• Title/Summary/Keyword: Career plateau

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Influence of the Career Plateau of Food Service Industry Employees on Their Turnover Intention: The Moderating Effect of Organizational Support (외식서비스기업종사원의 경력정체가 이직의도에 미치는 영향: 조직경력개발지원의 조절효과)

  • Lee, MiJung;Shim, JiHyun
    • Journal of Service Research and Studies
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    • v.6 no.2
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    • pp.117-131
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    • 2016
  • This study analyzes the influence of the career plateau perceived by food service industry employees on their turnover intention. The perception of career plateau is classified as either structural or content-driven. This work also examines how organizational support (formal and informal) for career development affect turnover intention in their interaction with career plateau (structural and content-driven). The research hypothesis was objectively verified based on an analysis of the data on 255 employees. As a result, the structural and content-driven career plateaus perceived by employees were observed to have a positive overall effect on their turnover intention. Aslo, informal organizational support for career development moderates the relationship between career plateau and turnover intention but not formal organizational support.

The Effects of Employee's Perception of HR Practices on Organization Commitment and Turnover Intention: The Mediated Effect of Career Plateau (인사제도에 대한 구성원 인식이 조직몰입 및 이직의도에 미치는 영향: 경력정체성의 매개효과를 중심으로)

  • Song, Min-Young;Kim, Seung-Yong
    • The Journal of the Korea Contents Association
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    • v.19 no.8
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    • pp.453-464
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    • 2019
  • This study was to draw some managerial implications by examining the role of content career plateau, an individual's perception that one's own career is stagnated, in the relationship between the members' perception on HR practices and organizational commitment/turnover intention. The result showed that the perception on education/training practices has positive influence on organizational commitment, and a negative effect on turnover intention and career plateau. However, the perception on evaluation/compensation was shown to have no direct impact either on organizational commitment or on turnover intention. In addition, career plateau served as a partial mediator only between the perception on education/training practices and the attitudinal variables. Based on the results, some managerial/practical implications and suggestions for future research on career plateau are discussed.

The Influencing factors on the General Hospital Nurses' Turnover Intention (종합병원 간호사의 이직의도에 미치는 영향 요인)

  • Kim, So-Yeon;Cho, Hae-Kyung
    • 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.

The Impact of career plateau on Job satisfaction and turnover intention of Hospital nurses (병원간호사의 경력정체가 직무만족과 이직의도에 미치는 영향)

  • Kim, Yu-Mi;Lee, Jong-Yul;Kang, Hyang-Suk
    • Journal of the Korea Academia-Industrial cooperation Society
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    • v.17 no.12
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    • pp.459-469
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    • 2016
  • This study was designed to survey the degrees of career plateau, job satisfaction, and turnover intention of hospital nurses, as well as to identify the relationship among them. We surveyed 239 nurses working at five different hospitals in J city and C city. Data collection was conducted between April 1 and April 30, 2016. The data was analyzed using SPSS 23.0. This study shows that the significant factors influencing job satisfaction were content plateau and structural plateau, which account for 55.0% of the variance. It also shows that the significant factors that influence turnover intention were structural plateau, present clinical career, content plateau, and working department, which account for 43.0% of the variance. As such, we identified that a decrease in the content plateau of hospital nurses enhances job satisfaction and that a decrease in structural plateau reduces turnover intention. The results indicate that a systematic managerial strategy for nursing resources should be developed and applied in the nursing field. This strategy should supplement the content plateau by job redesign and job enrichment. In addition, to increase retention of skilled nurses and to achieve superior organizational performance, as well as to contribute to the success of hospital nurses, supplementation of the structural plateau by adopting and applying a career ladder system is important.

The Relationship among Career Plateau, Self-efficacy, Job Embeddedness and Turnover Intention of Nurses in Small and Medium Sized Hospitals (중소병원 간호사의 경력정체, 자기효능감, 직무배태성과 이직의도와의 관계)

  • Kim, Yu-Mi;Kang, Young-Sil
    • Journal of the Korea Academia-Industrial cooperation Society
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    • v.14 no.10
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    • pp.5078-5090
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    • 2013
  • This study was to identify the relationship among small-medium sized hospitals nurse's career plateau, self-efficacy, job embeddedness and turnover intention. The study was conducted through a survey on 217 nurses in five small-medium sized hospitals in J city. The data were collected from August 5, 2013 to August 20, 2013. The data were analyzed by SPSS/WIN 18.0 program. The mean score of turnover intention was 3.07. The positive correlations between career plateau and turnover intention were found, but the negative correlation between self-efficacy, job embeddedness and turnover intention were found. The significant factors influencing turnover intention were job embeddedness, present clinical career, career plateau and work unit. To decrease turnover intention, therefore, nursing managers need to develop the nurse retention program for increasing job embeddedness and apply to nursing field.

