2022 Fiscal Year Final Research Report

Elucidation of the Process of Re-adapting to the Workplace due to Job Changes and Development of a Career Development Program to Support Re-adaptation

Research Project

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Project/Area Number	18K10163
Research Category	Grant-in-Aid for Scientific Research (C)
Allocation Type	Multi-year Fund
Section	一般
Review Section	Basic Section 58050:Fundamental of nursing-related
Research Institution	Hyogo University (2020-2022) International University of Health and Welfare (2018-2019)
Principal Investigator	Harada Hiroe 兵庫大学, 看護学部, 教授 (60380383)
Co-Investigator(Kenkyū-buntansha)	長弘千恵兵庫大学, 看護学研究科, 教授 (00289498) 前田和香子国際医療福祉大学, 福岡看護学部, 講師 (90735226) 末永陽子福岡看護大学, 看護学部, 講師 (00715154) 坂美奈子佐賀大学, 医学部, 准教授 (30768594) 南嶋里佳国際医療福祉大学, 福岡看護学部, 助教 (10783764) 大植崇兵庫大学, 看護学部, 准教授 (80607789) 大植由佳兵庫大学, 看護学部, 准教授 (10612450)
Project Period (FY)	2018-04-01 – 2023-03-31
Keywords	中途採用者 / 女性看護師 / 職場適応 / 転職
Outline of Final Research Achievements	In the interview survey of seven nurses, it was found that the nurses who changed jobs prepared for their new jobs with a certain degree of formation of their professional identity, and that after changing jobs, although they encountered discrepancies with their previous jobs, they adapted to the workplace by utilizing their work experience before changing jobs, and eventually their professional self-concept became more stable. The questionnaire survey of 212 participants revealed that the process of workplace adjustment can be explained in four phases: "preparation," "encounter," "adaptation," and "stabilization," suggesting that the participants utilize their experiences and preparation before changing jobs when they encounter disagreements with their previous job, and that the support system of the organization influences their readjustment to the workplace.
Free Research Field	キャリア発達　看護管理
Academic Significance and Societal Importance of the Research Achievements	本研究では、転職者自身のリアルな経験を基に職場への再適応過程の解明や再適応への支援を検討して、転職という節目における職場適応過程の4局面を明らかにし、転職前の仕事経験や準備、職業的アイデンティティの獲得及び転職先の組織のサポート体制の有効性を示唆した。結果、若手女性看護師には、新たな職場への円滑な移行やキャリア発達、休職後の職場復帰の一助になり、看護部組織には、キャリア開発支援や人的資源育成に貢献する。