Examination of Career Problems Related to Nurse Working Conditions

Examination of Career Problems Related to Nurse Working Conditions | Research Square window.SnipcartSettings = { analytics: { enabled: false } }; (function() { var accessVector = localStorage.getItem('access_vector') || ''; window.dataLayer = window.dataLayer || []; if (accessVector) { window.dataLayer.push({ user: { profile: { profileInfo: { snid: accessVector } } } }); } })(); (function(w,d,s,l,i){w[l]=w[l]||[];w[l].push({'gtm.start':new Date().getTime(),event:'gtm.js'});var f=d.getElementsByTagName(s)[0],j=d.createElement(s),dl=l!='dataLayer'?'&l='+l:'';j.async=true;j.src='https://www.googletagmanager.com/gtm.js?id='+i+dl;f.parentNode.insertBefore(j,f);})(window,document,'script','dataLayer','GTM-K279D39R'); Browse Preprints In Review Journals COVID-19 Preprints AJE Video Bytes Research Tools Research Promotion AJE Professional Editing AJE Rubriq About Preprint Platform In Review Editorial Policies Our Team Advisory Board Help Center Sign In Submit a Preprint Cite Share Download PDF Research Article Examination of Career Problems Related to Nurse Working Conditions Utkucan ÇAKIR, Serap TORUN This is a preprint; it has not been peer reviewed by a journal. https://doi.org/ 10.21203/rs.3.rs-8026923/v1 This work is licensed under a CC BY 4.0 License Status: Under Review Version 1 posted 8 You are reading this latest preprint version Abstract Background Working conditions play a crucial role in both the personal and professional development of nurses. Challenging work hours, shift schedules, heavy workloads, and organizational pressures can negatively affect nurses’ job satisfaction, motivation, and career advancement. However, studies examining the relationships between individual and organizational factors—such as nurses’ preferences for their work unit, working hours, work patterns, and willingness in unit selection—and career-related problems remain limited. Therefore, this study aimed to investigate the career problems experienced by nurses in relation to their working conditions and to identify how these issues vary according to different workplace variables. The aim of this study was to examine the career-related problems associated with the working conditions of nurses. Method Data were collected via a Personal Information Form and Nursing Career Problems Scale . Statistical analyses were performed via SPSS 25.0 software. Categorical variables are summarized as frequencies and percentages, whereas continuous variables are summarized as the means, standard deviations, and minimum–maximum values. After the distribution of the data was checked, independent t -tests were used for comparisons between two groups, and ANOVA with the Tukey HSD post-hoc test was used for comparisons among more than two groups. A significance level of p <0.05 was considered statistically significant. Results Among the nurses who participated in the study, 77.3% were female, 52.8% were single, and 38.2% had 0–5 years of professional experience. In addition, 70% reported that they had willingly chosen their current unit, and 79% stated that they liked the unit in which they worked. The mean total score of the scale was 78.54 ± 23.07; the mean score for the stress and burnout subdimension was 39.27 ± 11.72; for the organizational pressure and professional mismatch subdimension, 17.39 ± 9.05; for the dual career problem subdimension, 8.84 ± 4.69; and for the gender-related career problems subdimension, it was 13.02 ± 6.29. All subdimensions, except for the total scale and the stress and burnout subdimension, were below the moderate level, whereas the stress and burnout subdimension was above the moderate level. The Cronbach’s alpha coefficient of the scale in this study was 0.893. Conclusion This study examined the career problems experienced by nurses in relation to their working conditions and revealed that nurses encounter various career-related issues under different working circumstances. Nurses experiences of career problems varied depending on whether they had chosen their unit willingly, their level of satisfaction with their unit, their work pattern, their working