Effects of Self-efficacy, Career Plateau, Job Embeddedness, and Organizational Commitment on the Turnover Intention of Nurses (간호사의 자기효능감, 경력정체, 직무착근도 및 조직몰입이 이직의도에 미치는 영향)

  • Kim, Yumi;Kang, Youngsil
    • Journal of Korean Academy of Nursing Administration
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    • v.21 no.5
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    • pp.530-541
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    • 2015
  • Purpose: This study was designed to construct a structural equation model and identify the effects and relationships of self-efficacy, career plateau, job embeddedness, organizational commitment and intent to turnover for nurses. Also, an attempt was made to derive a hypothetical model from these factors and to verify whether the model has validity as a means of explaining and anticipating turnover intention of nurses. Methods: Data were collected from six randomly selected hospitals: a university hospital located in J city, Kyungnam and five general hospitals located in two cities (cities B and C), each having 400 to 720 beds. Also, 318 nurses were surveyed. Data were analyzed using SPSS 21.0 and AMOS 18.0 program. Results: Job embeddedness and organizational commitment were identified as the most likely paths to turn over intention. Also, organizational commitment had the highest direct effect on turnover intention followed by job embeddedness and then self-efficacy, but career plateau had an indirectly effected turnover intention. Conclusion: As turnover intention was found to be greatly affected by organizational commitment and job embeddedness, methods to improve organizational commitment and job embeddedness should be actively developed to reduce turnover intention among nurses.

The analysis of trends in domestic research on career development of nurses (간호사 경력개발에 관한 국내 연구 동향 분석)

  • Choi, Hyun-Ju;Jung, Kwuy-Im
    • Journal of the Korea Academia-Industrial cooperation Society
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    • v.19 no.3
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    • pp.325-336
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    • 2018
  • This study was conducted to explore the latest trends in domestic research related to career development for nurses and present a theoretical approach and practical direction of career related papers in the field of nursing and health care. The subject of the study was articles regarding career development of nurses published in domestic journals from 2008 to 2017. The final 29 papers were found after searching the RISS and KISS databases for 'nursing', 'nurse', 'career', 'career development', 'career development program', and 'career management.' To analyze the overall trends, the analysis was reviewed by year, source, research design, and subjects, and content analysis was used to identify trends by topic. The results of content analysis were divided into career development and career development results as the upper categories. The subcategories of career development were divided into organizational career management, personal career management, and career performance. The subcategories of personal career management consisted of career exploration, career planning, career plateau, and career interruption. Organizational career management consisted of CLS development and application, CLS awareness survey, and career development model building. Career performance consisted of career commitment, organizational commitment, turnover intention, change after CLS application, career satisfaction, and career withdrawal intention. The most frequently discussed topics were career commitment among career performance. Therefore, the direction of nursing research related to career development requires integrated research that meets personal and organizational needs, and diversity in subject, research design and research theme is required.

Perception of Clinical Ladder System, Professional Self-Concept, Self-Efficacy, and Organizational Commitment by the Level of Clinical ladder among Intensive Care Unit Nurses (중환자실 간호사의 경력개발제도에 따른 경력개발제도의 인식, 전문직 자아개념, 자기효능감, 조직몰입)

  • Lee, Ji Hyun;Choi, Su Jung
    • Journal of Korean Critical Care Nursing
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    • v.15 no.3
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    • pp.51-61
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    • 2022
  • Purpose : This study aimed to verify the effectiveness of the clinical ladder system (CLS) by identifying the perception of the CLS, professional self-concept, self-efficacy, and organizational commitment among intensive care unit (ICU) nurses. Methods : Data were collected through a questionnaire survey of 173 nurses working in 11 ICUs at a tertiary hospital in Seoul. Results : The perception of the CLS, self-efficacy, and organizational commitment showed significant difference according to the CLS level. As a result of the partial Spearman correlation analysis after adjusting for demographic difference according to CLS (age, marital status, education, and clinical career), CLS positively correlated with the perception of the CLS (r=.16, p=.045), professional self-concept (r=.24, p=.001), and self-efficacy (r=.21, p=.007). On the contrary, organizational commitment negatively correlated with the perception of the CLS (r=-.43, p<.001) and self-efficacy (r=-.32, p<.001). Conclusion : The CLS is effective for professional self-concept and self-efficacy. However, specialists 2 nurses, who had high professional self-concept and self-efficacy, showed low level of organizational commitment. Thus, it is necessary to examine the factors of work burden and career plateau that are imposed after promotion and improve experience and planning according to the growth needs. Moreover, regular evaluation of the CLS will require hospital support to ensure that ICU nurses appreciate and actively participate in the support.