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目的：中堅看護師のキャリア・プラトー化に影響を与える組織風土や個人・組織属性要因を明らかにする。方法：臨床経験5年以上で、かつ49歳以下の看護師資格で100床以上の病院に勤務する524名を対象に、無記名自記式調査を実施した。個人・組織属性と、ワークシチュエーション尺度と階層プラトー化・内容プラトー化尺度について調査を行った。分析はキャリア・プラトー化尺度を従属変数とした重回帰分析を行った。ワークシチュエーション尺度と階層プラトー化・内容プラトー化尺度について調査を行った。結果：中堅看護師の階層プラトー化の抑制要因は、「患者・家族との関係」「生活サポート」であり、内容プラトー化の抑制要因は、「承認・支持」「教育・研修」「チームワーク」「女性であること」であった。考察：プラトー化の抑制要因を強化するような組織風土づくりをすること、組織と個人が組織内で果たす役割について調和がとれるように調整することなど、組織や看護管理者のあり方が示唆された。Objective: The objective of the study is to clarify the infl uence of mid-level nursesʼ perceptions of organizational climate and personal and organizational attributes on their own career plateauing.Methods: An anonymous self-administered questionnaire survey was conducted among 524 nurses who were younger than 49 years of age, holding a nurse license, having more than 5 years of clinical experience and working in a hospital with 100 or more beds. The survey was conducted using the scales of personal and organizational attributes and work situation and the scales of hierarchical andcontent plateauing. The nanalysis was a multiple regression analysis with the carrier plateau scale as a dependent variable.Results: The factors that prevented hierarchical plateauing of mid-level nurses were “relationships with patients and families” and “daily life support”. And the factors that prevented content plateauing of them were “approval and support”, “education and training” and “teamwork” and “being a woman”.Conclusions: It was suggested that organizations and nurse managers should take on the roles of creating an organizational climate that strengthens the factors that prevent career plateauing and adjusting the roles of the organization and individuals within the organization in a harmonized. |