hours, and whether they felt comfortable in the workplace. Clinical trial numbers not applicaple. Nursing career career problems working conditions INTRODUCTİON Nurses, as indispensable components of healthcare services, hold a wide range of responsibilities ranging from direct patient care to healthcare management [ 1 ]. The broad scope of the nursing profession significantly influences nurses’ working conditions and levels of job satisfaction [ 2 ].Various factors such as the working environment, working hours, unit of assignment, workload, and level of institutional support are considered key determinants shaping nurses’ professional commitment, motivation, and career development processes [ 3 ]. Career development is a vital process that strengthens nurses’ professional identity and enables them to achieve long-term career goals [ 4 , 5 ]. However, unfavorable working conditions, excessive workloads, long working hours, and mismatches between nurses and their assigned units can negatively affect career planning, leading to burnout, decreased motivation, and a tendency to leave the profession [ 6 ]. In this context, it is crucial to examine the effects of factors such as nurses’ willingness to choose their work unit, their level of satisfaction with their unit, work patterns, and weekly working hours on career-related problems [ 7 ]. METHODS Study Design and Aim This descriptive study aimed to examine the career-related problems associated with their nurses’ working conditions. Setting and Time The study was conducted at a state hospital in Adana, Turkey, between June 2021 and September 2022. Population and Sample The population consisted of 516 nurses working at the hospital, and the sample included 223 nurses who agreed to participate. A power analysis revealed that at least 159 participants were needed, indicating that the sample size was statistically sufficient. Data collection instruments Data were collected via a personal information form developed by the researchers and the Nursing Career Problems Scale (NCPS). Personal Information Form: This form included 16 items covering demographic characteristics (age, gender, marital status, etc.) and work-related factors (job satisfaction, work pattern, etc.). Nursing Career Problems Scale (NCPS): Developed by Çavmak, Atalay, and Söyler (2019), the scale includes 23 items across four subdimensions and uses a 7-point Likert scale (1 = Strongly Disagree, 7 = Strongly Agree). Subscales include Stress and Burnout (SB) 9, Organizational Pressure and Professional Mismatch (OPPM) 7, Dual Career Issues (DCI) 3, and Gender-Related Problems (GRP) 4 [8]. Scores range from 23 to 161, with higher scores indicating a greater perception of career problems. The Cronbach’s alpha for the scale in this study was 0.893. Data collection procedure Data were collected after ethical approval from a university ethics committee and institutional permission from the hospital were obtained. Nurses who consented to participate completed the forms, which took approximately 20 minutes on average. Data analysis The data were analyzed via SPSS 25.0. Categorical variables are summarized as numbers and percentages, whereas continuous variables are expressed as the means, standard deviations, and minimum–maximum values. Normality was assessed via the Kolmogorov–Smirnov and Shapiro–Wilk tests. Independent samples t-tests were used for two-group comparisons, and ANOVA with Tukey HSD post-hoc tests was applied for comparisons among more than two groups. Statistical significance was set at p < 0.05. Ethical considerations Ethical approval and institutional permission were obtained prior to data collection. This study adhered to the ethical standards announced in the Declaration of Helsinki, protecting participants’ autonomy, confidentiality, and wellbeing. Participants provided verbal informed consent after reading the consent form at the beginning of the questionnaire. Permission for the use of the NCPS was obtained from the original authors via email. Study Limitations Since the study was conducted with a limited number of nurses in a single state hospital in Adana, the results cannot be generalized