Factors that influence continuing professional development over a nursing career: A scoping review

Hakvoort, Lysette; Dikken, Jeroen; Cramer-Kruit, Jessica; Nieuwenhuyzen, Kristen Molendijk- van; Schaaf, Marieke F. van der; Schuurmans, Marieke J.

doi:10.1016/j.nepr.2022.103481

Cited by 37 publications

(28 citation statements)

References 78 publications

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“…Growth and development opportunities is a key job demand for nurses [43]. Several previous studies have reported that nurses nd it di cult to make time for growth and development because of shift work, heavy workloads, and poor sta ng levels [29,[45][46][47]. Our result show that career competencies could serve as resources to successfully address this di culty.…”

Section: Career Competencies As Predictorsmentioning

confidence: 63%

Do nurses’ career competencies act as mediators and predictors between job resources and work engagement in the job demands-resources theory? A cross-sectional study

Yamada

Asakura

Takada

et al. 2023

Preprint

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Background: Since nurses have various career options, it is essential for them to possess career competencies which are the knowledge, skills, and abilities for their career self-management. Nurses’ roles have expanded globally due to dynamically changing healthcare settings and advanced specialization fields. In this context, career competencies may help nurses to navigate their careers successfully. However, few studies have investigated the association between career competencies and positive work-related outcomes for nurses. Our study aimed to examine whether nurses’ career competencies act as mediators and predictors between job resources and work engagement in the motivational processes of the job demand-resources theory. We explored whether career competencies and four types of job resources (supervisor support, coworker support, role clarity, and career opportunities) are mutually related and lead to work engagement. Methods: A cross-sectional survey was conducted between July and August 2022. Mediation analyses were conducted using structural equation modeling with data from 263 nurses working in hospitals in the Tohoku region of Japan. Results: Career competencies mediated the relationship between the four types of job resources and work engagement. Furthermore, career competencies enhanced work engagement through increased supervisor support and career opportunities. Conclusions: Our results indicate that career competencies are a critical personal resource for enhancing work engagement in the motivational process of the job demand-resources theory. We trust that our insights will contribute to effective nursing management and continuing education.

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Section: Career Competencies As Predictorsmentioning

confidence: 63%

Do nurses’ career competencies act as mediators and predictors between job resources and work engagement in the job demands-resources theory? A cross-sectional study

Yamada

Asakura

Takada

et al. 2023

Preprint

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“…Self‐directed learning methods are limitedly used by nursing students (Yeh et al., 2022) and novice nurses (Vázquez‐Calatayud et al., 2021). In order to improve clinical nursing leadership competencies, new graduating nurses might benefit from educational activities that focus on structural empowerment since it affects self‐efficacy and leadership behaviour (Hakvoort et al., 2022). Even more, clinical nursing leadership is a competency that should be developed both in the academic and clinical setting, commencing in nursing education with, among others, learning opportunities for nursing students to act as clinical leader in a safe environment (Jack et al., 2022).…”

Section: Discussionmentioning

confidence: 99%

Understanding strategies that foster nurses to act as clinical leaders in hospitals: A realist review

