@article{oai:saku.repo.nii.ac.jp:00000292,
 author = {齋藤, 順子 and 松下, 由美子 and 吉川, 三枝子},
 issue = {1},
 journal = {佐久大学看護研究雑誌 = Saku University journal of nursing, Saku University journal of nursing},
 month = {Mar},
 note = {目的：中堅看護師の退職意思に関連するキャリア・プラトー化と、組織風土の認知について年代別に明らかにする。
方法：A県内の100床以上の病院で、臨床経験5年以上でかつ49歳以下の看護師を対象に、無記名自記式質問紙調査を実施した。調査内容は基本属性、ワークシチュエーション尺度とキャリア・プラトー化尺度、退職意思である。分析は年代ごとに退職意思を従属変数、ワークシチュエーション尺度とキャリア・プラトー化尺度、基本属性を独立変数として重回帰分析を行った。
結果：有効回答522名の退職意思の抑制要因は、20歳代後半は「労働条件」で、30歳代前半では、「生活サポート」「人間関係」「男性であること」であった。30歳代後半では「労働条件」「階層プラトー化の抑制」「人間関係」で、40歳代前半では「教育・研修」「内容プラトー化の抑制」「階層プラトー化の抑制」「公正・信頼」「職位・役割あり」「労働条件」、40歳代後半では「教育・研修」「内容プラトー化の抑制」「評価・給与」であった。
結論：年代ごとで退職意思に関連するキャリア・プラトー化や組織風土の認知の様相に違いがあるため、年代に応じたキャリア・プラトー化の予防と組織風土を整える必要性が示唆された。
Objective: To determine the relationship between career plateauing and perceptions of organizational climate that related mid-level nursesʼ intentions to retirement, by age group.
Methods: An anonymous self-administered questionnaire survey was conducted among nurses aged 49 years or younger with at least 5 years of clinical experience who were working at a hospital with more than 100 beds in prefecture A. The survey includes the basic attribute, the scale of work situation, the scales of hierarchical and content plateauing, and the intentions to retirement. For the analysis, multiple regression analysis was conducted with the intention to retirement by age group as retirement intention as a dependent variable and with the scales of basic attribute and work situation and the scales of hierarchical and content plateauing as the independent variables.
Results: The factors that inhibited the intention to retirement for the 522 valid responses were “working conditions” in the late 20s, and “life support”, “human relations” and “being a man” in the early 30s. In the late 30s, “working conditions”, “preventing hierarchical plateauing”, and “human relations”, in the early 40s, “education training”, “preventing content plateauing”, “preventing 
hierarchical plateauing”, “fairness/trust”, “position/role”, and, “working conditions”, in the late 40s were “education training” “preventing content plateauing”, and “evaluation salary”.
Conclusions: Since there are diff erences in the aspects of career plateauing and recognition of the organizational climate that related retirement intentions by age group, it was suggested that it is necessary to prevent career plateauing and prepare the organizational climate according to the age group.},
 pages = {11--22},
 title = {中堅看護師の退職意思に関連するキャリア・プラトー化と組織風土の認知 : 25歳から49歳の5歳ごとの比較},
 volume = {13},
 year = {2021}
}