to all nurses. RESULTS The mean age of the participants was 32.79 ± 8.29 years (range: 20–62). Among the participants, 77.3% were female, 27% were aged 31–40 years, and 71.7% had a bachelor’s degree. With respect to work-related characteristics, 38.2% had 0–5 years of professional experience, 70% had chosen their current unit voluntarily, and 79% reported liking their unit. Furthermore, 59.7% worked in shifts, 39.9% worked 40–50 hours per week, and 51.5% did not feel comfortable at their workplace. In terms of the intention to leave the profession, 70.4% had no intention to quit, and among those who did, 76.8% were women and 23.2% were men (Table 1 ). Table 1 Demographic and Work-Related Characteristics of the Participants Characteristics n % Gender Male 53 22,7 Famele 180 77,3 Age 20–25 age 54 23,2 26–30 age 62 26,6 31–40 age 63 27 41 years and above 54 23,2 Marital Status Married 110 47,2 Single 123 52,8 Education Level Vocational Health High School 23 9,9 Associate Degree 30 12,9 Bachelor’s Degree 167 71,7 Postgraduate 13 5,6 Professional Experience 0–5 years 89 38,2 6–10 years 43 18,5 11–15 years 39 16,7 16 years and above 62 26,6 Voluntary Choice of Current Unit Yes 163 70 No 70 30 Satisfaction with Current Unit Yes 184 79 No 49 21 Work Pattern Rotational Shifts 24 10,3 On-Call/Shift Work 139 59,7 Daytime Only 70 30 Weekly Working Hours Less than 40 hours 28 12,0 40–50 hours 93 39,9 51–60 hours 85 36,5 More than 60 hours 27 11,6 Comfort at Workplace Yes 113 48,5 No 120 51,5 Intention to Leave Profession Yes 69 29,6 No 164 70,4 Table 1 . Demographic and Work-Related Characteristics of the Participants When the mean scores of the Career Problems Scale (CPS) and its subdimensions used in the study were examined, the total scale mean score was 78.54 ± 23.07. The mean scores for the subdimensions were as follows: SB 39.27 ± 11.72, OPPM 17.39 ± 9.05, DCI 8.84 ± 4.69, and GRP 13.02 ± 6.29. The mean scores were below the moderate level for all subdimensions except for SB, which was above the moderate level. The Cronbach’s alpha for the CPS in this study was 0.872, with subdimension reliability coefficients of 0.822 for SB, 0.822 for the OPPM, 0.846 for the DCI, and 0.740 for the GRP (Table 2 ). Table 2 Mean Scores and Reliability Coefficients of the Scale Total and Subdimensions Ortalama Standart sapma Minimum Maksimum Cronbach’s Alpha Total Scale (23 items) 78,54 23,07 23 161 0,872 Stress and Burnout (9 items) 39,27 11,72 9 63 0,822 Organizational Pressure and Professional Mismatch(7 items) 17,39 9,05 7 49 0,822 Dual-Career Issue (3 items) 8,84 4,69 3 21 0,846 Gender-Related Career Problems (4 items) 13,02 6,29 4 28 0,740 Table 2 . Mean Scores and Reliability Coefficients of the Scale Total and Subdimensions A statistically significant difference was found between participants’ voluntary selection of their work unit and the scores on the SB subscale (p = 0.012) . The mean score of participants who did not choose their work unit voluntarily was higher than that of those who did (Table 3 ). Table 3 Examination of Scale Total and Subdimension Scores According to Participants’ Working Environment Characteristics Work Environment Characteristics Total Scale Stress and Burnout Organizational Pressure and Professional Mismatch Dual-Career Issue Gender-Related Career Problems Mean + SD Mean + SD Mean + SD Mean + SD Mean + SD Selection of work unit voluntarily 77,05 ± 23,15 37,94 ± 11,48 17,36 ± 9,46 8,63 ± 4,66 13,11 ± 6,17 involuntarily 81,6 ± 22,82 42,16 ± 11,81 17,44 ± 8,16 9,27 ± 4,78 12,72 ± 6,68 p_p-value t:-1,366 p = 0,173 t:-2,523 p = 0,012 t:-0,60 p = 0,952 t:-0,955 p = 0,341 t:0,434 p = 0,665 Liking of current work unit Yes 75,45 ± 23,33 37,91 ± 11,88 16,62 ± 9,03 8,29 ± 4,66 12,61 ± 6,41 No 97,81 ± 19,06 46,37 ± 6,9 23,37 ± 8,66 10,62 ± 4,52 17,43 ± 5,12 p_p-value t:-3,723 p = 0,000 t:-2,80 p = 0,001 t:-2,875 p = 0,004 t:-1,923 p = 0,001 t:-2,924 p = 0,013 Work schedule a Rotational shifts 80,29 ± 18,18 43,29 ± 10,92 16,5 ± 7,49 8,54 ± 4,77 11,95 ± 5,94 b Night shifts 82,87 ± 21,3 41,0 ± 10,44 18,66 ± 8,75 9,33 ± 4,67 13,85 ± 6,13 c Daytime only 69,34 ± 25,45 34,47 ± 13,01 15,15 ± 9,74 7,97 ± 4,64 11,74 ± 