An Evidence-based Nursing Career Framework

Abstract

The Institute of Medicine (IOM) Future of Nursing report 1 Institute of Medicine The Future of Nursing: Leading Change, Advancing Health. National Academies Press, Washington, DC2011 Google Scholar calls on nurses to take a greater role in America's increasingly complex health care system. The number of registered nurses (RNs) needed to care for an aging and medically diverse population is challenging existing care delivery models and resources. Nationally, health care organizations desire to employ a workforce capable of meeting current and future demands while reducing costs and increasing value of services. One way to architect innovative workforce management is to implement a formal career development framework that meets both current and future career needs for nurses. Career management programs are associated with cost savings related to recruitment and retention through affiliated increased professional satisfaction. 2 Philippou J Employers' and employees' views on responsibilities for career management in nursing: a cross-sectional survey. J Adv Nurs. 2014; 71: 78-89 Crossref PubMed Scopus (5) Google Scholar Higher employee engagement leads to higher organizational performance, which is critical for business success and sustainability. 3 Senge P The leaders new work: building learning organizations. Sloan Manag Rev. 1990; 32: 7-23 Google Scholar Nurses connect with their organization in a variety of ways: socially with one another, intellectually through job challenges, and culturally through the mission and values of the institution. 4 Becom A Kegerise R Employee engagement begins with an effective career framework. Workspan. 2014; May: 51-54 Google Scholar Affective and cognitive connection drives job embeddedness, which subsequently supports job satisfaction and reduced turnover. 5 Gilmartin MJ Thirty years of nursing turnover research: looking back to move forward. Med Care Res Rev. 2012; 70: 3-28 Crossref PubMed Scopus (53) Google Scholar , 6 Peltokorpi V Allen DG Froese F Organizational embeddedness, turnover intentions, and voluntary turnover: the moderating effects of employee demographic characteristics and value orientations. Organiz Behav. 2014; 36: 292-312 Crossref Scopus (81) Google Scholar , 7 Trybou J Maaike D Elke D Gemmel P The mediating role of psychological contract violation between psychological contract breach and nurses' organizational attitudes. Nurs Econ. 2016; 34: 296-302 Google Scholar Professionals have a natural desire to learn, which provides a key leverage point for organizational success. 3 Senge P The leaders new work: building learning organizations. Sloan Manag Rev. 1990; 32: 7-23 Google Scholar The Institute of Medicine (IOM) Future of Nursing report 1 Institute of Medicine The Future of Nursing: Leading Change, Advancing Health. National Academies Press, Washington, DC2011 Google Scholar calls on nurses to take a greater role in America's increasingly complex health care system. The number of registered nurses (RNs) needed to care for an aging and medically diverse population is challenging existing care delivery models and resources. Nationally, health care organizations desire to employ a workforce capable of meeting current and future demands while reducing costs and increasing value of services. One way to architect innovative workforce management is to implement a formal career development framework that meets both current and future career needs for nurses. Career management programs are associated with cost savings related to recruitment and retention through affiliated increased professional satisfaction. 2 Philippou J Employers' and employees' views on responsibilities for career management in nursing: a cross-sectional survey. J Adv Nurs. 2014; 71: 78-89 Crossref PubMed Scopus (5) Google Scholar Higher employee engagement leads to higher organizational performance, which is critical for business success and sustainability. 3 Senge P The leaders new work: building learning organizations. Sloan Manag Rev. 1990; 32: 7-23 Google Scholar Nurses connect with their organization in a variety of ways: socially with one another, intellectually through job challenges, and culturally through the mission and values of the institution. 4 Becom A Kegerise R Employee engagement begins with an effective career framework. Workspan. 2014; May: 51-54 Google Scholar Affective and cognitive connection drives job embeddedness, which subsequently supports job satisfaction and reduced turnover. 5 Gilmartin MJ Thirty years of nursing turnover research: looking back to move forward. Med Care Res Rev. 2012; 70: 3-28 Crossref PubMed Scopus (53) Google Scholar , 6 Peltokorpi V Allen DG Froese F Organizational embeddedness, turnover intentions, and voluntary turnover: the moderating effects of employee demographic characteristics and value orientations. Organiz Behav. 2014; 36: 292-312 Crossref Scopus (81) Google Scholar , 7 Trybou J Maaike D Elke D Gemmel P The mediating role of psychological contract violation between psychological contract breach and nurses' organizational attitudes. Nurs Econ. 2016; 34: 296-302 Google Scholar Professionals have a natural desire to learn, which provides a key leverage point for organizational success. 3 Senge P The leaders new work: building learning organizations. Sloan Manag Rev. 1990; 32: 7-23 Google Scholar