Assisting Nurses Toward Professional Growth

Kleinknecht, Mary K.; Hefferin, Elizabeth A.

doi:10.1097/00005110-198207000-00008

Cited by 14 publications

(6 citation statements)

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“…Yet, their wage is roughly half of senior doctors' wage. Moreover, nurses lack structured career development opportunities after obtaining their professional qualification (see Kleinknecht and He↵erin (1982) and Donner and Wheeler (2001) for a discussion). As workers providing their labour and acting under the guidance of senior doctors, nurses tend to rank lower than senior doctors in the hospital organisation hierarchy and they cannot delegate their work duties to other agents.…”

Section: Discussionmentioning

confidence: 99%

Staff Engagement, Coworkers' Complementarity and Employee Retention: Evidence from English NHS Hospitals

2022

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Section: Discussionmentioning

confidence: 99%

Staff Engagement, Coworkers' Complementarity and Employee Retention: Evidence from English NHS Hospitals

2022

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“…Career planning is ‘a continuous process of self‐assessment and goal setting’ (Kleinknecht & Hefferin 1982; p. 31), which is a key influence on the ability of a nurse to thrive on the opportunities created and grow with change rather than merely react against it. The process of planning and developing one’s career should be an integral part of one’s ongoing professional development.…”

Section: The Nature Of Career Planningmentioning

confidence: 99%

Career planning and development for nurses: the time has come

Donner

Wheeler²

2001

International Nursing Review

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Developments in how the nursing profession is perceived by nurses and by society, along with unparalleled changes in health care systems, have created an environment in which individual nurses must take control of their careers and futures. Educators, employers and professional organizations also have a key role to play in fostering the career planning and development of nurses, usually the largest employee group in most health care organizations. This article provides an overview of what career planning and development is and why it is important for nurses. A career planning and development model is described that provides nurses with a focused strategy to take greater responsibility for engaging in the ongoing planning process that is crucial throughout the major stages of their career. Finally, educators, employers and professional organizations are challenged to collaborate with individual nurses on career-development activities that will enable nurses to continue to provide high-quality care in ever-changing health care systems.

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“…This reflects the impact of the social and political environment of the workplace on individual career planning [ 28 ]. It also reflects that the participants are working in a closed system of career development where the forces that determined positions and appointments were the organisation where they worked [ 11 ].…”

Section: Discussionmentioning

confidence: 99%

“…In exploring the pathways that clinical nurses take during their career, it is important to explore the concept of career planning and models used in nursing to encourage career development. Career planning is “a continuous process of self-assessment and goal setting” [ 11 ], which can occur in a closed or open system [ 11 ]. In the closed system, the organisation assesses future directions, estimates human resource needs, defines job parameters, seeks and selects candidates, appraises employees, and provides on-the-job training.…”

Section: Introductionmentioning

confidence: 99%

Treading the clinical pathway: a qualitative study of advanced practice nurses in a local health district in Australia

2015

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BackgroundCareer planning in nursing is often haphazard, with many studies showing that nurses need personal motivation, education, and the support of workplaces, which are often dominated by political and fiscal agendas. Nurses often need institutional and personal support to plan their careers and make decisions regarding their career aspirations.MethodA descriptive qualitative design was used. Data were gathered using semi-structured digitally recorded interviews and analysed for common categories. Twenty seven (n = 27) participants were interviewed.ResultsThere were four categories revealed by the participants who described their career progression experiences: moving up the ladder, changing jobs for career progression, self-driven and the effects of institutional environments.ConclusionMany of the participants’ careers had been shaped serendipitously. Similar to other studies, these nurses felt political, institutional and financial factors impacted on their career opportunities. There are implications for nursing managers with more support required for nurses to plan their career trajectories. In addition to an organisation centred approach to career planning, nurse leaders and managers must take into account the personal and professional requirements of their nurses. Nurses themselves also need to take personal responsibility for career development. Greater support for nurses’ career planning and personal drive will help organisations to plan their future workforce needs.

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Assisting Nurses Toward Professional Growth

Cited by 14 publications

References 0 publications

Staff Engagement, Coworkers' Complementarity and Employee Retention: Evidence from English NHS Hospitals

Staff Engagement, Coworkers' Complementarity and Employee Retention: Evidence from English NHS Hospitals

Career planning and development for nurses: the time has come

Treading the clinical pathway: a qualitative study of advanced practice nurses in a local health district in Australia

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