6,54 p_p-value F:8,606 p = 0,000, b > c F:9,442 p = 0,000,a,b > c F:3,716 p = 0,026,b > c F:2,047 p = 0,131 F:3,057 p = 0,049 Weekly working hours a 40 hours< 68,57 ± 25,01 35,71 ± 15,17 14,57 ± 9,35 7,28 ± 3,6 11,0 ± 6,46 b 40-50 hours 75,06 ± 22,85 37,78 ± 11,97 16,61 ± 9,12 7,78 ± 4,75 12,88 ± 6,69 c 51-60 hours 84,03 ± 20,39 40,91 ± 9,37 18,96 ± 8,31 10,15 ± 4,49 14,0 ± 5,66 d 60 hours > 83,55 ± 25,18 39,27 ± 11,72 18,03 ± 10,19 10,0 ± 4,93 12,55 ± 6,36 p_p-value F:4,691 p = 0,003,c > a,b F:2,877 p = 0,037 F:2,064 p = 0,106 F:5,679 p = 0,001,c > a,b F:1,725 p = 0,163 Feeling comfortable at workplace Yes 68,26 ± 22,97 34,57 ± 11,36 14,84 ± 9,14 7,96 ± 4,74 10,87 ± 6,22 No 88,21 ± 18,61 43,7 ± 10,27 19,78 ± 8,32 9,67 ± 4,5 15,05 ± 5,68 p_p-value t:-7,256 p = 0,000 t:-6,44 p = 0,000 t:-4,31 p = 0,000 t:-2,821 p = 0,005 t:-5,346 p = 0,000 A highly significant difference was found between participants’ affection for their current work unit and the total score of the NCPS (p = 0.000) , as well as for all subdimensions (SB; p = 0.001, OPPM; p = 0.004 , DCI; p = 0.001 , GRP; p = 0.013) . The mean scores of participants who did not like their work unit were higher than those of participants who liked their work unit for both the total NCPS and all subdimensions (Table 3 ). A highly significant difference was found between participants’ work schedules and both the total score of the NCPS (p = 0.000) and the SB subdimension (p = 0.000) , whereas a statistically significant difference was observed in the OPPM subdimension (p = 0.026) . The mean scores of nurses working in shifts with night duties were higher than those of nurses working only in daytime shifts in the total NCPS and the OPPM subdimension. Similarly, in the SB subdimension, the mean scores of nurses working rotational or night shifts were higher than those of nurses working daytime shifts only (Table 3 ). A highly significant difference was found between participants’ weekly working hours and both the total score of the NCPS (p = 0.003) and the DCI subdimension (p = 0.001) . The mean scores of nurses working 51–60 hours per week were higher than those of nurses working less than 40 hours and 40–50 hours per week in both the total NCPS and the DCI subdimension (Table 3 ). A highly significant difference was found between participants’ sense of comfort in the workplace and both the total score of the NCPS (p = 0.000) and all its subdimensions (SB, OPPM, GRP; p = 0.000, DCI; p = 0.005) . The mean scores of nurses who did not feel comfortable in their workplace were higher than those of nurses who felt comfortable in the workplace for both the total NCPS and all subdimensions (Table 3 ). Table 3 . Examination of Scale Total and Subdimension Scores According to Participants’ Working Environment Characteristics When the participants’ responses to the items of the Nursing Career Problems Scale (NCPS) were examined, the highest mean score was obtained for the item “I think night shifts cause difficulties in family life” (4.96 ± 1.92). The second highest mean score was for “I feel that I work too much and feel exhausted” (4.81 ± 2.09), followed by “I feel tired and weary when starting a new workday in the morning” (4.73 ± 2.07). These items belong to the SB subdimension, indicating that nurses experienced career-related problems most intensely in this domain. The lowest mean score on the entire scale was for the item “I think I will not be able to adapt to changing technological developments” (1.96 ± 1.62). The second lowest mean score was for “I think I do not have sufficient authority to fulfill my responsibilities,” and the third lowest was for “I think I am usually assigned simple tasks that do not require expertise” (Table 4 ). Table 4 Mean Scores of the Nursing Career Problems Scale Items Item No Nursing Career Problems Scale Items Mean.±SD 1 I feel that I have started to become indifferent and unresponsive to the people I provide care for. 3,92 ± 2,05 2 I feel tired and weary when starting a new workday in the morning. 4,73 ± 2,07 3 I feel that I work too much and feel exhausted. 4,81 ± 2,09 4 I sometimes consider leaving my job because I cannot spend enough time with my family. 