Career Development in Nursing: Identifying the Career Anchors of Nurses at Shiraz University of Medical Sciences

Background: Nurses are the largest providers of care services in the health care system who play an important role in the community health by providing health care. Therefore, maintaining and developing them is an integral part of human resource management in the health system. Considering that one of the tools for career development is determining job anchors, this study was conducted in 2020 to identify the career anchors of nurses from Shiraz University of Medical Sciences in order to develop their career path. Methods: This cross-sectional study was performed on 268 nurses working in hospitals and educational centers of Shiraz University of Medical Sciences who were selected by convenience sampling. Data were collected using the standard Schein questionnaire and analyzed by independent t-test and ANOVA in SPSS 23 software. Results: Among career anchors, service and dedication (24.74 ± 1.72) had the highest, and managerial competence (16.35 ± 2.32) had the lowest mean score. Furthermore, the average entrepreneurial creativity in women was significantly higher than men (p = 0.04). And in men, the average of pure challenges was significantly higher than women (p = 0.04). In addition, people with undergraduate degree showed a greater tendency to technical/functional competence (p = 0.02). Clinical nurses were more likely to become managers (p = 0.04), and corporate nurses were more inclined to have a lifestyle anchor (p = 0.04). Conclusion: Regarding service and dedication anchor, which had the highest average score among the interviewed nurses, individuals are motivated by pursuing valuable goals and meeting the needs of others. Whilest managerial competencies were not the priority of the studied nurses. Therefore, the opportunity for promotion in nurses is not just focused on reaching a managerial position. Therefore, it is suggested that the management of human resources in university define the career path of people based on their anchors and specific interests to people in terms of mental and mental health for creating a favorable atmosphere and better performance.

Do Career Demands and Career Choices Always Coincide? A Matching Perspective Based on Career Anchors and Job Characteristics

Career choice is an important behavior for people wanting to develop their social life and is a key link to doing so. The matching of career choice with an individual’s real work demands will have a significant impact on the development of individuals, organizations, and society. However, at this stage, there are few studies on this matching situation. From the perspective of the matching of career anchors and job characteristics, this study explored the distribution and different characteristics of employees’ career demands and their career choices through a survey of 407 employees, and further discussed the matching status of these. The results of the study are as follows: (1) Individual career demands (career anchors) presented three attributes: single, multiple, and unclear. Among the single career anchor types, life anchors had the largest proportion, while among multiple career anchor individuals, individuals with both challenge anchors and service anchors accounted for the majority. (2) Individual career demands (career anchors) were significantly different across most demographic variables and organizational/work variables. (3) Deviations between employees’ career demands and their career choices seemed to be a common phenomenon, with the highest degree of fit (62.79%) with the entrepreneurial creativity anchor and the lowest degree of fit (21.28%) with the lifestyle anchor. In addition, in an analysis of three job fit characteristics, the entrepreneurial creativity anchor had a significant preference for managerial characteristics, whereas the challenge anchor had a significant preference for technological characteristics. The degrees of fit of the other anchors were characterized by the frequency of ‘right suboptimal fit’ being larger than that of ‘left suboptimal fit’. In other words, a specific career anchor had a significant preference for job characteristics matched by the right career anchor, with the midpoint of the career anchor octagon model defining the angle of observation. This study provides a reference for human resource management departments and for employees’ recognition and planning of career anchors.

Negócios sociais e âncoras de carreira: um estudo sobre o envolvimento dos estudantes universitários

Purpose: the objective of this study is to analyze the career anchors (Schein, 1974) of university students involved in social activities. Design/methodology/approach: we chose a quantitative descriptive approach, with the application of a questionnaire to 68 young students participating in the CHOICE ambassador program. Findings: results showed the predominance of the service and dedication to a cause anchor, and the relevance of acting in student and volunteer organizations. The career anchor acts as an influencing factor for the interest in social businesses, while previous involvement in other social activities (volunteering and student entities) seems to be the indicator that shows how much the individual will effectively move in the direction of social businesses. Originality/value: this result demonstrates the existing alignment between the search for a purpose and working in social businesses. Although the involvement in social activities is becoming increasingly present in university life, companies still do not know how to determine the value of these experiences. Therefore, we emphasize the importance of studying this phenomenon and bringing information that allows these barriers to break, after all, society increasingly needs new solutions to social problems.

