Professional development and career planning for nurses working in care homes for older people: A scoping review

Fitzpatrick, Joanne; Bianchi, Leda A.; Hayes, Nicky; Silva, Tiago Da; Harris, Ruth

doi:10.1111/opn.12519

Cited by 10 publications

(6 citation statements)

References 59 publications

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“…There is some evidence to show the positive impact of appraisals on quality of care provided by support workers, but it is less clear whether appraisals or mentorship support career development or progression ( 183 , 184 ). There is evidence internationally to show that having opportunities for training, CPD and a supportive work environment, supports employees in their career goals and commitment to stay in home care work ( 133 , 171 , 172 , 185 – 187 ). What is clear is that some provider organisations take a more active approach to career progression than others, emphasising the importance of crafted career pathways for staff advancement and retention of employees and their skills within the organisation ( 188 ).…”

Section: Resultsmentioning

confidence: 99%

Exploring a career pathway for home support workers in Ireland: a systematic scoping review of the international evidence

Morrow,

Kelly,

Killeen

et al. 2024

Front. Health Serv.

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BackgroundIn prosperous nations like Ireland, home support workers (HSWs) play an increasingly vital role in providing person-centred care to ageing populations. However, challenges such as workforce shortages, role ambiguity, low pay, and limited career advancement, hinder workforce development and career building.MethodA scoping review using key terms for “HSWs” and “career pathways” was conducted following the Joanna Briggs Institute Methodology, examining electronic databases (Web of Science, PubMed, MEDLINE, EMBASE, CINAHL, PscyINFO, Social Care Online, Social Sciences Citation Index). Inclusion criteria were applied, and a thematic analysis followed and inductive-deductive approach.ResultsThe review encompassed 261 relevant articles from different countries. Four key themes were identified: (1) Data-driven decision-making on the future workforce, (2) Attracting and developing a competent and motivated home support workforce, (3) Enhancing working lives and retention at every stage of career pathways, and (4) Crafting career pathways to improve quality and impact.DiscussionLeadership, collaboration, and data-driven decision-making across policy, research and practice are pivotal for expanding and enhancing home support. Emphasising a shift towards preventative self-management models, supported by digitally skilled and regulated HSWs, could enhance independence and quality of care. Clear career structures, professional development, and inclusive organisational environments are essential to attract, retain, and empower a competent and motivated workforce, fostering quality and impact.ConclusionThis scoping review provides foundational evidence to establish career pathways for HSWs, identifying key areas for development such as data collection, care model transformation, career progression structures, and systems for safety and quality improvement.

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Section: Resultsmentioning

confidence: 99%

Exploring a career pathway for home support workers in Ireland: a systematic scoping review of the international evidence

Morrow,

Kelly,

Killeen

et al. 2024

Front. Health Serv.

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“…On the other hand, nurses with more work experience want clear criteria for professional roles and a clear career path [32]. A review of other studies found that the key factors that supported professional development and career planning were access to structured learning opportunities in a supportive work environment, flexible working hours, and integration of leadership development [33].…”

Section: Discussionmentioning

confidence: 99%

Career models, job satisfaction, and type of work-related behavior presented by polish nurses: A cross-sectional post-COVID-19 study

Bartosiewicz,

Łuszczki

2024

Med Pr Work Health Saf.

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Background: Nurses constitute a crucial professional group within the healthcare system. Job satisfaction and opportunities for professional development directly impact the quality of medical services provided and help prevent burnout. The study aimed to assess the preferred career model, the level of job satisfaction, and determine the type of work-related behavior presented by Polish nurses. Material and Methods: A cross-sectional survey was conducted among 795 nurses after the COVID-19 pandemic. Three standardized scales were used: My Career questionnaire to access the preferred career model, the Job Satisfaction Scale, and Work -Related Behavior and Experience Patterns (Arbeitsbesorgenes Verhaltens und Erlebenmuster -AVEM) questionnaire assessing types of work-related behavior. Descriptive statistics, Spearman's correlation coefficient, and multiple linear regression were used for analysis of data. Results: The results concerning the relationship between the types of work-related behavior, job satisfaction, and the preferred career model revealed that type G (healthy) was significantly and positively correlated (p < 0.05, r > 0) with the Challenge subscale of the career model (r = 0.095, p = 0.007) and job satisfaction (r = 0.136, p < 0.001). The higher the score on the Challenge subscale and greater job satisfaction, the more pronounced type G personality. The multiple linear regression models explained only 2.5 to 5% of the variability of studied questionnaire outcomes but indicated that significant, independent predictors for the My Career questionnaire subscales and AVEM raw scales for each type were additional qualifications, level of education, work experience, and place of work. Significant predictors of the job satisfaction scale were employment in private healthcare facilities and a master's degree. Conclusions: Nurses experience job satisfaction, but the workload, demanding daily tasks, and the sense of responsibility can lead them to feel fatigued and burnt out. The preferred career model involves Security and stability, as well as Service and commitment to other domains. Only a small percentage of the variability in the results of the analyzed dependent variables was explained by the explanatory variables included in the model.

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“…Nurses' organizations need to carry out strategic work on the career information and resources that are crucial. Individuals experience remarkable time and fnancial pressures during education ( [22]). Employers who provide support to overcome these challenges need to implement multifaceted strategic planning and collaboration.…”

Section: Discussionmentioning

confidence: 99%

“…Previous reviews on career development in nursing have covered nurses' career intentions [8,14], professional development [22,23], career success [15], career path options [12], and the implementation of clinical ladder programs [21]. Instead, knowledge on organizational support for nurses' CP&D has been fragmented and needs to be brought together to provide the basis for the evidence-based development of nurses' working lives.…”

Section: Introductionmentioning

confidence: 99%

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

Kallio,

Liljeroos,

Koivunen

et al. 2024

Journal of Nursing Management

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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.

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Professional development and career planning for nurses working in care homes for older people: A scoping review

Cited by 10 publications

References 59 publications

Exploring a career pathway for home support workers in Ireland: a systematic scoping review of the international evidence

Exploring a career pathway for home support workers in Ireland: a systematic scoping review of the international evidence

Career models, job satisfaction, and type of work-related behavior presented by polish nurses: A cross-sectional post-COVID-19 study

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

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