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Background Organizational agility is the cornerstone of the complex dynamics for the success of healthcare organizations and the sustenance of nurses’ career planning and professional development. Aim Assess the organizational agility and the extent of nurses’ career planning. It also sought to investigate the association between the two and the intermediating function that nurses` grit plays in this association. Design A cross-sectional descriptive design following STROBE guidelines was carried out. Methods and tools Data were collected from 300 nurses who made up the entire population sample that we used (a judgmental non-probability sampling technique) working across all in-patient care units at Itay El-Baroud General Hospital, in El Behaira governorate, using structured questionnaires as follows: the organizational agility questionnaire, the career planning scale, and the grit scale. The sociodemographic characteristics of the studied nurses were also collected. Statistical analyses were used to analyze the data, including ANOVA, Pearson correlation, and SEM, to determine whether career development may act as a mediator between organizational agility and the nurses’ career planning. Results Rendering the findings of this study, more than half of nurses have a high perception regarding organizational agility and career planning. In contrast, the majority of them have a moderate perception regarding grit. In addition, there is a statistically high significant relationship between organizational agility and career planning. Also, there is a statistically high significant relationship between organizational agility and grit. There is a statistically high significant relationship between career planning and grit. Conclusion The statistically substantial correlations among grit, career planning, and organizational agility demonstrate how interrelated they are. This implies that encouraging organizational flexibility and effective career planning techniques may have a good impact on nurses’ resilience, which would ultimately result in a workforce of nurses who are more resilient and engaged. Additional investigation into the precise mechanisms behind these associations may yield important information for improving nurse wellbeing and retention. Nursing implications According to this study, putting organizational agility and career planning first can have a good impact on nurses’ grit, which will make them more resilient and engaged workers. To encourage flexibility and growth among nurses, healthcare institutions should make training investments, provide clear career tracks, and support work-life balance. More investigation into the precise mechanisms underlying these connections may yield insightful information that improves nurse well-being and retention. The importance of organizational agility in creating a supportive work environment for nurses’ career growth should be acknowledged by healthcare companies. This can lead to increased job satisfaction and lower turnover.
Background Organizational agility is the cornerstone of the complex dynamics for the success of healthcare organizations and the sustenance of nurses’ career planning and professional development. Aim Assess the organizational agility and the extent of nurses’ career planning. It also sought to investigate the association between the two and the intermediating function that nurses` grit plays in this association. Design A cross-sectional descriptive design following STROBE guidelines was carried out. Methods and tools Data were collected from 300 nurses who made up the entire population sample that we used (a judgmental non-probability sampling technique) working across all in-patient care units at Itay El-Baroud General Hospital, in El Behaira governorate, using structured questionnaires as follows: the organizational agility questionnaire, the career planning scale, and the grit scale. The sociodemographic characteristics of the studied nurses were also collected. Statistical analyses were used to analyze the data, including ANOVA, Pearson correlation, and SEM, to determine whether career development may act as a mediator between organizational agility and the nurses’ career planning. Results Rendering the findings of this study, more than half of nurses have a high perception regarding organizational agility and career planning. In contrast, the majority of them have a moderate perception regarding grit. In addition, there is a statistically high significant relationship between organizational agility and career planning. Also, there is a statistically high significant relationship between organizational agility and grit. There is a statistically high significant relationship between career planning and grit. Conclusion The statistically substantial correlations among grit, career planning, and organizational agility demonstrate how interrelated they are. This implies that encouraging organizational flexibility and effective career planning techniques may have a good impact on nurses’ resilience, which would ultimately result in a workforce of nurses who are more resilient and engaged. Additional investigation into the precise mechanisms behind these associations may yield important information for improving nurse wellbeing and retention. Nursing implications According to this study, putting organizational agility and career planning first can have a good impact on nurses’ grit, which will make them more resilient and engaged workers. To encourage flexibility and growth among nurses, healthcare institutions should make training investments, provide clear career tracks, and support work-life balance. More investigation into the precise mechanisms underlying these connections may yield insightful information that improves nurse well-being and retention. The importance of organizational agility in creating a supportive work environment for nurses’ career growth should be acknowledged by healthcare companies. This can lead to increased job satisfaction and lower turnover.
Küreselleşen dünyada değişimleri takip edebilmek, meydana gelen değişimlere zamanında ve etkili şekilde cevap verebilmek ve rekabet edebilmek sağlık kurumları açısından önem arz etmektedir. Bu bakımdan sağlık kurumlarının örgütsel çeviklik kavramını, başarılı bir şekilde analiz edip uygulamaları gerekmektedir. Örgütsel çeviklik kavramını başarılı şekilde uygulayan kurumların yapısı güçlenmekte, fırsatlarını ve güçlü yönlerini hızlı şekilde analiz edebilmekte, geleceğe yönelik strateji ve hedefler geliştirilebilmekte ve gelecekte ortaya çıkması muhtemel olası talep ile ihtiyaçları belirlemektedir. Bu çalışmanın amacı sağlık kurumlarında örgütsel çeviklik kavramına ilişkin alan yazınını inceleyerek bilgiler sunmaktır. Çalışma kapsamında çeviklik ve örgütsel çeviklik, sağlık kurumlarında çeviklik ile ilgili kavramsal çerçeve çizilmiş olup bu konuyla ilişkin sağlık alanında yapılan çalışmalar ortaya konulmuştur. Ayrıca yeni bir kavram olarak ortaya çıkan VUCA terimine kısa bir şekilde değinilmiştir. Bu kapsamda örgütsel çeviklik kavramının sağlık kurumlarında kapsamlı bir şekilde ele alınması, sağlık yöneticilerin yenilikçi kurum hedeflerini oluşturmaları, müşteri arz ve isteklerine uygun sağlık hizmetleri sunmaları yüksek teknolojili ve sürekli değişen çevre ortamında gerekli görülmektedir. Ek olarak sağlık kurumlarının varlıklarını sürdürebilmeleri ve amaç ile hedeflerini gerçekleştirebilmeleri için değişen ve gelişen VUCA dünyasına uygun stratejiler geliştirmeleri, kavramı iyi bir şekilde anlamaları bu açıdan önem taşımaktadır.
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