3,89 ± 2,03 5 I think night shifts cause difficulties in family life. 4,96 ± 1,92 6 Work-related issues occupy my mind even outside working hours. 3,83 ± 2,07 7 Because of my heavy workload, I have to perform my tasks at a lower quality than possible. 4,33 ± 2,08 8 My family life and work life conflict with each other. 4,18 ± 1,94 9 I believe my workload is too heavy to be completed in a normal workday. 4,63 ± 1,96 10 I feel as if I am treated as if I do not exist in the work environment. 2,38 ± 1,79 11 I think I am usually assigned simple tasks that do not require expertise. 2,26 ± 1,76 12 I believe that my career development is being deliberately obstructed. 2,42 ± 1,77 13 I feel that excuses are sought to reprimand me in the workplace. 2,57 ± 1,88 14 I am exposed to verbal or physical harassment. 2,77 ± 2,05 15 I believe I do not have sufficient authority to fulfill my responsibilities. 2,19 ± 1,77 16 I think that my training, attitude, and personality do not match the institution I work for. 2,81 ± 1,95 17 I believe having multiple specialties makes it difficult to focus on one area. 3,09 ± 1,83 18 I believe having multiple specialties may lead to career failure. 2,88 ± 1,73 19 I think having careers in multiple areas simultaneously hinders specialization. 2,88 ± 1,79 20 I believe holding a senior position is more difficult for women than for men. 3,15 ± 2,16 21 I think I must make too many compromises to reach senior positions. 4,60 ± 2,35 22 I believe gender is a determining factor for attaining senior positions. 3,33 ± 2,19 23 I think I will not be able to adapt to changing technological developments. 1,96 ± 1,62 Table 4 . Mean Scores of the Nursing Career Problems Scale Items DİSCUSSİON In this study, examining the career-related problems of nurses in relation to their working conditions, it was found that nurses experienced high levels of career problems. Furthermore, career-related problems were found to be associated with variables such as the voluntary selection of the unit in which they work, their working schedule, whether they like their unit, weekly working hours, and feeling comfortable at the workplace. A significant difference was found between nurses’ voluntary selection of their working unit and the SB subdimension. The findings indicate that nurses who chose their unit voluntarily had lower levels of stress and burnout than did those who did not. Similar results have been reported in the literature. Taycan et al. reported that nurses who selected their unit according to their own preferences experienced lower emotional exhaustion than those who did not [ 9 ]. Kebapçı and Akyolcu, in their study of nurses working in the emergency department, reported that nurses who did not choose their unit voluntarily had higher levels of emotional exhaustion and depersonalization [ 10 ]. Özcanarslan and Ören reported that nurses who were dissatisfied with their working environment experienced higher levels of burnout [ 11 ]. In the studies conducted by Söyük and Kurtuluş, nurses working in the emergency department by their own choice had lower burnout levels and higher job satisfaction [ 12 ]. Similarly, Çam et al. reported that nurses who voluntarily chose their unit experienced lower work-related stress [ 13 ]. In light of these findings, it is highly important that nurse managers consider nurses’ preferences and requests when assigning them to specific units, as this plays a critical role in preventing stress and burnout among nurses. In this study, a statistically significant difference was found between nurses’ liking of their working unit and the total scale score as well as all subdimensions. According to the findings, nurses who did not like their unit experienced higher levels of stress and burnout, organizational pressure and professional mismatch, gender-related problems, and dual-career issues. Previous studies have reported that working in an undesirable unit can lead to job dissatisfaction, causing anxiety that may result in fatigue, irritability, and even problems affecting family life [ 12 , 14 ]. Maslach and Leiter emphasized that individuals who emotionally detach