The Journal of the Japan Academy of Nursing Administration and Policies Vol 12, No 1, pp 49 59, 2008 資料 看護師におけるメンタリングとキャリア結果の関連 Relationship between Mentoring and Career Outcomes of Nurses 今堀陽子 1) 作田裕美 2) 坂口桃子 3) Yoko Imahori Hiromi Sakuda Momoko Sakaguchi Key words : mentoring, mentor, mentorship, career development, career outcome キーワード Abstract The present study investigated the relationship between mentoring and the career outcomes of nurses with respect to mentor job positions. A questionnaire survey was administered to 780 non-management level nurses with nursing experience of 10 years or more using a mentoring scale consisting of subcategories career function, acceptance/approval function, manager s behavioral function, and emotional function, as well as a career outcome questionnaire consisting of subcategories job satisfaction, internal motivation, and achievements. It was found that slightly less than 60% of subjects had a mentor. Subjects whose mentors were nonmanagement level nurse, chief nurse/assistant head nurse, and head nurse, were categorized into 3 groups, and the relationship between mentoring and career outcome in these groups was analyzed. For subjects whose mentor was non-management level nurse, a relatively weak positive correlation was observed between 3 subcategories, except for emotional function, in the mentoring scale, and all subcategories in the career outcome survey. In the group whose mentor was chief nurse or assistant head nurse, although a relatively weak positive correlation was observed between career function and job satisfaction, no correlation was observed between any other subcategories. In the group whose mentor was head nurse, a relatively strong positive correlation was observed between all subcategories except for between emotional function and job satisfaction. Significantly, Pearson product-moment correlation coefficients between manager s behavioral function and achievements, and manager s behavioral function and job satisfaction were both above 0.5. Therefore, it was suggested that the mentoring function of head nurse were effective in advancing the career development of individual nurses. 要旨 10780 6 2007 8 32008 3 28 1Wakayama Medical University School of Health and Nursing Science 2 Human Health Science, Graduate School of Medicine, School of Health Sciences, Faculty of Medicine, Kyoto University 3Faculty of Nursing, Shiga University of Medical Science Vol 12, No 1, 2008 49
3 3 Pearson 0.5 Ⅰ. 緒言 1996 1999 2000 2000 2003 2000 2004 Kram, 1988 Mentor 20022003 1970 1997 2000 1 2003 1999 2001 1999 Ⅱ. 目的 50 Vol 12, No 1, 2008
Ⅲ. 用語の定義 メンタリング メンター メンターシップ キャリア発達 キャリア結果 Ⅳ. 対象 500 10 780 Ⅴ. 方法 1. 対象者のリクルート 500 95 74 39 2. データ収集方法 3. 測定用具の選定 1) メンタリング尺度 2005 4 54 5 2) キャリア結果 2002 5 3 4 12 1987 1985 5 Vol 12, No 1, 2008 51
3) デモグラフィック データ 1 4. 質問調査票の作成 2 1 18 5 5 7 21 25 52 2 500 10 48 2 SPSS 11.0J for WindowsCronbach α 表 1 α.4470 α.8778 α 5. 研究参加者への倫理的配慮 6. 調査期間 2006 6 1 7 31 1 7. 分析方法 SPSS 11.0J for Windows 表 1 プレテストにおける尺度の信頼性 n 40 α 1.9215 2.8544 3.8428 4.8639.9505.8906.4470.8384.8778 52 Vol 12, No 1, 2008
表 2 対象者の属性 1 Pearson n 600 39 SD6.2 5 n 610 3 607 0.5 99.5 Ⅵ. 結果 39 780 661 84.7 610 78.2 n 610 n 610 250 328 29 3 291 304 15 40.9 53.7 4.8 0.5 47.6 49.8 2.5 n 291 2 SD0.8 1. 対象者の属性 表 2 表 3 39 6.2 607 99.5 2 0.8 7 16.75.73 4.5 3.92 529 86.7 36259.3 16645.9 108 29.8 65 18.0 54.8 2. 尺度の構成概念妥当性の検証 0.35 表 44 n 286 10 SD6.9 n 605 17 SD5.7 n 606 5 SD3.9 n 610 ICU CCU NICU n 610 n 610 131 144 29 28 15 22 74 1 13 22 32 97 2 504 43 21 3 7 32 529 46 4 4 5 22 n 610 5 9 2 5 5 36 1 25 25 19 478 21.4 23.6 4.8 4.6 2.5 3.6 12.1 0.2 2.1 3.6 5.2 15.9 0.3 82.6 7.0 3.4 0.5 1.2 5.2 86.7 7.5 0.7 0.7 0.8 3.6 0.8 1.5 0.3 0.8 0.8 5.9 0.2 4.1 4.1 3.1 78.4 Vol 12, No 1, 2008 53
