SAĞLIK ÇALIŞANLARININ DEĞİŞEN KARİYER YÖNELİMLERİ: DEVLET HASTANESİ ÖRNEĞİ

It is thought that this study will create personal awareness on the career path. Another important aspect of this study is that it contributes to educators on issues that may be related to the career expectations of healthcare professionals. Apart from these, it is anticipated that the results obtained will provide ideas for healthcare professionals on how to manage their own Professional perceptions and career plans. Quantitative research approach was used in the research. In this context, it has been determined whether there is a difference between variable and unlimited career orientation scores according to the demographic characteristics of health workers. The population of the research consists of healthcare professionals working in various positions in Edirne Sultan Murat 1st State Hospital, which serves in the central district of Edirne province. The research was carried out in the period of February-May 2023. The research data were collected through a questionnaire formed from the scales whose validity and reliability were tested. The population of the research consists of healthcare professionals working in various positions in Edirne Sultan Murat 1st State Hospital, which serves in the central district of Edirne province. The data obtained from 203 participants who voluntarily participated in the research were used within the scope of the research. The questionnaires were filled by the participants face to face with the researcher. The questionnaire form consists of two parts. In the first part of the survey; Statements aimed at determining the demographic characteristics of the participants (gender, marital status, age, position, education, length of service, length of service in the current institution and the place where they lived fort he longest period of time) were included. The second part consists of 27 questions about career orientation perceptions. In order to measure the unlimited and variable career orientations of the people participating in the research, unlimited and variable career orientation scales developed by Briscoe et al. in 2006 were used. The Turkish validity and reliability of the scales were performed by Çakmak (2011). The variable career orientation scale consists of two dimensions, namely self-direction of one’s career and value-oriented career management and a total of 14 statements. The sub- dimension of directing one’s own career consists of 8 statements and the sub- dimension of value-oriented career management consists of 6 statements. Unlimited scales of career orientation; it consists of two sub- dimensions, limitless thinking and inter-organizational mobility preference and a total of 13 statements. Boundless thinking sub- dimension consists of 8 statements and the preference for inter-organizational mobility sub- dimension consists of 5 statements. A 5-point Likert –type rating scale was used to evaluate whether the expressions in the scale reflectthe views of the participants. The conformity of the quantitative data to the normal distribution was examined with the Shapiro Wilk test. Mann Whitney U test was used to compare the scale scores of the variables consisting of 2 categories. Kruskal Wallis test was used to compare the scale scores of the variables consisting of more than 2 categories. Statistical analyzes were performed using the SPSS 20.0 package program. According to the findings, as the age of the individuals and the monthly total family income increase, their unlimited career orientation decreases. In addition, it is concluded that those with low family income have a significantly higher level of desire to change organization. With this research, it was concluded that nurses/midwives, according to doctors are establishing business relationships beyond the boundaries of the organization and tend to physically exceed the organizational boundaries.