THE ROLE OF INDIVIDUAL FACTORS IN ASSESSING THE ATTRACTIVENESS OF ORGANIZATIONAL CULTURE

Relevance. Recruitment and organizational culture can be important strategic resources for retaining the most promising employees and reducing organizational turnover. The purpose of the work is to search for predictors of the organizational culture’ attractiveness among individual factors of personnel with access to forecasting staff turnover. Methods and sampling. A comprehensive study of employees of three industrial enterprises was conducted. A total of 131 people, 105 men and 26 women, took part in the study. The package of standardized methods included: “Questionnaire for assessing subjectively important performance characteristics”, “Career anchors”, “Diagnostics of the motivational structure”, “Attractiveness of organizational culture”, “Assessment of the subjective attitude to organizational culture” . Results. The result of statistical analysis was received four factor structure of the organizational culture’ attractiveness: motivational factor, communicative interaction, stable operation and the uncertainty. The contribution of employees’ individual factors for assessing the organizational culture’ attractiveness of industrial enterprises was revealed. In order to reduce the potential employees’ turnover, it is necessary to select personnel with attitudes to the balance of personal and professional life and without a motivation for management. The organizational culture should be focused on providing conditions for sustainable functioning — working hours, wages, working conditions. These factors are crucial for making a decision to leave the organization. Conclusions. The data obtained in our study can be useful for HR managers and managers of industrial organizations. They can influence the employees’turnover by changing the organizational culture or selecting personnel with certain motivation.

Dynamics of educational, career and life motives of female psychology students in the process of studying at a university

The article presents the results of a research aimed at establishing the dynamics of educational, career, life motives of female students of higher educational institutions studying psychology. The research methods were testing (methods: “Career Anchors” (E. Shane, adaptation and translation by V.Ya. Vinokurov, V.A. Cheeker), “Diagnostics of the motivational structure of a personality” (V.E. Milman), “Humorous phrases test” (HFT) (A.G. Shmelev, A.S. Babina); longitudinal sections method (longitudinal method). As statistical methods for analyzing the results, methods of parametric (multiple linear regression) and nonparametric statistics (Friedman, Wilcoxon tests) were used.

The Impact of Innovative Technologies on Professional Balance State in pandemic COVID-19

Innovative technologies significantly influence the employee's professional balance, at the level of its axes model: "I-I", "I-Profession" and "I-Environment". This relations relays on the divergent psychological structure of professional balance state, which is a representation of the social structure, the way of thinking and the organizational model, where employees play a central role. Where managers, teachers, doctors, nurses, workers, mayors and entrepreneurs have a strong sense of current reality. They can perceive how the workload and time pressure increase, without feeling that the professional finality is achieved. The research of the professional balance and the adaptation of the internal aspects to the external peculiarities of the career will alienate the alternatives of admitting an imbalance and will thus ensure a positive general state, therefore the innovative technologies are perceived both negatively and positively at work. These expressions are current not only on the axes of the professional balance state model, but also on the level of the circular model of career anchors, described by Voss (conservation, openness to change, self-transcendence and effectiveness. Thus, the impact of innovative technologies on professional balance state is no longer an enigma but a fact that can influence the well-being of the employee at work, stressed him or brings out to the brink of emotional burnout. In this article we come up with pros and cons of the impact of innovative technologies on the human psyche.

STRUCTURE AND TYPOLOGY OF INTELLECTUAL-PERSONAL POTENTIAL OF EMPLOYEES OF THE FEDERAL PENITENTIARY SERVICE OF RUSSIA AT THE INITIAL STAGE OF SERVICE ACTIVITIES

The article presents the results of an empirical study of the intellectual and personal potential of employees of the FPS of Russia who are at the initial stage of official activity in an educational organization. The study involved 275 employees of 4 specializations ("Penitentiary psychology", "Logistics in the penitentiary system", "organization of the regime in the penitentiary system", "Operational search activity"). To assess the intellectual and personal potential of employees of the FPS of Russia, the following methods were used: "Career orientation questionnaire" by E. Shane in adaptation by V.A. Chiker, V.E. Vinokurova "career Anchors";" Personal profile " by G. Eysenck (Eysenck Personality Profiler) in the adaptation of K. Sugonyaev; test "word Exclusion"; subtest "Numerical series" of the intelligence structure test by R. Amthauer in the adaptation of K. Sugonyaev; "Advanced progressive matrices" by J. Raven. The structure of the intellectual and personal potential of employees of the FPS of Russia includes the following factors: verbal intelligence, nonverbal intelligence, high-speed intellectual, aggressiveness-impulsivity, sociability-anxiety, autonomy, service-motivational. Employees of the FPS of Russia who are at the initial stage of official activity can be classified into separate personality types that differ in intellectual and personal potential: constructive, mediocre and unbalanced. After analyzing the average intellectual-personal potential of each of the three personality types according to objective performance criteria implementation, service and educational and professional activities, revealed the most favorable service activities of the FPS of Russia personality type.