| BackgroundIn China culture background and social formation, Most people value the vertical promotion of the position. When the individual is not along the hierarchy organization further vertical movement, people tend to think that it has reached the occupation career stagnation period. This is the career plateau. According to some studies, after working three years, appear career plateau has 10% employees around, after working five years, will reach more than 30%. In some competitive enterprises, this phenomenon is more serious.With the continuous improvement in the level of nursing education, more and more highly educated nurses in clinical work. Job for their meaning has not only to get economic income but also includes the realization of self-worth. However, because of the limitation of nursing management mode in china, the promotion ways mainly include administrative path straight-line promotion and the nursing technology path on the pyramid of promotion. The higher position and title number is less. At the same time, with the patients improve on health and services concerned, expansion nurses’job functions, work continues to increase, people have increasingly high expectations of nurses, but the social feeling is getting lower and patient-nurse relationship tensions continued to heat up. but the social identity is more and more low. Literature shows that in the past, nurses and earlier entered a period of career plateau. Reports said, nursing career plateau staff reported more negative results for the organization, career plateau on job satisfaction, organizational commitment and turnover intention has had a certain impact. Also plays an important role in nursing in critical patients of ICU nurses, many reports have indicated that the job burnout than those of other departments, health levels were significantly lower than regular nurses and even depression incidence as high as 52.9%. ICU nurses in clinical work, the challenge will be even greater. To train qualified ICU nurse requires a long training period, training complex and difficult to master any one nurse enter the career plateau will be a great loss, not only affect the care of critically ill patients, and may even affect the ICU construction of echelon.There are many domestic and overseas researches about enterprise, teachers, civil servants career plateau is relatively rich and ICU nurses’ research on career plateau in this particular nursing groups have rarely been reported. Even if it is a newly emerging field of nursing research on career plateau, still mainly based on theoretical research, less empirical research, largely confined to the discussion on the reasons and countermeasures of career plateau, about the relationship between career plateau and the organizing effect variables research focused on various organizational outcomes study of univariate correlations. And about the relationship between career plateau and various organizational outcomes variables has not achieved consistent results.Based on this, this study is aimed to study career plateau situation of ICU nurses in Shenzhen grade III-A hospitals, and study the differences between demographic variables information, and analysis of demographic variables on ICU nurse career plateau and career plateau each dimension degrees of effects, and discuss the correlation between ICU nurse career plateau each dimension degrees (central career plateau, content career plateau and hierarchy career plateau) and job satisfaction, organization commitment, turnover intention, and analysis the effect that ICU nurse career plateau to the nurse job satisfaction, organizational commitment and turnover intention. For the future with the factors for prevention or intervention measures, and provide a theoretical basis for the reduction of career plateau negative effect on ICU nurse, critically ill patients and ICU care team.MethodsThis research adopts general situation questionnaires, the career plateau questionnaire by Xie Bao-guo, Chinese version of the MMSS by Zheng Xu-juan. Chinese employees’ organizational commitment scale by Ling Wen-quan, turnover intention scale by Chen and Francesco as asurvey tools. The general research contents of the questionnaire include 8-item:age, gender, job title, length of service, education blackground, ICU working years, marital status, employment forms, career plateau questionnaire is 16-item survery that includes three dimensions:central career plateau, content career plateau and hierarchy career plateau. The career plateau questionnaire items are rated on a 6-point Likert scale,1 point is completely disagreed, while 6 point is completely agreed. The higher level shows the higher degree of career plateau. MMSS is 31-item survey. The MMSS items are rated on a 5-point Likert scale,1 point is completely dissatisfied, while 5 point is completely satisfied. The higher level shows the higher Satisfaction. The organizational commitment scale is 25-item survey that includes five dimensions of emotional commitment, ideal commitment, normative commitments, economic promise and opportunity promised. The items are rated on a 4-point Likert scale.1 point is completely disapproved, while 4 point is completely approved. The higher level shows the higher organizational commitment. The turnover intention scale includes 4-item. The items are rated on a 6-point Likert scale.1 point is completely disagreed, while 6 point is completely agreed. The higher level shows the higher turnover intention.Using multistage sampling method, this research whole group of randomly choose ICU nurses from four Shenzhen grade III-A hospitals as survey participants. In total,210 of the 215 questionnaires are returned,205 of which are valid. It means the effective rate is 95.3%. In addition, Excel 2010 system is used to input and analyze data, while the SPSS 17.0 are used for