A Model for Predicting Career Satisfaction of Nurses Experiencing Rotation

Abstract

This is an Open Access article distributed under the terms of the Creative Commons Attribution NoDerivs License. (http://creativecommons.org/licenses/by-nd/4.0)If the original work is properly cited and retained without any modification or reproduction, it can be used and re-distributed in any format and medium. Purpose: This study aimed to present and test a structural model for describing and predicting the factors affecting subjective career satisfaction of nurses experiencing rotation and to develop human resources management strategies for promoting their career satisfaction related to rotation. Methods: In this cross-sectional study, we recruited 233 nurses by convenience sampling who had over 1 year of career experience and who had experienced rotation at least once at G university hospital. Data were collected from August to September in 2016 using self-reported questionnaires. The exogenous variables consisted of rotation perception and rotation stress. Endogenous variables consisted of career growth opportunity, work engagement, and subjective career satisfaction. A hypothetical model was tested by asymptotically distribution-free estimates, and model goodness of fit was examined using absolute fit, incremental fit measures. Results: The final model was approved and had suitable fit. We found that subjective career satisfaction was directly affected by rotation stress (b=.20, p=.019) and work engagement (b=.58, p<.001), indirectly affected by rotation perception (b=.43, p<.001) through career growth opportunity and work engagement. However, there was no total effect of rotation stress on subjective career satisfaction (b=-.09, p=.270). Career growth opportunity directly and indirectly affected subjective career satisfaction (b=.29, p<.001; b=.28, p<.001). These variables accounted for 65% of subjective career satisfaction. Conclusion: The results of this study suggest that it is necessary to establish systematic and planned criteria for rotation so that nurses can grow and develop through sustained work and become satisfied with their career.

A predictive model on the hospital nurses' psychological well‐being

“…Job rotation causes various difficulties due to the challenges of the tasks in a new department, issues with adapting to new personal relationships, and changes in daily life (Huang et al ., ). It not only accompanies a lack of a sense of belonging and the burden of having to learn new tasks (Ortega, ), but is also believed to be a hindrance stress for hospital nurses because most job rotations are implemented unilaterally as a means of coordinating administrative tasks by the hospital regardless of the nurse's wishes (Shin & Yu, ). The results of the study are similar to those of Kang (), who analyzed job‐related stress and self‐efficacy, including job rotation of hospital nurses, and found that self‐efficacy decreases with greater job‐related stress.…”

“…Therefore, if effective management and coping with job rotation stress is seen as an important aspect of an individual's stress appraisal or management of psychological coping resources, job rotation must be implemented in consideration of both the wishes of the nurses themselves and their competence or expertise. Furthermore, it should be implemented through fair methods and clear procedures (Shin & Yu, ) that ensure it is not used as a means of punishment or to exert pressure to resign. There must also be a support system, such as random rotation prevention after maternity leave or leave for infant care, including a preliminary survey of preferences or a guarantee of a standby period for job rotation so that nurses can adjust to the tasks demanded by their new department through training and various forms of support for adjustment to a new department.…”

“…If a nurse evaluates job rotation as a type of challenging stress, job rotation will lead to positive psychological effects, such as an improvement in the quality of nursing tasks, opportunities for occupational growth, and an increase in job satisfaction (Lee et al ., ). On the other hand, if a nurse perceives job rotation as a type of hindrance stress, he or she will experience psychological discomfort from various adaptation processes that include many unfamiliar tasks (Shin & Yu, ). Hence, in order to increase the psychological well‐being of nurses in a hospital, there must be a process of verifying which type of job rotation nurses perceive as causing stress (Chang & Lee, ).…”

“…Coping strategies, which refer to the efforts made to control a stressful situation, play an important role in an individual's adjustment to various situations (Lazarus & Folkman, ). Since tasks in every ward require elevated professionalism with advances in medical technology, nurses who experience job rotation undergo a process of adjustment in their job and personal relationships over a relatively long period of time, which is a stress factor for nurses (Chang & Lee, ; Dagget, Molla, & Belachew, ; Lee & Yoo, ; Shin & Yu, ). However, if nurses who experience job rotation utilize appropriate coping strategies in stressful situations, they can efficiently manage these stressful situations and improve their psychological well‐being in the organization (Sohn et al ., ).…”

“…Job rotation is traditionally linked to an improvement in professional competence and a change in work attitude and has been used as a human resource strategy to invigorate an organization (Huang et al, 2016). However, job rotation has recently been found to be a source of negative stress among organization members (Huang et al, 2016;Lee & Yoo, 2017;Shin & Yu, 2017). The hospital organization is a representative organization that requires highly professional manpower and technology, and at least seven years are required for a nurse to acquire all of the professional knowledge required to perform jobs in a department and skillfully solve problems (Jang, 2009).…”