Career commitment and career entrenchment among Primary Health Care workers

Abstract

Objective: Assess levels of career commitment and career entrenchment among Primary Health Care workers. Methods: This Cross-sectional study addressed 393 workers using the Brazilian versions of the Career Commitment Measure (CCM) and Career Entrenchment Measure (CEM). Results: Levels of Career commitment [75.5-77.5] were higher (p<0.001) than Career Entrenchment [66.7-69.2]. Identity levels [82.7-85.5] were higher (p<0.001) than Investment levels [60.4-65.0]. Career resilience levels [75.1-79.2] were higher (p<0.001) than Emotional costs [69.0-72.1]. Planning levels [64.2-67.1] were lower (p<0.001) than levels of limitedness of career alternatives [68.1-71.0]. Conclusion: The highest scores were obtained in Career commitment, showing the workers’ identification and positive relationship with their careers, that is, these workers remain in Primary Health Care services because they identify themselves with their professions.

Career commitment and entrenchment among Primary Care nurses

“…The average levels of career investments, limitation of career alternatives and emotional costs in the career presented by PHC nurses corroborate Brazilian studies with health professionals (5,29) . They also show that, among PHC nurses, the influence of the entrenchment relationship is lower than the influence of the career commitment relationship, that is, it is not the lack of alternatives for professional work, the emotional costs or the lost investments in case of career changes that oblige nurses to remain in the PHC services of the municipalities, but the desire to develop their career.…”

“…In this context, it is understandable that the nurses hired at private institutions have presented a significantly higher level of identification with the career than those who have been selected for public positions, as by standing out in their careers, these professionals gain recognition and reduce the risk of having their contracts terminated. Nevertheless, the high identification with the career is a positive aspect, as the focus on the career can increase the possibility for professionals to invest in their skills and knowledge, contributing to the increase of their professional performance and autonomy, as well as favoring strengthening of career development and increased professional satisfaction (28)(29) .…”

Absenteeism among Nursing Technicians from a Regional Reference Hospital in a Countryside of Northeastern Brazil

“…People management indicators, such as turnover and absenteeism, evaluate the quality of the care provided. When high, they overburden the other professionals, interfere in care, reduce the effectiveness of work, generate physical and psychological wear of workers, and favor illness, in addition to impairing the engagement at work and the worker's commitment to the career [26,[30][31][32][33][34][35].…”

The Effect of Antecedents of Teachers’ Subjective Career Success

“…One of the items reads, “My organization takes my goal and values into consideration”. The subjective career success was measured using the Subjective Career Success Inventory (SCSI) developed by Shockley et al [ 46 ] and adapted by Ingarianti et al [ 47 ], containing 24 items with 3 items measuring each dimension. One of the items reads, “I am sure my job brings changes to the organization”.…”