statistical analyzing, including descriptive statistics,t-test, ANOVA, correlate, Multiple linear regression analysis, etc.Results1. The situation of ICU nurses career plateau in Shenzhen grade Ⅲ-A hospitals is as follow:The average score of ICU nurses’ career plateau was (3.76±0.74), the hierarchy career plateau score was (4.26±0.97), the central career plateau score was (3.97±0.94) and the content career plateau score was (3.22±0.99).2. The comparison of ICU nurse career plateau in Shenzhen grade Ⅲ-A hospitals by different demographic variables is as follow:We know that there is not Statistical significance in the whole career plateau and three dimensions of ICU nurse when the education background is different (P>0.05), but there is Statistical significance in the whole career plateau and three dimensions of ICU when the gender, marital status, employment nature, job title is different (P<0.05). The level of central career plateau score of Male ICU nurses are 4.23±0.63, higher than the female nurses score 3.89± 1.00; ICU nurses unmarried The level of central career plateau score of ICU nurses unmarried are 4.15±0.85, higher than the married nurses score 3.80±0.99; The level of central career plateau of employed nurses are 4.10±0.77, higher than the official nurses score 3.78±1.12, but the level of content career plateau score are 3.11±0.94, lower than the formal nurses score 3.38±1.05; The levels of Nursing of ICU nurses are 3.94±0.65 and 4.16±0.76, higher than the levels of other titles, on the whole career plateau and central career plateau, but the level of ICU nurses increases with the rise of ICU nurses titles, in the content career plateau.3. Effect of demographic variables on ICU nurses career plateau and three dimensions in Shenzhen grade Ⅲ-A hospitals:Multiple linear regression analysis showed that age, marital status, job title, ICU working years were the factors influencing the ICU nurses career plateau and the center of the plateau, the contents of the plateau dimension. (P<0.01 for all). By linear regression we know:job title, marriage, age, ICU working years influence on the central career plateau and the content career plateau, the job title and age has positive correlation with the central career plateau, the marital status and ICU working years has a negative correlation with the central career plateau, the age has positive correlation with the content career plateau, the marital status has a negative correlation with the content career plateau, the job title and age has positive correlation with the career plateau, the marital status has a negative correlation with the career plateau.4. The relationship between ICU nurse career plateau dimensions and nurses’job satisfaction, organizational commitment, turnover intention in Shenzhen is as follow: By Multiple linear regression analysis we know:the content career plateau influence on the nurses’job satisfaction, there is a negative effect between the content career plateau and the nurses’job satisfaction. (P<0.01); the central career plateau and content career plateau influence on the organizational commitment, there is negative effect on them (P<0.05); the content career plateau and the hierarchy career plateau influence on the turnover intention, there is positive effect on it (P<0.05).Conclusion1. The ICU nurses career plateau of Shenzhen city in the middle level, career plateau divided into 3.76±0.74, slightly lower than the critical value of 4 points, but the hierarchical career plateau is the highest, the content career plateau is the lowest. Description ICU nurse job promotion on the perceived sense of stagnation is greater than on the expertise and knowledge perceived sense of stagnation.2. Factors that promote the ICU nurse enter into whole Career Plateau include job title factors, marriage factors, age; Factors that promote the ICU nurse enter into the central career plateau include job title factors, marriage factors, age, ICU working years; Factors that promote the ICU nurse enter into content plateau include marriage factors, age.3. The relationship between ICU nurse career plateau dimensions and nurses’ job satisfaction, organizational commitment, turnover intention in Shenzhen is as follow: After controlling for demographic variables, the central career plateau has a negative correlation with organizational commitment of ICU nurses; The content career plateau has a negative correlation with nurses’ job satisfaction and organizational commitment, but there is a positive correlation between the content career plateau and the turnover intention; The hierarchy career plateau has a positive correlation with the turnover intention, by career plateau dimensions of view. The results of this study provide useful information for hospital and nursing administrators, relative to the level of the plateau is difficult to avoid, the content plateau and the center of the plateau can be targeted effectively circumvent measures. Especially the content plateau of ICU nurses’ job satisfaction, organizational commitment, turnover intention three organizations effect has a significant effect, should be the focus of attention.From another point of view, the content career plateau has a negative correlation with nurses’ job satisfaction; The central career plateau and the content career plateau has a negative correlation with organizational commitment of ICU nurses; The content career plateau and the hierarchy career plateau has a positive correlation with the turnover intention. Accordingly, the ICU organization and nursing administrators can choose or focused targeted intervention center of the plateau, the content of the plateau, the hierarchy career plateau, in order to improve the job satisfaction, organizational commitment, reduce the ICU nurses’ turnover intention to. |
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