Polat Şehrinaz, Sevim Tuğba Yeşilyurt, Şen Hanife Tiryaki
Faculty of Nursing, Nursing Management, Istanbul University, Istanbul, Türkiye.
Nursing Department, Nursing Management, Istinye University Faculty of Health Sciences, Istanbul, Türkiye.
PLoS One. 2025 Apr 1;20(4):e0316895. doi: 10.1371/journal.pone.0316895. eCollection 2025.
Career plateau is associated with undesirable work outcomes such as low job performance, motivation, work and organizational commitment, increased counterproductive work behaviors, and turnover intentions. The aim of the present study was to examine the effect of nurses' personal and professional characteristics and their perceptions of hierarchical career plateau on their turnover intentions. Hierarchical plateaus refer to points within an organization's pyramidal structure where opportunities for career advancement become limited or cease entirely. Experiencing a career plateau can result in negative work outcomes, including decreased job satisfaction and reduced motivation. This cross-sectional study was conducted from March to June 2024 with 464 nurses working in hospitals across Türkiye. Participants were selected using a convenience sampling method. Data were collected using a Nurse Information Form, the Career Plateau Survey and Turnover Intention Scale. Multivariate linear regression analysis was used to determine the effect of independent variables (individual and occupational characteristics and perceptions of hierarchical career plateau) on the dependent variable (turnover intention). This study was conducted in accordance with the STROBE checklist for cross-sectional studies. The findings indicated that nurses' turnover intention increased as the level of hierarchical career plateau increased. Additionally, nurses working in private/non-profit healthcare organizations who had voluntarily chosen their profession exhibited statistically significantly lower turnover intentions. Interventions aimed at reducing career plateaus, tailored to the type of healthcare institution, and supporting nurses' autonomy in career choice can reduce turnover intentions. It is recommended to regularly review promotion policies in healthcare institutions to align with the needs and expectations of current nurses, and to implements programs specific to their career development.
职业高原与不良的工作结果相关，如工作绩效低下、动力不足、工作和组织承诺度降低、反生产性工作行为增加以及离职意愿增强。本研究的目的是考察护士的个人和专业特征及其对层级职业高原的认知对其离职意愿的影响。层级高原是指组织金字塔结构中职业晋升机会变得有限或完全停止的点。经历职业高原可能会导致负面的工作结果，包括工作满意度下降和动力降低。这项横断面研究于2024年3月至6月进行，研究对象为土耳其各地医院的464名护士。采用便利抽样方法选取参与者。使用护士信息表、职业高原调查问卷和离职意愿量表收集数据。采用多元线性回归分析来确定自变量（个人和职业特征以及对层级职业高原的认知）对因变量（离职意愿）的影响。本研究是按照横断面研究的STROBE清单进行的。研究结果表明，随着层级职业高原水平的提高，护士的离职意愿也会增加。此外，在私立/非营利性医疗保健机构工作且自愿选择该职业的护士，其离职意愿在统计学上显著较低。针对医疗机构类型量身定制的旨在减少职业高原的干预措施，以及支持护士在职业选择上的自主性，可以降低离职意愿。建议定期审查医疗机构的晋升政策，使其与当前护士的需求和期望相一致，并实施针对其职业发展的具体项目。