表 3 対象者の属性 2 n 610 362 237 11 59.3 38.8 1.8 n 362 26 SD5.7 n 359 5 SD4.8 n 362 166 65 108 3 2 14 4 45.9 18.0 29.8 0.8 0.6 3.9 1.1 3 3 表 6 1 2 3. 尺度の信頼性の検証 Cronbach α 表 5 0.7 0.9 α.4470 α.6612 4. メンターの職位別に見た, 諸変数のスコアの平均値と標準偏差 n 60 5. メンターの職位別にみた, メンタリングとキャリア結果の相関 表 7 3.538.512 3 54 Vol 12, No 1, 2008
表 4 メンターについての因子分析 1 2 3 4 キャリア機能 49 0.695 0.118 0.028 0.085 16 0.649 0.018 0.028 0.085 47 0.643 0.049 0.076 0.081 12 0.618 0.020 0.096 0.032 19 0.613 0.021 0.196 0.040 33 0.604 0.125 0.041 0.232 48 0.600 0.068 0.031 0.185 28 0.589 0.036 0.068 0.241 50 0.585 0.173 0.125 0.017 40 0.573 0.071 0.005 0.215 31 0.566 0.063 0.093 0.180 36 0.557 0.202 0.185 0.080 24 0.555 0.213 0.169 0.199 8 0.545 0.091 0.160 0.043 35 0.539 0.443 0.069 0.016 14 0.524 0.115 0.229 0.122 53 0.519 0.237 0.175 0.109 44 0.479 0.155 0.102 0.110 3 0.456 0.069 0.128 0.075 13 0.386 0.154 0.299 0.143 受容 承認機能 39 0.019 0.676 0.252 0.276 45 0.005 0.668 0.261 0.281 38 0.250 0.598 0.069 0.137 41 0.376 0.578 0.025 0.103 9 0.076 0.576 0.080 0.223 32 0.103 0.576 0.266 0.272 46 0.070 0.569 0.267 0.180 15 0.155 0.559 0.233 0.339 10 0.261 0.476 0.024 0.148 2 0.120 0.467 0.302 0.073 51 0.109 0.435 0.002 0.229 34 0.030 0.434 0.394 0.166 7 0.022 0.430 0.187 0.014 52 0.042 0.417 0.182 0.015 5 0.014 0.413 0.204 0.388 43 0.114 0.408 0.334 0.361 21 0.029 0.377 0.256 0.323 管理者的行動機能 4 0.266 0.069 0.567 0.056 1 0.173 0.065 0.543 0.079 11 0.009 0.124 0.543 0.178 18 0.320 0.100 0.532 0.002 54 0.038 0.467 0.489 0.056 29 0.176 0.313 0.462 0.154 22 0.001 0.196 0.445 0.140 25 0.027 0.176 0.435 0.118 20 0.308 0.302 0.368 0.028 42 0.273 0.224 0.329 0.024 6 0.106 0.266 0.290 0.095 情緒的機能 26 0.145 0.182 0.127 0.770 17 0.118 0.170 0.129 0.737 23 2 0.211 0.202 0.070 0.527 37 0.162 0.404 0.222 0.489 30 0.405 0.131 0.062 0.422 27 0.352 0.152 0.335 0.361 14.45 11.88 6.62 6.35 14.45 26.33 32.94 39.29 Vol 12, No 1, 2008 55
表 5 本調査における尺度の信頼性 n 362 Ⅶ. 考察 α 1 2 3 4.9097.8928.7894.8181.9344.8496.6612.7940.8404 1. 対象者の背景 表 6 メンターの職位別に見た, 諸変数のスコアの平均値 標準偏差 An 166 B n 65 Cn 108 Mean SD A B C 2.77 0.62 2.82 0.62 2.82 0.62 3.92 0.55 3.83 0.59 3.83 0.59 4.16 0.48 4.10 0.45 4.11 0.45 3.20 0.79 3.09 0.85 3.09 0.85 3.43 0.46 3.41 0.46 3.41 0.46 3.37 0.55 3.36 0.49 3.36 0.49 3.65 0.65 3.52 0.69 3.53 0.69 3.20 0.59 3.30 0.57 3.30 0.57 3.39 0.46 3.37 0.44 3.37 0.44 表 7 メンターの職位別に見た, メンタリングとキャリア結果の相関 An 166 B n 65 Cn 108 A B C A B C A B C.198*.309**.293**.081.255*.101.098.197.354**.419**.434**.187.207**.207**.279**.129.118.018.098.073.285**.335**.512**.282**.237**.240**.276**.059.071.016.083.071.409**.328**.538**.278** **p.01 *p.05 56 Vol 12, No 1, 2008
10 2. 提供されたメンタリングおよびキャリア結果とメンターの存在 1999 2001 Yoder, 1990 1999 1980 1990 3. メンタリングとキャリア結果の関連 1990 1991 19911993 3 Vol 12, No 1, 2008 57
0.5 Ⅷ. 結語 10 780 1 2 3 3 4 5 0.5 63 謝辞 18 引用文献 2002ISS 2 2003 3 11 8 2004 2001 14 7 15. 1991 16 329 33. Kram, K.E. 19882003 1997 11 2 81 100. 1996 29 2123 138. 1993 18 1025 30. 2000 4 113 22. 1999 1999 58 Vol 12, No 1, 2008
29 93 98. 2003 2005 41 1 1999 3 252 59 2000 3 11 19. 2002 7 1 29. 1985 1991 16 341 46. 1987 2000 138 161 Yoder, L. 1990 Mentoring : A concept analysis : Nursing Administration Quarterly, 15 1, 9 19. Vol 12, No 1, 2008 59