Career Ladder System Perceived by Nurses

Abstract

Purpose: The purpose of this study was to investigate how nurses perceive the Career Ladder System(CLS). Methods: This study was a descriptive survey using questionnaires. Questionnaires were developed by an expert group. Participants included 161 nurses working in the Children's Hospital. The data were analyzed using factor analysis, Cronbach's alpha, descriptive statistics, χ 2 -test and ANCOVA. Results: This study revealed that nurses who advanced in their career ladders have a significantly higher perception of participation in their professional activities and a general comprehension of the CLS more than the nurses who did not advance in their career ladders. However, nurses who advanced in their career ladders have a significantly lower perception of the expected outcome of the CLS more than nurses who did not. Conclusions: This result showed that nurses who had experienced in clinical advancement and recognition were highly motivated with their professional activities via the CLS as well as they considered it to allow professional growth. 서 론 연구의 필요성

Relationship of Perception of Clinical Ladder System with Professional Self-Concept and Empowerment based on Nurses' Clinical Career Stage

“…This result signifies that the perception of participating in professional activities increases with higher clinical career stages. This can be understood in the same context as the results presented by Nelson and Cook (2008) nurses working abroad are provided with structured guidelines for receiving compensation for participation in professional activities outside of working hours (Park & Lee, 2010). Thus, in order to naturalize the clinical ladder system in the nursing practice of Korea, it is not only important to relieve the overload experienced by nurses due to their expanded roles; it is also essential to devise organization-level measures, such as division of work and efficient time allocation (Park & Lee, 2011).…”

“…To measure perceptions of the clinical ladder system, the researcher revised and supplemented a tool for measuring such perceptions developed by Park and Lee (2010) based on Nelson and Cook's (2008) tool for assessing the clinical ladder system of nurses and a tool developed by Riley, Rolband, James, and Norton (2009) for measuring the perception of the clinical ladder system. The validity of the content was confirmed after the content was reviewed by 2 professors and 1 doctor of nursing.…”

Nurses' perceptions of career ladder systems, job satisfaction and turnover intention: A cross‐sectional study

“…These results may be attributable to the differences in the development and duration of implementation, operating system, organizational culture, targeted departments and various environmental factors, considering that tertiary university hospitals developed a system over 5 years or more, preliminarily ran the programme for a year and then applied it for more than 5 years (Chae et al, 2015;Filani et al, 2019;Meucci et al, 2019;Moore et al, 2019). The scores for the sub-categories of the Korean Perception of Career Ladder System Scale differed across studies, where the score for the perception of expected outcome category was the highest in the study by Park and Lee (2010), while that for the general understanding of the clinical ladder system categories was the highest in the studies by Chae et al (2015) and Kim et al (2018), similar to this study.…”

“…The Korean Perception of Career Ladder System scale developed by Park and Lee (2010), based on the tool for evaluating career ladder programmes for nurses by Nelson and Cook (2008) and that for the perception of the career ladder system developed by Riley et al (2009), was utilized. The tool comprises 20 items, with six items for general understanding of the system, four for the perception of participation in professional activities and 10 for the perception of expected outcome.…”

“…Therefore, it is important to explore measures to increase job satisfaction and reduce turnover intention in small‐ and medium‐sized hospitals by improving the quality of care and implementing appropriate career ladder systems (Kim et al, 2018). However, past studies on these systems mainly focused on nurses in large hospitals and ORs or ICUs (Chae et al, 2015; Coleman & Desai, 2019; Park & Lee, 2010). Hence, there is a lack of studies examining the individual and organizational impact of a career ladder system in small‐ and medium‐sized hospitals.…”