Testing the social cognitive career theory in Thai nurses' interest to become nurse educators: A structural equation modeling analysis

Thungjaroenkul, Petsunee; Cummings, Greta G.; Tate, Kaitlyn

doi:10.1016/j.nedt.2016.05.027

Cited by 27 publications

(45 citation statements)

References 18 publications

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“…Hypotheses 4-6 have been empirically examined among nursing students (Thungjaroenkul et al, 2016). However, H4-H6 have not been thoroughly vetted among practicing nurses.…”

Section: Self-efficacy Outcome Expectations and Career Interestmentioning

confidence: 99%

“…This study makes several unique contributions to the literature. First, Thungjaroenkul, Cummings, and Tate () applied SCCT to examine the decisions of nurses to become nurse educators. This study also uses SCCT to examine career decisions (i.e., intentions to leave) among nurses, but it extends previous studies by examining the impact of interpersonal factors (i.e., rapport, willingness to mentor/be mentored) on intentions to leave the nursing profession.…”

Section: Introductionmentioning

confidence: 99%

“…Social cognitive career theory has been employed to characterise the associations among career interest, self‐efficacy and perceptions between nursing students and undecided students groups. SCCT could also explain the impacts of past performance in teaching, social influence and supervision on self‐efficacy, outcome expectations and students’ interests in becoming nurse educators (Thungjaroenkul et al, ). The wide application of SCCT in nursing supports the use of SCCT as a theoretical underpinning for this study.…”

Section: Introductionmentioning

confidence: 99%

“…Thus, nurses with higher outcome expectations are more likely to be retained in the profession. An interest in, or willingness to, remain in a profession is defined as career interest (Thungjaroenkul et al, ). Hence, we hypothesise:

H6: Outcome expectations are positively related to career interest.…”

Section: Introductionmentioning

confidence: 99%

“…Career interest represents nurses’ interests to continue working in the profession (Thungjaroenkul et al, ). A sustained interest in the profession simultaneously suggests a reduced professional turnover intention, posing a negative link between career interest and professional turnover intention.…”

Section: Introductionmentioning

confidence: 99%

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The impact of mentor–mentee rapport on nurses’ professional turnover intention: Perspectives of social capital theory and social cognitive career theory

Pham

Teng

Friesner

et al. 2019

Journal of Clinical Nursing

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Aims and objectives This study examines the impacts of mentor–mentee rapport on willingness to mentor/be mentored, self‐efficacy, outcome expectations, career interest and subsequently on nurses’ professional turnover intention. Background Workplace relationships, whether positive or negative, influence nurse turnover within an organisation. Yet little is known about the effects of mentoring on nurses’ intentions to leave the nursing profession. Design A cross‐sectional, survey‐based research design was used to collect data from a large medical centre in Northern Taiwan. Methods Study concepts were measured using scales from social capital theory (SCT), social cognitive career theory (SCCT) and the nursing literature. Partial least square structural equation modelling was used to test all study hypotheses. The STROBE statement was chosen as the EQUATOR checklist. Results For mentors, rapport was positively related to willingness to mentor, which was positively related to outcome expectations, and further, positively related to career interest and negatively related to professional turnover intention. For mentees, rapport was positively related to willingness to be mentored, which was positively related to self‐efficacy, outcome expectations and ultimately to career interest. Career interest was negatively related to professional turnover intentions. Conclusions Rapport between mentors and mentees may be an important means to retain nurses in the profession. Relevance to clinical practice Managers should consider taking steps to enhance rapport between mentors and mentees. In doing so, managers improve nurse retention, a critical component of providing high‐quality patient care.

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“…Hypotheses 4-6 have been empirically examined among nursing students (Thungjaroenkul et al, 2016). However, H4-H6 have not been thoroughly vetted among practicing nurses.…”

Section: Self-efficacy Outcome Expectations and Career Interestmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

H6: Outcome expectations are positively related to career interest.…”

Section: Introductionmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

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