Duprez,

Dhont,

van der Cingel

et al. 2023

Journal of Advanced Nursing

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AimTo identify strategies that develop clinical nursing leadership competencies among staff nurses, and to explain the contextual elements and mechanisms that underpin the development of clinical nursing leadership competencies.DesignRealist review according to the Realist and Meta‐narrative Evidence Syntheses—Evolving Standards (RAMESES).Data SourcesPubMed, Embase, CINAHL, Web of Science, Wiley Online Library, PsycInfo and ProQuest were searched from January 2000 until October 2022.Review MethodsThree iterative phases: (1) development of initial programme theory, (2) structured searches for relevant published and grey literature and (3) data synthesis and interpretation by researchers and theory triangulation, and discussions within the research group.ResultsMultiple context–mechanism–outcome configurations were extracted from 10 reports that explain how, under what circumstances and why strategies can facilitate (or discourage) staff nurses to act as clinical leaders. Reports were both quantitative and qualitative in design, originating from English‐speaking countries only.ConclusionsA logic model was developed and suggests four contexts and five mechanisms underlying the development of clinical nursing leadership. Growth in clinical nursing leadership was mainly experienced through experiential learning, which was enhanced by a supportive relationship with a coach or mentor, the use of reflective practices and modelling from other leaders. Furthermore, a supportive work environment triggers ownership, confidence and motivation, and thereby growth in clinical nursing leadership competencies.ImpactFostering competencies for clinical leadership among staff nurses requires multifaceted strategies. Strategies are successful if, and only if, they combine learning by doing, by knowing and by observing, and establish a responsive work environment. Hospital policy should ensure that staff nurses have access to reciprocal relationships with role models or a coach. In order to grow as clinical nurse leader, ownership and self‐reflection on own leadership behaviour need to be facilitated.No Patient or Public ContributionProspero ID CRD42021292290.

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“…Of the ART nurses in our study, 42.5% had worked in infertility settings for less than five years; therefore, they are more eager to develop a career within their own hospital platform, which limits the flow of quality care resources. To promote continuing professional development, organizations need to recognize nurses’ personal goals and unique strategies and provide available and accessible resources ( 12 ) .…”

Section: Discussionmentioning

confidence: 99%

“…Previous studies have shown that career success is helpful to promote innovative behaviour among nurses, and it can improve the quality of nursing service, reduce the turnover rate of nurses, and stabilize nursing teams ( 10 - 11 ) . Recent studies have shown that demographic characteristics, self-efficacy, social support, information literacy, working in shifts, and having a good individual income and work environment are the influencing factors in nurses’ career success^( 9 ),( 12 ) ^. Work environment refers to the organizational characteristics of work settings that facilitate or constrain professional nursing practice.…”

Section: Introductionmentioning

confidence: 99%

“…Work environment refers to the organizational characteristics of work settings that facilitate or constrain professional nursing practice. Improving the nursing work environment has been suggested as an effective strategy for addressing the nursing shortage by increasing nurse job satisfaction ( 10 );( 11 );( 12 );( 13 - 14 ) . Previous research has revealed that the work environment has a significant relationship with career success among nurses ( 10 ) .…”

Section: Introductionmentioning

confidence: 99%

See 1 more Smart Citation

Factors that affect career success of nurses who practice in assisted reproductive technology

Li,

Honggui,

Hong

et al. 2023

Rev. Latino-Am. Enfermagem

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Objective: to examine the relationship between career success and work environment of nurses who practice in assisted reproductive technology and to identify factors that affect career success. Method: a cross-sectional study conducted in 53 fertility centres in 26 provinces in mainland China. Data were collected using a demographic data questionnaire, a specialised nursing competence questionnaire, the Career-Success Scale, and the Nursing Work Environment Scale. Descriptive and inferential statistics were applied. Results: 597 assisted reproductive technology nurses participated in our survey, and 555 valid questionnaires were collected. Theoverall mean scores for career success and work environment were 3.75 [standard deviation (SD) = 1.01] and 3.42 (SD = 0.77) respectively. There was a strong positive correlation between career success and work environment (r = 0.742, p < 0.01). Multiple regression showed that attending academic conferences, psychological care, professional development, support and care, salary, and welfare were significant factors that influence career success. Conclusion: attending academic conferences, psychological care, and work environment are positively related to career success. Administrators should consider ways to address these factors.

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Factors that influence continuing professional development over a nursing career: A scoping review

Cited by 37 publications

References 78 publications

Do nurses’ career competencies act as mediators and predictors between job resources and work engagement in the job demands-resources theory? A cross-sectional study

Do nurses’ career competencies act as mediators and predictors between job resources and work engagement in the job demands-resources theory? A cross-sectional study

Understanding strategies that foster nurses to act as clinical leaders in hospitals: A realist review

Factors that affect career success of nurses who practice in assisted reproductive technology

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