from their work experience more intense burnout [ 15 ]. It is therefore not surprising that nurses who do not like their unit experience all aspects of career-related problems. Individuals cannot be motivated in an undesired work environment and are unable to contribute adequately to their tasks. Being satisfied with their working unit significantly enhances nurses’ motivation and job satisfaction [ 16 ]. According to the study results, nurses working in shifts and on-call schedules experienced higher levels of stress and burnout than did those working only during daytime hours, and they also reported more intense organizational pressure and professional mismatch problems. Shift work disrupts biological rhythms, causes disturbances in sleep patterns, and limits social life, thereby increasing stress levels, which can lead to long-term burnout. Similar results have been reported in the literature. Koçaşlı et al. identified overtime and shift work as among the primary reasons nurses leave their institutions [ 17 ]. Çalık et al. reported that shift and on-call work contributes to social isolation, making it difficult for individuals to maintain family and social roles [ 18 ]. Ardekani et al. reported that individuals working shifts and on-call schedules are more likely to experience anxiety, restlessness, and depression [ 19 ]. Similarly, Maslach and Leiter emphasized that irregular working hours are among the most important factors contributing to burnout [ 15 ]. Therefore, shift and on-call work can lead to both personal and professional problems for nurses. According to the study findings, nurses with longer weekly working hours had higher total scale scores, indicating that this group experienced greater levels of stress, burnout, and dual-career-related issues. Long working hours are thought to negatively affect nurses’ physical and mental health, create conflicts with nonwork roles (such as family, parenting, and social life), and disrupt work-life balance. This situation reduces professional satisfaction and increases the risk of burnout among nurses. Günüşen and Üstün reported that long working hours lead to burnout in nurses [ 20 ]. Additionally, Maslach and Leiter emphasized that excessive workload due to extended working hours is one of the main factors contributing to burnout and that limiting working hours is critically important for maintaining a sustainable workforce [ 15 ]. In this study, nurses who did not feel comfortable in the workplace had higher total scale scores, and this group experienced greater levels of stress, burnout, organizational pressure, professional discord, dual-career issues, and gender-related problems. Previous studies support these findings. Tan et al. reported that unhealthy work environments negatively affect nurses’ physical and psychological health, interpersonal relationships in the workplace, and ability to perform professional duties [ 21 ]. Nehir and Güngör reported that 49.5% of nurses needed psychosocial support in the workplace and noted that nurses with high anxiety levels were particularly in need of such support [ 22 ]. Stress and burnout arising from discomfort in the workplace may increase the need for psychosocial support among nurses. According to a study by Consiglio et al., strengthening interpersonal relationships at the clinical level and fostering team spirit play important roles in preventing stress and burnout among nurses [ 23 ]. CONCLUSİON This study revealed that nurses experience a high level of career-related problems, and that there are significant relationships between nurses’ career issues and factors such as their choice of work unit, level of satisfaction with their unit, working patterns, weekly working hours, and sense of comfort in the workplace. It was also determined that nurses experience higher levels of stress and burnout due to their working conditions. In line with these findings, it is recommended that nurse managers consider nurses’ preferences when assigning them to specific units to reduce career-related difficulties. Work schedules should be reorganized by ensuring adequate staffing to decrease weekly working hours. Furthermore, regular