Authors (including presenting author) :
Caroline LEE, BN, MSc
LI Ka Ying, BSN, MSN
Rebecca FONG, BN, MSc
LAM Chi Wing, BN, MSc
WONG Pui Shan, BN, MSN
LI Wah Chun, BSN, MSc, MBA(HSM)
KWONG Man King, DNE, BN, MSc
Affiliation :
Central Nursing Division, Queen Elizabeth Hospital
Introduction :
The Nurse Career Counseling Program (NCCP) was initiated at Queen Elizabeth Hospital from 2020 to address the unique challenges faced by nurses during the Age-30 Transition. The program has increased the participants’ self-awareness, and majority of them had found it relevant and useful. Besides, they reflected that it was a good opportunity to express their concerns, and they felt comfortable conveying their feelings.
Objectives :
The aims of program were helping the nurses at the Age-30 Transition to have their career history review, perform self-assessment on their current situation, estimate nurse stress and assist them to have their career development planning.
Methodology :
The career counseling process comprised the following: (i) Career History Review; (ii) Self-assessment; (iii) Career Development and Planning. Besides, the Nurses Stress Scale (NSS) was employed to assess the nurse’s stress level. Prior to attending the counseling session, nurses were asked to complete NSS questionnaire online. The findings of the NSS were explained to the nurse during the counseling session. Furthermore, Happy Score and Job Satisfaction were rated by using a Thurstone scale. The independent-Samples T test, ANOVA and Chi-square test were considered to identify the significant difference in the outcomes between different groups. Logistic Regression and Regression Coefficients were applied to analysis the nominal variables.
Result & Outcome :
402 nurses participated in the NCCP and completed the self-administered questionnaire of the NSS. The means of turnover intent, satisfaction with current workplace, job satisfaction score, and the NSS score were analyzed. The result reflected that the scoring on job satisfaction, happy score and NSS differences were significant. If the scoring is lower, they will be more intended to turnover. In the NSS had identified the most stressful contributing factors were: workload, conflict with physicians, death and dying and inadequate preparation. Those contributing factors were direct related to the scoring on job satisfaction and happy score. NCCP had provided a good opportunity for the nurse to have a reflection on the past and think of their future career and their career development. Besides, Central Nursing Division can identify the stressors and needs of nurses. Improved measures can be planned to lower the turnover intent of the nurses.
