Yoder L H
Brooke Army Medical Center, Fort Sam Houston, TX, USA.
Nurs Res. 1995 Sep-Oct;44(5):290-7.
The purpose of this study was to investigate the range of career development relationships (CDRs) experienced by staff nurses in relation to the outcomes of professionalism, job satisfaction, and intent to stay. A sample of 390 Army staff nurses completed questionnaires measuring five CDRs--precepting, peer-strategizing, coaching, sponsoring, and mentoring--and the outcome variables. Findings indicated that 61% of the sample experienced a CDR, with the predominant CDR being coaching. No CDR affected professionalism; however, job satisfaction and intent to stay may warrant further investigation in relation to CDRs. The findings suggest that if nurses perceived that an interest was taken in their career development, and felt valued by the developer, then usually staff nurses viewed the relationship as professionally important. The perception of importance often influenced intent to stay in a positive direction.
本研究的目的是调查在职护士所经历的职业发展关系（CDR）的范围，以及其与专业精神、工作满意度和留任意愿之间的关系。390名陆军在职护士参与样本调查，完成了测量五种职业发展关系（带教、同伴策略、指导、保荐和辅导）及结果变量的问卷调查。结果表明，61%的样本经历过职业发展关系，其中最主要的是指导。没有一种职业发展关系对专业精神有影响；然而，工作满意度和留任意愿可能需要就职业发展关系作进一步调查。研究结果表明，如果护士认为有人关注其职业发展，并且感到自身受到培养者重视，那么在职护士通常会将这种关系视为具有职业重要性。对重要性的认知往往会朝着积极的方向影响留任意愿。
