Volume 37, Issue 145 (December 2023)
IJN 2023, 37(145): 0-0 |
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Shirnasab S, Mehraban M A, Rasouli M. Career Adaptability and the Desire to Stay in Critical Care Nurses. IJN 2023; 37 (145)
URL: http://ijn.iums.ac.ir/article-1-3764-en.html
URL: http://ijn.iums.ac.ir/article-1-3764-en.html
1- Nursing and Midwifery Care Research Center, Faculty of Nursing and Midwifery, Iran University of Medical Science, Tehran, Iran
2- Department of Nursing Management, Nursing and Midwifery Care Research Center, Faculty of Nursing and Midwifery, Iran University of Medical Science, Tehran, Iran ,adel.m@iums.ac.ir
3- Department of Epidemiology and Biostatistics, Faculty of Public Health, Tehran University of Medical Sciences, Tehran, Iran
2- Department of Nursing Management, Nursing and Midwifery Care Research Center, Faculty of Nursing and Midwifery, Iran University of Medical Science, Tehran, Iran ,
3- Department of Epidemiology and Biostatistics, Faculty of Public Health, Tehran University of Medical Sciences, Tehran, Iran
Abstract: (415 Views)
Intoduction: Organizations strive to retain their employees. Job adaptability is identified as a potential factor in nurses' decision to leave their positions. Adaptability and abilities enabling individuals to adjust their behaviors to situational and environmental demands. This study aims to explore the relation between career adaptability and the desire to stay among nurses in critical care units of educational hospitals at Iran University of Medical Sciences.
Materials & Methods: This is a cross-sectional study with a descriptive-correlational approach in 2022-2023 . The study was conducted in critical care units at seven hospitals affiliated to Iran University of Medical Sciences. The research focused on 220 working nurses with at least 6 months of continuous work experience who selected by stratified sampling across all shifts. Data collection by using electronic questionnaires was done to gather demographic information, career adaptability, and intention to stay. Descriptive statistics such as mean, frequency, standard deviation distribution were used to characterize the samples, while Pearson correlation and regression tests were used to explore the relationships between career adaptability and the desire to stay.
Resuls: The mean and standard deviation for career adaptability and desire to stay were (2.98±0.98) and (3.02±1) respectively. concern, with the highest average in the career adaptability subscale, was (3.05±1.14), while curiosity, the lowest, was (2.92±1.09). In dimensions of desire to stay in the job, the highest average was in sacrifice (3.06±1.09) and the lowest was in adaptability (2.98±1.1). There is a positive and significant relationship (r=0.43) between career adaptability and the desire to stay in job (p< 0.05). Also, career adaptability can account for 18% of the variations in the desire to stay in the job. The findings indicate that the dimensions of career adaptability can predict 16% of the variations in the desire to stay in job.
Conclusion: This research findings suggest that career adaptability, particularly in curiosity, is linked to nurses' desire to stay in their jobs. Therefore, by addressing different aspects of career adaptability in nurses, managers may be able to enhance nurse retention in hospitals and mitigate turnover.
Materials & Methods: This is a cross-sectional study with a descriptive-correlational approach in 2022-2023 . The study was conducted in critical care units at seven hospitals affiliated to Iran University of Medical Sciences. The research focused on 220 working nurses with at least 6 months of continuous work experience who selected by stratified sampling across all shifts. Data collection by using electronic questionnaires was done to gather demographic information, career adaptability, and intention to stay. Descriptive statistics such as mean, frequency, standard deviation distribution were used to characterize the samples, while Pearson correlation and regression tests were used to explore the relationships between career adaptability and the desire to stay.
Resuls: The mean and standard deviation for career adaptability and desire to stay were (2.98±0.98) and (3.02±1) respectively. concern, with the highest average in the career adaptability subscale, was (3.05±1.14), while curiosity, the lowest, was (2.92±1.09). In dimensions of desire to stay in the job, the highest average was in sacrifice (3.06±1.09) and the lowest was in adaptability (2.98±1.1). There is a positive and significant relationship (r=0.43) between career adaptability and the desire to stay in job (p< 0.05). Also, career adaptability can account for 18% of the variations in the desire to stay in the job. The findings indicate that the dimensions of career adaptability can predict 16% of the variations in the desire to stay in job.
Conclusion: This research findings suggest that career adaptability, particularly in curiosity, is linked to nurses' desire to stay in their jobs. Therefore, by addressing different aspects of career adaptability in nurses, managers may be able to enhance nurse retention in hospitals and mitigate turnover.
Type of Study: Research |
Subject:
nursing
Received: 2023/11/1 | Accepted: 2024/02/20 | Published: 2024/02/20
Received: 2023/11/1 | Accepted: 2024/02/20 | Published: 2024/02/20
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