Predictors of career commitment and job performance of Jordanian nurses
ABSTRACT Few studies focused on nurses' career commitment and nurses' job performance. This research aimed at studying variables of nurses' career commitment and job performance, and assessing the relationship between the two concepts as well as their predictors.
A survey was used to collect data from a convenient sample of 640 Registered Nurses employed in 24 hospitals.
Nurses 'agreed' to be committed to their careers and they were performing their jobs 'well'. As a part of career commitment, nurses were willing to be involved, in their own time, in projects that would benefit patient care. The highest and lowest means of nurses' job performance were reported for the following aspects: leadership, critical care, teaching/collaboration, planning/evaluation, interpersonal relations/communications and professional development. Correlating of total scores of nurses' career commitment and job performance revealed the presence of a significant and positive relationship between the two concepts. Stepwise regression models revealed that the explained variance in nurses' career commitment was 23.9% and that in nurses' job performance was 29.9%.
Nurse managers should promote nursing as a career and they should develop and implement various strategies to increase nurses' career commitment and nurses' job performance. These strategies should focus on nurse retention, staff development and quality of care.
Nurses' career commitment and job performance are inter-related complex concepts that require further studies to understand, promote and maintain these positive factors in work environments.
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- "지금까지 알려진 중환자실 간호사의 간호업무성과 관련요인으로는 리더십, 중증 환자에 대한 간호, 업무에 대한 교육기회 제공, 타 부서와의 협력관계, 대인관계 및 의사소통, 전문가적 역량, 소진, 이직의도, 임파워먼트, 승진, 임금, 자율 성, 조직문화 등이 보고되고 있다(Bae, 2008; Ha & Choi, 2010; Im, Park, & Kim, 2012; Mrayyan & Al-Faouri, 2008; Oh & Chung, 2011). 그러나 이러한 요인들 중 의사소통 능력 은 간호사와 대상자 간의 치료적 관계 수립을 통한 성공적인 간호업무성과에 필수적 요소라고 최근 보고되고 있으며 (Emold, Schneider, Meller, & Yagil, 2011; Im et al., 2012; Mrayyan & Al-Faouri, 2008 "
ABSTRACT: Purpose: The purpose of this study was to investigate the influence of communication competence and burnout on nursing performance in intensive care units (ICU). Method: The participants were 209 nurses from four university hospitals. Measurements included a socio-demographic and job related survey, communication competence inventory, the Maslach burnout inventory and a nursing performance scale. Data were collected from February 6 to 24, 2012, with a self-report questionnaire. The statistical analyses were performed with SPSS 18.0 software. Results: The mean scores for communication competence, burnout and nursing performance were 50.49, 84.72, and 62.18, respectively. Communication competence (r=.44, p08/2013; 20(3). DOI:10.7739/jkafn.2013.20.3.278
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ABSTRACT: Career commitment has gained a lot of attention in human resources management, since has been found to be a key factor for the organization and employee's outcomes. It has been also found that career commitment and organizational commitment can be interrelated to each other. However, there is not much investigation about whether employees are more committed to their personal achievement in their careers or committed to the organization itself. The present study aimed to find this difference. Moreover, the study sought to explore both organizational and career commitment in two types of organizations: for-profit and non-profit. The study utilized descriptive analysis, simple correlation and canonical correlation as a statistical methodology. Results support the interrelation between the two variables.
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ABSTRACT: The aim of the study was to examine the extent to which advanced nursing practice was evident in Jordan, with a particular focus on the contribution of Master’s level nurses to advancing practice. It also aimed at understanding the drivers for developing its roles and the factors which might facilitate or hinder their implementation. The study used an ethnographic design in which qualitative and quantitative methods of data collection were used. The study comprised two stages. The first stage involved interviewing key stakeholders and surveying M-level nurses. Stage two involved interviewing and observing M-level nurses working in clinical practice in five Jordanian hospitals and interviewing the main stakeholders with whom those nurses had contact. Three themes emerged from the data: understanding advanced nursing practice, becoming am M-level nurse, and being an M-level nurse. The analysis showed that there was no clear notion of advanced nursing practice in Jordan, although participants did describe a number of different elements of advanced practice. The analysis also revealed that nurses undertake Master’s degrees for professional and self-development reasons. The most frequently cited benefits from M-level education that reflected on practice were the enhancement of cognitive abilities, including critical thinking, problem solving and the questioning of practice, the use of research skills and in-service training. The area with least change was that of the development of new practical skills. The data also suggested that a change of job title or job description, after gaining a Master’s degree, reflects the movement of M-level nurses away from direct patient care to non-direct patient care. Several factors were identified as facilitating or hindering the development of the role of M-level nurses in practice. These were organisational factors, professional factors, and personal attributes. The most significant factors were lack of recognition of the M-level nurse, and the subservient role of the nurse in Jordanian society.