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.
- [show abstract] [hide abstract]
ABSTRACT: Employee performance problems essentially take two forms: those that are motivational in origin and those resulting from skill deficiencies. Both fall within the province of the department manager. Performance problems differ from problems of conduct in that traditional disciplinary processes do not apply. Rather, performance problems are addressed through educational and remedial processes. The manager has a basic responsibility to ensure that everything reasonable is done to help each employee succeed. There are a number of steps the manager can take to address employee performance problems.The health care manager 22(1):63-9.
Article: Career commitment in nursing.[show abstract] [hide abstract]
ABSTRACT: There are different patterns and styles to careers in nursing. The concept of career commitment in nursing is explored, and the results of some research are discussed for their implications for nursing careers. A longitudinal, repeated-measures descriptive survey was used to measure career commitment and explore its relationship to turnover and work performance in 320 newly employed registered nurses at one hospital. Career commitment scores dropped significantly over the first year. Although career commitment does correlate with turnover, and there is a relationship with job performance, the direct association is weak. Career commitment is not a stable phenomenon in the first year in a new job. It appears to be susceptible to organizational factors, thus making it possible to provide positive benefits for both nurses and hospitals through enhanced career commitment.Journal of Professional Nursing 01/1992; 8(3):155-60. · 0.68 Impact Factor
- [show abstract] [hide abstract]
ABSTRACT: Self-assessment assists nurses to maintain and improve their practice by identifying their strengths and areas that may need to be further developed. Professional competence profiles encourage them to take an active part in the learning process of continuing education. Although competence recognition offers a way to motivate practising nurses to produce quality care, few measuring tools are available for this purpose. This paper describes the development and testing of the Nurse Competence Scale, an instrument with which the level of nurse competence can be assessed in different hospital work environments. The categories of the Nurse Competence Scale were derived from Benner's From Novice to Expert competency framework. A seven-step approach, including literature review and six expert groups, was used to identify and validate the indicators of nurse competence. After a pilot test, psychometric testing of the Nurse Competence Scale (content, construct and concurrent validity, and internal consistency) was undertaken with 498 nurses. The 73-item scale consists of seven categories, with responses on a visual analogy scale format. The frequency of using competencies was additionally tested with a four-point scale. Self-assessed overall scores indicated a high level of competence across categories. The Nurse Competence Scale data were normally distributed. The higher the frequency of using competencies, the higher was the self-assessed level of competence. Age and length of work experience had a positive but not very strong correlation with level of competence. According to the item analysis, the categories of the Nurse Competence Scale showed good internal consistency. The results provide strong evidence of the reliability and validity of the Nurse Competence Scale.Journal of Advanced Nursing 08/2004; 47(2):124-33. · 1.53 Impact Factor