• Journal of Korean Academy of Nursing Administration
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• v.18 no.2
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• pp.155-165
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• 2012

Purpose: This study was done to examine the relationships among practice environment, nursing professionalism, career commitment, and turnover intention in nurses working in small-medium sized hospitals. Method: This study utilized a descriptive correlational design. Data were collected using structured questionnaires from 362 nurses in 7 small-medium sized hospitals and analyzed with SPSS 18.0. Result: The mean scores for practice environment, nursing professionalism, career commitment, and turnover intention were 2.29 on a 4-point scale and 3.13, 2.78, 3.51 on a 5-point scale, respectively. The practice environment showed significantly positive correlations with nursing professionalism and career commitment. Nursing professionalism showed a significantly positive correlation with career commitment. The highest significant negative correlation was between practice environment and turnover intention. Nursing professionalism and career commitment had negative correlations with turnover intention. Factors having significant influence on turnover intention included age, assigned ward, average wage, practice environment, and career commitment. These factors explained 43.0% of variance in turnover intention. Practice environment was identified as the most important variable in explaining turnover intention. Conclusions: The results of this study demonstrate the necessity of improving the practice environment and increasing nurses' career commitment if turnover intention in small-medium sized hospitals is to be lowered.

• Journal of Digital Convergence
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• v.17 no.10
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• pp.37-47
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• 2019

The purpose of this study was to examine the relationship between nursing work environment perception, career barriers and career identity of graduating grade nursing college students and factors affecting career identity. The data collection was conducted from June 3 to June 28, 2019 with 212 students in grade 4 of C University in S city. Career identity, $2.65{\pm}0.46$, $3.23{\pm}.57$, and $2.28{\pm}.77$, respectively. Career identity was positively correlated with nursing working environment(r=-.654, p<.001) and career barrier(r=.319, p<.001). The nursing work environment was negatively correlated with career barriers(r=-.216, p<.001). The variables that affect the sense of course are the career barrier(${\beta}=-.527$, p=.000), recognition of nursing work environment(${\beta}=.131$, p=.014), practice satisfaction(${\beta}=-.154$, p=.009), and this variable showed an explanatory power of 50.1% on career identity. Therefore, it is necessary to make efforts at the school to enhance awareness of nursing work environment and satisfaction in practice, improve clinical practice, and lower the career barrier through support and support from hospital and nursing managers.

• Journal of Korean Academy of Nursing
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• v.53 no.6
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• pp.622-634
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• 2023

Purpose: This study aimed to identify the mediating effects of career motivation and job-esteem and the effect of the nursing work environment on intention to stay among hospital nurses. Methods: Data were collected from 289 nurses working at an advanced general hospital. The research model design was based on the PROCESS macro proposed by Hayes and analyzed using SPSS 24.0 program. Results: The results showed a positive correlation between intention to stay and nursing work environment (r = .19, p = .001), career motivation (r = .34, p < .001), and job-esteem (r = .37, p < .001). Nursing work environment (B = 0.34 [.09~.59]) and job-esteem (B = 0.27 [.04~.49]) had a direct effect on intention to stay. There was a two-mediator sereal mediation effect of career motivation and job-esteem. The nursing work environment showed a significant effect on the intention to stay among hospital nurses through career motivation and job-esteem. Conclusion: In order to increase the retention rate of hospital nurses, it is suggested that government and medical institutions provide multifaceted support that can increase nurses' motivation for career development and recognition of the nursing profession through improvement of the nursing work environment.

• Journal of Fisheries and Marine Sciences Education
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• v.26 no.5
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• pp.941-958
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• 2014

Today the educational authorities selected 38 Meister High Schools which are based on industry demand out of 691 high schools nationwide to make the vocational high schools do their original purposes and to innovate vocation education. The purposes of this study are to analyze the relationship between the school environment and career maturity and the school adjustment resilience and, based on the results, to suggest improvement plans to improve business environment for the maritime Meister High Schools. To analyze the influence of the school environment and students' career maturity on their school adjustment resilience, the researcher used the teachers's professionalism, school facilities, students' entrance motivation, career guidance depending on the individual and the school meal quality as the school environment factors of the independent factors. As dependent factors, the researcher selected school environment, teachers, class preparation of the individual, level of school life such as an attitude level and school rule observance, and peer relation.

• Journal of Families and Better Life
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• v.30 no.4
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• pp.49-57
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• 2012

This study aims examining a few elements representing a family-friendly corporate environment such as the attitude of CEOs, corporate culture, the support from direct supervisors and their influence on the sense of self-efficacy and career success of women managers. The summary and conclusion of the result of this study is as follows; first, the positive attitude of CEOs as one of the representing elements for family-friendly corporate environment was found to affect the sense of self-efficacy and the career success of married women managers with positive effects. Second, the support of superiors turned out to have a positive effect on career development of women managers. Finally, the sense of women's self-efficacy turned out to affect career success of women managers. For the use of female resources as a growth power, the attitude of CEOs who promote gender equality, and the support of supervisors will play a very important part, and in order to build a corporate culture with gender equality, promotion and policy-making on corporate as well as government level are required.

