Career Adaptability and Career Satisfaction of Nurses in University Hospitals in the Northern Region
Keywords:
Career adaptability, Career satisfaction, Nurses, University hospitalsAbstract
Career satisfaction is an important outcome of career practice and is vital for organizational success. The aim of this descriptive correlational research was to study the career adaptability and career satisfaction, and the relationship between career adaptability and career satisfaction of nurses in university hospitals. The participants were 95 registered nurses working at university hospitals in the northern region selected using multi-stage sampling. The research instruments were the Career Adapt-Abilities Scale and the Career Satisfaction Scale. Data were analyzed using descriptive statistics and Spearman's rank-order correlation coefficient.
The results revealed that nurses perceived career adaptability at a high level (M = 5.13, SD = .77). The dimensions of career control (M = 5.40, SD = .82), career curiosity (M = 5.01, SD = .87), and career confidence (M = 5.19, SD = .83) were perceived at high levels, whereas the dimension of career concern was perceived at a moderate level (M = 4.92, SD = .92). Nurses in university hospitals perceived a high level of career satisfaction (M = 3.68, SD = .62). There was a moderate positive correlation between career adaptability and career satisfaction (rs = .34, p < .01).
Nursing administrators should apply the findings of this study to promote career satisfaction and enhance career adaptability in terms of career concerns among nurses working in university hospitals.
References
Arulsamy, A. S., Singh, I., Kumar, S., Panchal, J. J., & Bajaj, K. K. (2023). Employee training and development enhancing employee performance-A study. Samdarshi, 16(3), 406-416.
Boamah, S. A., Kalu, M. E., Havaei, F., McMillan, K., & Belita, E. (2023). Predictors of nursing faculty job and career satisfaction, turnover intentions, and professional outlook: A national survey. Healthcare, 11(14), 2099. https://doi.org/10.3390/healthcare11142099
Chicca, J., & Shellenbarger, T. (2019). A new generation of nurses is here: Strategies for working with Generation Z. American Nurse Today, 14(2), 48-51.
Chouhan, V. S. (2022). Influence of career adaptability on career satisfaction and turnover intention of IT professional. International Journal of Human Capital and Information Technology Professionals, 13(1), 1-15. https://doi.org/10.4018/IJHCITP.303953
Coetzee, M., & Harry, N. (2014). Gender and hardiness as predictors of career adaptability: An exploratory study among black call centre agents. South African Journal of Psychology, 45(1), 81-92. https://doi.org/10.1177/0081246314546346
Davis, C. (2014). The importance of professional standards. Nursing Made Incredibly Easy!, 12(5), 4. https://doi.org/10.1097/01.NME.0000452691.04516.96
Dechawatanapaisal, D. (2021). Meaningful work on career satisfaction: A moderated mediation model of job embeddedness and work-based social support. Management Research Review, 44(6), 889-908. https://doi.org/10.1108/MRR-06-2020-0308
Faculty of Medicine Naresuan University. (2023). Annual report 2023. https://med.nu.ac.th/home/eBooks/index.php?name=annual_report_2566 (in Thai)
Greenhaus, J. H., Callanan, G. A., & Godshalk, V. M. (2010). Career management (4th ed.). Sage Publications.
Greenhaus, J. H., Parasuraman, S., & Wormley, W. M. (1990). Effects of race on organizational experience, job performance evaluations, and career outcomes. Academy of Management Journal, 33(1), 64-86. https://doi.org/10.2307/256352
Hertzog, M. A. (2008). Considerations in determining sample size for pilot studies. Research in Nursing & Health, 31(2), 180-191. https://doi.org/10.1002/nur.20247
Hfocus. (2024). Recommendation from the nursing and midwifery council to Dr. Chonnan to solve the nursing shortage crisis. ‘Advancement, compensation, workload’. https://www.hfocus.org/content/2024/02/29878 (in Thai)
Joy, M. (2021). A conceptual analysis on career satisfaction and its bearing on the employee and the organization. Kristu Jayanti Journal of Humanities and Social Sciences, 1(1), 1-3. https://www.kristujayantijournal.com/index.php/ijss/article/view/1297/1623
Karatepe, O. M. (2012). Perceived organizational support, career satisfaction, and performance outcomes: A study of hotel employees in Cameroon. International Journal of Contemporary Hospitality Management, 24(5), 735-752. https://doi.org/10.1108/09596111211237273
Karatepe, O. M., & Olugbade, O. A. (2017). The effects of work social support and career adaptability on career satisfaction and turnover intentions. Journal of Management & Organization, 23(3), 337-355. https://doi.org/10.1017/jmo.2016.12
Khunwongsa, A. (2016). The causal relationship of adaptive career behaviors that affect career satisfaction among teachers in the basic education commission: Problems, barriers and the need to promote career adaptation [Doctoral dissertation, Srinakharinwirot University]. http://bsris.swu.ac.th/thesis/53199120033RB9992549f.pdf (in Thai)
Kuewong, G., & Oumtanee, A. (2017). Stress of newly graduated nurses working at an intensive care unit. Journal of The Royal Thai Army Nurses, 18(Suppl.), 158-165. (in Thai)
Lopez, E. N. B., & Abadiano, M. N. (2023). Understanding generation Z, the new generation of learners: A technological-motivational-learning theory. Journal of Harbin Engineering University, 44(10), 770-784.
