CAREER NEEDS AND CAREER STAGES OF NURSES IN A PUBLIC PSYCHIATRIC HEALTHCARE SYSTEM.
Contributors: University of Texas at Austin.
Published: 1995
Number of pages: 150
Subjects: Health Sciences, Nursing.; Psychology, Developmental.; Health Sciences, Health Care Management.; Health Sciences, Mental Health.
Description: Hospital and nursing executives need to remain aware of the career needs and career stages which affect the organizational effectiveness of the nurses whom they employ. This study seeks to identify these career needs, the degree to which the needs are met, and these career stages among RN's working in a large public psychiatric health care system in Texas.

One hundred ninety-two respondents provided data for this exploratory quantitative survey study. Career needs were measured as three scores on the Potts Career Needs Inventory for Hospital Nurses. Career stages were identified using the Adult Career Concerns Inventory. Demographic data were collected. Multiple analysis of variance and multiple correlational techniques were used to identify existing relationships among the demographic variables, career needs, and stages.

Empirical support was found for four career stages: Exploration, Establishment, Maintenance, and Disengagement. Three career needs, "organizational support and recognition," "personal and professional rewards," and "career advancement opportunities" were identified. Correlations were significant between needs and stages except for "organizational support and recognition" in the Exploration stage, and "personal and professional rewards" in the Disengagement stage. Demographic variables which significantly correlated with needs and stages were scAGE, RN scYEARS, scTITLE, scSHIFT, and scTENURE. When the effect of age was controlled, education level was significantly associated with the needs of "personal and professional rewards," and "career advancement opportunities." Nurses perceived that their concerns were those related to the Maintenance stage, and that their most important career needs were related to "organizational support and recognition." Inferences regarding gender and race were not possible, however trends in the data were reported.

The findings suggest that career development and need fulfillment theory are viable models for use in organizational development efforts by nursing administrators to determine the needs and concerns of hospital nurses. Nursing administrators are encouraged to systematically assess career needs among nurses and to individualize the kinds of incentives offered in concert with career stage. Graduate educational levels, work hours, and ethnicity may significantly influence nurses' career needs. Academicians, researchers, and administrators are encouraged to include career development as an important component in their representation of nursing issues.
Notes: Source: Dissertation Abstracts International, Volume: 56-06, Section: B, page: 3128.

Thesis (PH.D.)--THE UNIVERSITY OF TEXAS AT AUSTIN, 1995.

School code: 0227.