• Child Health Nursing Research
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• v.27 no.1
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• pp.86-94
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• 2021

Purpose: The aim of this study was to examine attitudes and knowledge regarding career planning after graduation, as well as the perceived educational environment of a pediatric clinical course, among nursing students at Menoufia University in Egypt. This study also investigated the influence of the perceived educational environment on future career planning among nursing students. Methods: A descriptive cross-sectional study was used, with a structured interview questionnaire that included demographic characteristics, a section that measured students' attitudes and knowledge toward their career planning, and the Dundee Ready Educational Environment Measure Scale (DREEM). Results: The mean total score for the DREEM scale was 109.61, and most students perceived many areas within the program as more positive than negative. However, they had low levels of knowledge regarding career planning. Conclusion: Based on the findings of this study, further efforts should be made to stimulate students' interest in pediatric nursing, to integrate theoretical content with practice, and to improve their planning activities early during their study. It is important to engage students in discussions concerning their ideas and worries about factors they perceive as less enhancing and more threatening in clinical settings.

• The Journal of Asian Finance, Economics and Business
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• v.9 no.9
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• pp.115-120
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• 2022

This research aims to investigate the antecedents of career growth and its impact on employee performance. The research design is quantitative with a causal method. The sample used is 242 respondents working in different hospitals in Banten Province and were selected through the snowball sampling technique. The analytical method used to examine the research model is PLS-SEM. The analysis result shows that work environment and training have an impact on increasing career development and hospital employee performance. Career development can also directly be an antecedent in improving the performance of hospital employees, but only has a moderate effect in mediating the influence of work environment and training on the employees' performance in the hospital. Based on these findings, hospital management in Banten Province must create and maintain a comfortable working environment for employees, offer training specific to each employee's line of work to help them improve their abilities, and create a system for career planning that takes into account each employee's potential.

• Journal of the Korea Convergence Society
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• v.11 no.9
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• pp.417-424
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• 2020

The purpose of this study was to find factors affecting on emotional intelligence, career plateau, nursing work environment on the turnover intention among general hospital nurses. The data were analyzed by SPSS/SIN 22.0. Negative correlations were turnover intention and nursing work environment(r=-.397, p<.001), turnover intention and emotional intelligence(r=-.112, p=.033). Positive correlations were turnover intentions and career plateau(r=.352, p<.001). Factors affecting on turnover intention were career plateau and nursing work environment. The career plateau and nursing work environment explained 21.1% of turnover intention. These results can be used as a basis for reduce the turnover intention.

• Journal of Convergence for Information Technology
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• v.10 no.7
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• pp.168-175
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• 2020

The purpose of this study was to identify how career management activities of hospital administration workers are related to the satisfaction with the working environment compared to career goals. The research method collected survey data from April 1, 2020 to April 15, 2020 for hospital administration workers, and conducted t-test, ANOVA, logistic regression. According to the analysis, career management activities and the satisfaction with the working environment compared to career goals of hospital administration workers was slightly above the normal level, and there were no significant differences between university hospitals and general hospitals. And Satisfaction with the working environment compared to career goals showed that there was a significant positive impact on the mentor relationship formation activities for career management at the individual level. These results are thought to be useful information for setting career management plans for hospital administration workers.

• Journal of East Asia Management
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• v.4 no.2
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• pp.63-92
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• 2023

This study analyzes the effect of job crafting behavior on career satisfaction and job satisfaction that allows active participants to perform their jobs in a work environment where autonomy and delegation are emphasized, and how the degree of person-job fit plays a role in the relationship between the three variables. The results of an empirical analysis of 360 employees of domestic companies are as follows. First, job crafting was found to have a positive (+) effect on career satisfaction and job satisfaction, respectively, confirming the importance of job crafting in a situation where the work environment changes rapidly. Second, job crafting was found to have a positive (+) effect on desire-supply fit and ability-demand fit, respectively, which are components of person-job fit. This means that person-job fit can be improved through task, cognitive, and relationship crafting. Third, it was found that desire-supply fit and ability-demand fit had a positive (+) effect on career satisfaction and job satisfaction. This means that the higher the person-job fit the more satisfied the career and job. Finally, desire-supply fit has a partial mediating effect in the relationship between job crafting, career satisfaction, and job satisfaction and ability-demand fit has a partial mediating effect in the relationship between job crafting, job satisfaction. In summarizing the above research results, this study suggested in a changing organizational environment that it is necessary to provide individual active work performance (job crafting) opportunities for career satisfaction and job satisfaction, and that it is important to create an organization's support environment to enhance person-job fit.