Publication: Yönetici hemşirelerin hemşirelere yönelik kariyer planlama faaliyetlerinin belirlenmesi
Abstract
Sağlık kuruluşlarının en geniş çalışan grubu olan hemşirelerin amaç ve hedeflerinin kurumun amaç ve gereksinimleri ile eşleştirilerek kuramsal değişikliklere hazırlanması ve onların kariyer hedefleri için daha fazla sorumluluk alabilecekleri yetki düzeyine getirilmesi son derece önemlidir. Araştırma; İstanbul Üniversitesi İstanbul Tıp Fakültesi Hastanesinde Mart-Nisan 2004 tarihleri arasında 104 yönetici hemşirenin hemşirelere yönelik kariyer planlama faaliyetlerini belirlemek üzere tanımlayıcı olarak planlanmıştır. Veri toplama aracı olarak, yönetici hemşirelerin tanıtıcı ve mesleki özelliklerini içeren Bilgi Formu ile kariyer planlama faaliyetlerini belirlemek amacıyla Anket Formu kullanılmıştır. Veriler yüzdelik, ortalama ve ki-kare testi ile değerlendirilmiştir. Araştırma bulgularına göre, yönetici hemşirelerin %97.1’i kariyer planlama konusunda eğitim almadığını ancak %78.8’i eğitim alma konusunda istekli olduğunu, %87.5’i kurumda sistemli bir kariyer planlama programının olması gerektiğini belirtmişlerdir. Yönetici hemşirelerin %76.9’unun kariyer planlama programının organize edilmesinde öncelikle hemşirelik hizmetleri müdürlüğünün, %62.5’inin ise kurum içi danışmanlık birimlerinin sorumlu olmasını istedikleri görülmüştür. Yönetici hemşirelerin kariyer planlama sürecinde izlenecek ilkelerde; %62’si kişinin ve kurumun gereksinimlerinin karşılaştırılmasını, %53.8’i kariyer amaçları üzerinde görüşülmesini belirtmişlerdir. Ayrıca kariyer planlamada %85.6’sı mesleki bilgi ve beceri düzeyinin yüksek olmasının da önemli bir kriter olduğunu savunmuşlardır. Kurumda %81.7 oranında bilinçli ve objektif bir kariyer planlama uygulanmazken, %93.3 eğitim programlarından, %48 iş tanımlarından kariyer faaliyetleri olarak yararlanılmaktadır. Yaşanan kariyer sorunları arasında, %66.3 kariyerde durgunluk, ilerleme fırsatının olmaması, %56.7 hemşirelerin kariyer beklentileri ile kurumun beklentisinin uyumlaştırılmaması olarak belirtilmiştir. Yönetici hemşirelerin kariyer faaliyetleri ile yaş, eğitim durumu, çalıştığı bölüm ve pozisyonu arasında istatistiksel olarak anlamlı farklar bulunmuştur. Elde edilen sonuçlar ışında yönetici hemşirelere kariyer planlamada yol gösterecek öneriler geliştirilmiştir.
It is important to set the goals and objectives of nurses – who constitute the majority of the personnel in healthcare facilities – in accordance with institutional goals and objectives, and to prepare them for institutional changes, equipping them with the level of authority so that they could assume more responsibility for the sake of their career objectives. This descriptive research was carried out from March to April 2004 in order to identify career-planning activities of 104 nurse managers at the University of Istanbul Faculty of Medicine for nurses. An information form and a questionnaire were used as data gathering tools. The information form included nurse managers’ descriptive and occupational characteristics while the questionnaire targeted to identify their career planning activities. Collected data were evaluated using percentages, averages, and chi-square. According to the research findings, 97.1% of the nurse managers have not received any training on career planning whereas 78.8% were willing to undergo such education, and 87.5% stated that institutions should organize a systematic career-planning programme. Of the nurse managers, 76.9% defined that nursing services management should chiefly be responsible for organizing career planning programme, while 62.5% found advisory offices suitable for this task. As for principles to be followed during nurse managers’ career planning process, 62% of the participants stated that individual and institutional requirements should be met, while 53.8% suggested that meetings to determine career objectives should be held. In addition, 85.6% of the nurse managers defined that a higher level of occupational insight and skills would be an essential criterion in career planning. According to the participant explanations, a sound and objective career planning was not applied (81.7%), while educational programmes and job descriptions were being used as career activities, with rates of 93.3% and.48%, respectively. Among the career problems experienced, inertness in career advancements and lack of promotion opportunities were pronounced with a rate of 66.3%, and the disparities between institutional and nurses’ individual career expectations were asserted with a rate of 56.7%. Statistically significant differences were found between nurse managers’ career activities and age, level of education, worked department and position. In light of the study findings, suggestions to guide nurse managers in career planning were offered.
It is important to set the goals and objectives of nurses – who constitute the majority of the personnel in healthcare facilities – in accordance with institutional goals and objectives, and to prepare them for institutional changes, equipping them with the level of authority so that they could assume more responsibility for the sake of their career objectives. This descriptive research was carried out from March to April 2004 in order to identify career-planning activities of 104 nurse managers at the University of Istanbul Faculty of Medicine for nurses. An information form and a questionnaire were used as data gathering tools. The information form included nurse managers’ descriptive and occupational characteristics while the questionnaire targeted to identify their career planning activities. Collected data were evaluated using percentages, averages, and chi-square. According to the research findings, 97.1% of the nurse managers have not received any training on career planning whereas 78.8% were willing to undergo such education, and 87.5% stated that institutions should organize a systematic career-planning programme. Of the nurse managers, 76.9% defined that nursing services management should chiefly be responsible for organizing career planning programme, while 62.5% found advisory offices suitable for this task. As for principles to be followed during nurse managers’ career planning process, 62% of the participants stated that individual and institutional requirements should be met, while 53.8% suggested that meetings to determine career objectives should be held. In addition, 85.6% of the nurse managers defined that a higher level of occupational insight and skills would be an essential criterion in career planning. According to the participant explanations, a sound and objective career planning was not applied (81.7%), while educational programmes and job descriptions were being used as career activities, with rates of 93.3% and.48%, respectively. Among the career problems experienced, inertness in career advancements and lack of promotion opportunities were pronounced with a rate of 66.3%, and the disparities between institutional and nurses’ individual career expectations were asserted with a rate of 56.7%. Statistically significant differences were found between nurse managers’ career activities and age, level of education, worked department and position. In light of the study findings, suggestions to guide nurse managers in career planning were offered.