CAREER COMMITMENT, NURSING UNIT CULTURE, AND NURSING RESEARCH UTILIZATION.
Contributors: University of South Carolina.
Published: 1996
Number of pages: 135
Subjects: Health Sciences, Nursing.; Psychology, Industrial.
Description: Nursing research utilization (NRU) is a standard of clinical practice for all nurses, yet research findings indicate that the number of nurses who have integrated NRU into daily practice is limited. Nurse researchers have investigated multiple variables in an attempt to understand the nature of NRU. Several researchers have argued convincingly that participation in selected professional activities and organizational context are important to facilitating NRU and warrant further investigation.

This descriptive, correlational study was guided by Everett Rogers' theory of diffusion of innovations. The study investigated career commitment (personal characteristic) and nursing unit culture (organizational characteristic) as predictors of nursing research utilization. Subject demographic variables included age, gender, years as an RN, years with current employer, highest educational level, area of practice, and national certification. Each setting provided information regarding the presence or absence of formal organizational structures in support of NRU.

The sample consisted of 100 clinical nurses from 20 nursing units. Nursing units included adult medical, oncology, surgical, and critical care. The settings included two large, university-affiliated, teaching hospitals.

Using multiple regression analysis, career commitment was identified as a predictor of NRU. Culture, as measured by the Organizational Culture Inventory, was not identified as a predictor of NRU. However, other cultural factors such as setting and area of practice emerged as important factors in NRU. Additionally, significant interactions for NRU were demonstrated between setting and highest educational level as well as setting and area of practice. A serendipitous finding was identification of a lack of knowledge about national certification.

It is recommended that: (a) models of NRU incorporate personal characteristics as well as organizational characteristics, (b) nursing leaders identify and implement mechanisms to nurture career commitment in nurses, (c) the effectiveness of formal organizational structures as supports to NRU need further investigation, (d) organizations which employ nurses incorporate NRU models, including recognition of and support for NRU as a role expectation for all nurses, (e) education about NRU begin early in a nurse's career, and (f) nursing leaders explore the knowledge level and perceived value of national certification by clinical nurses.
Notes: Source: Dissertation Abstracts International, Volume: 57-03, Section: B, page: 1716.

Thesis (PH.D.)--UNIVERSITY OF SOUTH CAROLINA, 1996.

School code: 0202.