Lounsbury, J. W., Moffitt, L., Gibson, L. W., Drost, A. W., & Stevens, M. (2007). An investigation of personality traits in relation to the job and career satisfaction of information technology professionals. Journal of Information Technology, 22(2), 174-183. https://doi.org/10.1057/palgrave.jit.2000094
Maharaj Nakorn Chiang Mai Hospital. (2021). Self-assessment report 2020. Quality improvement center, Faculty of Medicine Chiang Mai University. (in Thai)
Mahmood, R. (2022). Importance of human resources for development of employees. https://www.researchgate.net/publication/366177647_Importance_of_Human_Resources_for_Development_of_Employees
Ng, T. W. H., Eby, L. T., Sorensen, K. L., & Feldman, D. C. (2005). Predictors of objective and subjective career success: A meta-analysis. Personnel Psychology, 58(2), 367-408. https://doi.org/10.1111/j.1744-6570.2005.00515.x
Nursing Department, Maharaj Nakorn Chiang Mai Hospital. (2021). Standards-Guideline. Maharaj Nakorn Chiang Mai Hospital. (in Thai)
Nursing Department, Maharaj Nakorn Chiang Mai Hospital. (2022). Advance beginner nursing management 2565. https://w2.med.cmu.ac.th/nd/advance-beginner-nursing-management-2565/ (in Thai)
Nursing Department, Naresuan University Hospital. (2023). Guideline for peripheral vein opening. Naresuan University hospital. (in Thai)
Nursing Department, Naresuan University Hospital. (2024). News Faculty of Medicine Naresuan University. https://med.nu.ac.th/home/index.php?language=th&mod=more_list&getGroupID=1 (in Thai)
Onyishi, I. E., Enwereuzor, I. K., Ogbonna, M. N., Ugwu, F. O., & Amazue, L. O. (2019). Role of career satisfaction in basic psychological needs satisfaction and career commitment of nurses in Nigeria: A self-determination theory perspective. Journal of Nursing Scholarship, 51(4), 471-479. https://doi.org/10.1111/jnu.12474
Saengcharnchai, U. (2024). Nursing shortage: Thai public health problems and policy proposals. Academic Graduate Journal, 2(2), 26-36. (in Thai)
Savickas, M. L. (2005). The theory and practice of career construction. In S. D. Brown & R. W. Lent (Eds.), Career development and counseling: Putting theory and research to work (pp. 42–70). John Wiley & Sons.
Savickas, M. L. (2013). Career construction theory and practice. In S. D. Brown & R. W. Lent (Eds.), Career development and counseling: Putting theory and research to work (2nd ed., pp. 147-183). John Wiley & Sons.
Savickas, M. L. (2020). Career construction theory and counseling model. In S. D. Brown & R. W. Lent (Eds.), Career development and counseling: Putting theory to work (3rd ed., pp. 165–199). John Wiley Sons.
Savickas, M. L., & Porfeli, E. J. (2012). Career adapt-abilities scale: Construction, reliability, and measurement equivalence across 13 countries. Journal of Vocational Behavior, 80(3), 661-673. https://doi.org/10.1016/j.jvb.2012.01.011
Sibunruang, H., Garcia, P. R. J. M., & Tolentino, L. R. (2016). Ingratiation as an adapting strategy: Its relationship with career adaptability, career sponsorship, and promotability. Journal of Vocational Behavior, 92, 135–144. https://doi.org/10.1016/j.jvb.2015.11.011
Singh, A. P., & Dangmei, J. (2016). Understanding the generation Z: The future workforce. South-Asian Journal of Multidisciplinary Studies, 3(3), 1-5.
Spurk, D., Abele, A. E., & Volmer, J. (2011). The career satisfaction scale: Longitudinal measurement invariance and latent growth analysis. Journal of Occupational and Organizational Psychology, 84(2), 315–326. http://doi.org/10.1111/j.2044-8325.2011.02028.x
Srisatidnarakul, B. (2020). Effect size, power analysis, optimal sample size calculations using G*Power software. Chula Press. (in Thai)
Tahiry, M. A., & Ekmekcioglu, E. B. (2023). Supervisor support, career satisfaction, and career adaptability of healthcare sector employees. Vilakshan-XIMB Journal of Management, 20(2), 292-301. https://doi.org/10.1108/XJM-09-2021-0247
The active. (2024). Somsak discusses with the nursing and midwifery council to solve the nursing shortage problem. https://theactive.net/news/public-health-20240715/ (in Thai)
Wankate, S. (2015). Government hospital in Thailand. https://www.cssd-gotoknow.org/2015/01/blog-post.html (in Thai)
World Health Organization. (2010). Translation and linguistic evaluation protocol and supporting material. Manual for WHO Disability Assessment Schedule WHODAS, 2, 1-8. https://terrance.who.int/mediacentre/data/WHODAS/Guidelines/WHODAS%202.0%20Translation%20guidelines.pdf
Downloads
Published
How to Cite
Issue
Section
License
Copyright (c) 2025 Nursing Journal CMU
This work is licensed under a Creative Commons Attribution-NonCommercial-NoDerivatives 4.0 International License.
บทความที่ได้รับการตีพิมพ์เป็นลิขสิทธิ์ของวารสารพยาบาลสาร
ข้อความที่ปรากฏในบทความแต่ละเรื่องในวารสารวิชาการเล่มนี้เป็นความคิดเห็นส่วนตัวของผู้เขียนแต่ละท่านไม่เกี่ยวข้องกับมหาวิทยาลัยเชียงใหม่ และคณาจารย์ท่านอื่นๆในมหาวิทยาลัยฯ แต่อย่างใด ความรับผิดชอบองค์ประกอบทั้งหมดของบทความแต่ละเรื่องเป็นของผู้เขียนแต่ละท่าน หากมีความผิดพลาดใด ๆ ผู้เขียนแต่ละท่านจะรับผิดชอบบทความของตนเองแต่ผู้เดียว
