' career self-management are unclear. The aim of this study was to examine the mediating effect of self-efficacy and the moderating effect of proactive personality on the relationship between perceived organisational support and career self-management among nurses.

DESIGN

This was a cross-sectional survey.

SETTING AND PARTICIPANTS

A total of 1866 nurses from 15 hospitals across 15 cities in China were recruited for this study.

PRIMARY AND SECONDARY OUTCOME MEASURES

The Perceived Organizational Support Scale, General Self-efficacy Scale, Proactive Personality Scale and Individual Career Management Questionnaire were used. Data were analysed using moderated mediation regressions with Hayes' PROCESS macro in SPSS version 26.0.

RESULTS

General self-efficacy mediated the relationship between perceived organisational support and career self-management. Proactive personality moderated the direct (B=0.043, p<0.001, 95% CI 0.026 to 0.060) and indirect relationship (B=0.098, p<0.001, 95% CI 0.074 to 0.123) between perceived organisational support and career self-management. Further, the positive effects of perceived organisational support on general self-efficacy and career self-management were stronger for nurses with a high level of proactive personality. The model explained 47.2% of the variance in career self-management.

CONCLUSION

The findings highlight the crucial benefits of self-efficacy and important conditional effects of perceived organisational support on nurses' career self-management.

Organizational Support for Nurses' Career Planning and Development: A Scoping Review

Aim

To systematically map and identify key knowledge on organizational support for nurses' career planning and development.

Design

Scoping review.

Methods

Systematic electronic searches were carried out with the CINAHL, PubMed, Scopus, and Web of Science databases in May 2022. The searches were limited to scientific, peer-review papers that were published in English from January 2012 to May 2022. Data were extracted and synthetized and are presented in tables and text. The review was conducted following the Preferred Reporting Items for Systematic Reviews and Meta-Analyses guidelines.

Results

We identified 1,400 papers and 28 met the inclusion criteria. Organizations recognized nurses' career planning and development in relation to the individual's professional development and the organization's need to promote high-quality services and workforce engagement. The organizational support included strategic work to ensure there were adequate resources and purposeful vacancies and a structured framework based on objective qualification criteria and equal assessment. Organizations focused on sharing knowledge, structured career planning, and interpersonal support. Support within the nursing profession and multilayered interprofessional collaboration were also important.

Conclusion

Nurses' career planning and development was linked to their personal development and the organization's aims and required support from both fellow nurses and other professionals. Implications for the Nursing Management. Identifying the organizational structures and methods that are needed to support nurses' career planning and development can help nursing management to evaluate and develop strategies that improve the attractiveness of a nursing career and nurses' engagement.

A competency model for nurse executives

BACKGROUND

Nurses capable of adequately developing their competencies in the management field are essential for the sustainability of health-care organizations. Such competencies should be included in a model of specific competencies.

AIM

The aim of this research is to propose a competency model for nurse executives.

METHODS

The Delphi method was applied to reach a consensus on the required competencies, and Principal Component Analysis (PCA) was applied to determine the construct validity and reduce the data set's dimensionality. Consensus was defined based on at least 80% of the experts agreeing with the proposed competencies. For each competency, the development levels were beginner, advanced beginner, competent, highly competent and expert.

RESULTS

From among the 51 competencies that were identified to define a model for nurse executives, decision-making, leadership and communication stood out. The PCA indicated the structural validity of the proposed model by saturation of the principal components (Cronbach's α > 0.631).

CONCLUSION

Nurses wishing to develop their professional careers as nurse executives must first develop the competencies shown in the proposed model. Nurse executives should follow the educational programmes specified in this study, to adapt their knowledge to this role's requirements.

Nurses' efforts to maintain competence: a qualitative study

Background: The clinical competence of nurses should be maintained to ensure patient safety. Competence is the integration of knowledge, skills, and attitudes. Nurse competency also improves the quality of nursing care and reduces the incidence of missed nursing care. This study aimed to explore the experiences of nurses maintaining a nurse competence system in hospitals through continuing education.

Design and Methods: The research method used was qualitative phenomenological research, and the data was collected through an in-depth interview which was consist of six participants.

Results: The results of the research were 1) continuing professional development to maintain the competence, 2) credentialing system in the career ladder system, 3) missed care still occurred in the implementation of nursing services 4) nurses had hopes that managers supported the efforts to maintain competence through continuing professional development.

Conclusions: Nurse managers are expected to improve the supervision program to maintain clinical competence and decrease missed care.

Nursing Development in Indonesia: Colonialism, After Independence and Nursing act

Introduction

Stereotyping of nurses still occurs nowadays in Indonesia. Society and healthcare think nursing is a doctor helper service. The public image of a nurse as a doctor's helper is hard to erase. Thus, the nursing development in Indonesia needs to be explored in describing the stereotyping and the nursing conditions in the current situation.

Methods

The study used a narrative review with 45 sources analyzed and extracted.

Results

Nursing education has been developed since colonialism. The first time the Netherland Indies built the hospital and they used Babu or a helper as a nurse. The result showed it had a negative impact, which showed as they started to train nurses. They trained male nurses to be Mantri nurses as hulpgeneesheeren (ancillary doctors). After independence, the project HOPE influenced the development of nursing in Indonesia. Indonesian nurses focused on technical aspects and added the nursing process to the education curricula in 1986. However, nurses’ practice culture did not change for a long time because of a lack of research and literature being evaluated during 1990–2010. Indonesia nursing started to increase the education, practice, and research afterward, with specifically the declaration of the Indonesian Nursing Act. It brought nurses into the professionalism of healthcare which the Indonesian government recognized. Then, nurses have faced new problems, including practice and education gaps.

Conclusion

The development of nurses will increase autonomy and dignity. Increasing education curricula, practice competency, and research impact will change the perspective of society with the support of recognition and education from the nursing organization. In addition, the nursing organization has an essential role in nursing development in each country.

Nurse Manager Core Competencies: A Proposal in the Spanish Health System

Nurses who are capable of developing their competencies appropriately in the field of management are considered fundamental to the sustainability and improvement of health outcomes. These core competencies are the critical competencies to be developed in specific areas. There are different core competencies for nurse managers, but none in the Spanish health system. The objective of this research is to identify the core competencies needed for nurse managers in the Spanish health system. The research was carried out using the Delphi method to reach a consensus on the core competencies and a Principal Component Analysis (PCA) to determine construct validity, reducing the dimensionality of a dataset by finding the causes of variability in the set and organizing them by importance. A panel of 50 experts in management and healthcare engaged in a four-round Delphi study with Likert scored surveys. We identified eight core competencies from an initial list of 51: decision making, relationship management, communication skills, listening, Leadership, conflict management, ethical principles, collaboration and team management skills. PCA indicated the structural validity of the core competencies by saturation into three components (α Cronbach >0.613): communication, leadership and decision making. The research shows that eight competencies must be developed by the nursing managers in the Spanish health system. Nurse managers can use these core competencies as criteria to develop and plan their professional career. These core competencies can serve as a guideline for the design of nurse managers’ development programs in Spain.