employee satisfaction surveys and face-to-face interviews should be conducted to identify existing problems and develop strategies to increase nurses’ comfort and well-being in the workplace. Declarations (1)Utkucan ÇAKIR (Corresponding Author), PhD Student, RN, Department of Nursing Management, Institute of Health Sciences, Çukurova University, Adana, Turkey. E-mail: [email protected] Orcid ID: 0000-0001-5633-7663 (2)Serap TORUN, Associate Professor, Department of Nursing Management, Faculty of Health Sciences, Çukurova University, Adana, Turkey. E-mail: [email protected] Orcid ID: 0000-0002-1651-2735 Data availability The datasets used during the current study were available from the corresponding author on reasonable request. Acknowledgements The authors thank all the nurses who participated in the study. Funding No financial support was received for this study. Author Contribution UÇ conceptualization; UÇ, methodology; UÇ, formal analysis; UÇ, investigation; UÇ, writing-original draft preparation; ST, UÇ, writing-review and editing; ST, UÇ, supervision. All authors have read and approved the final manuscript. Corresponding Author Correspondence to Utkucan Çakır ( [email protected] ) Conflict of Interest No conflict of interest has been declared between the authors. Ethical approval Ethics committee approval was obtained from the Ethics committee of Çukurova University (Date: 2 April 2021 No: 110/20). This descriptive study was conducted with a sample of 223 nurses working in a state hospital. The research was conducted in accordance with the ethical principles outlined in the Declaration of Helsinki (https://www.wma.net/policies-post/wma-declaration-of-helsinki/ ). Before the interviews, the purpose of the study was explained to the participants and their consent was obtained for recording. 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ÇAKIR","email":"data:image/png;base64,iVBORw0KGgoAAAANSUhEUgAAAZAAAAAyAQMAAABI0h/eAAAABlBMVEX///8AAABVwtN+AAAACXBIWXMAAA7EAAAOxAGVKw4bAAAA1ElEQVRIiWNgGAWjYFACNgbmPz/+1fOD2AkFROlgY2Dg7TmQINkA0mJArBYetgMJBgdAPGK0GNxvS5OQ4LmTZ3x+deKHBwYM8vxiBwhoOcZ2TMLA4lmx2Y23myWADjOcOTuBkBb2NokEHmbGbTfObgBpSTC4TYyWA2zMjJtnnN38g0gtbMckG9gOJ27g791GnC2Sx9KSrRl70owlbvBus0gwkCDsF77DxwxvM/ywkePvP7v55o8KG3l+aQJaEEACrFKCWOUgwH+AFNWjYBSMglEwkgAAm/hE9gzpKugAAAAASUVORK5CYII=","orcid":"","institution":"Cukurova University","correspondingAuthor":true,"prefix":"","firstName":"Utkucan","middleName":"","lastName":"ÇAKIR","suffix":""},{"id":562785386,"identity":"9870f6c9-9c2a-431d-8768-0b914304e6c2","order_by":1,"name":"Serap TORUN","email":"","orcid":"","institution":"Cukurova University","correspondingAuthor":false,"prefix":"","firstName":"Serap","middleName":"","lastName":"TORUN","suffix":""}],"badges":[],"createdAt":"2025-11-04 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19:10:26","extension":"html","order_by":5,"title":"","display":"","copyAsset":false,"role":"acdc-reference","size":103053,"visible":true,"origin":"","legend":"","description":"","filename":"earlyproof.html","url":"https://assets-eu.researchsquare.com/files/rs-8026923/v1/b42aa117e042c3198ae8a4f1.html"},{"id":98782589,"identity":"5563090c-3e29-4db4-a374-168befb5fceb","added_by":"auto","created_at":"2025-12-22 12:40:29","extension":"pdf","order_by":0,"title":"","display":"","copyAsset":false,"role":"manuscript-pdf","size":919391,"visible":true,"origin":"","legend":"","description":"","filename":"manuscript.pdf","url":"https://assets-eu.researchsquare.com/files/rs-8026923/v1/de3d6682-da74-4164-8878-31d9f97336a1.pdf"}],"financialInterests":"No competing interests reported.","formattedTitle":"Examination of Career Problems Related to Nurse Working Conditions","fulltext":[{"header":"INTRODUCTİON","content":"\u003cp\u003eNurses, as indispensable components of healthcare services, hold a wide range of responsibilities ranging from direct patient care to healthcare management [\u003cspan citationid=\"CR1\" class=\"CitationRef\"\u003e1\u003c/span\u003e]. The broad scope of the nursing profession significantly influences nurses\u0026rsquo; working conditions and levels of job satisfaction [\u003cspan citationid=\"CR2\" class=\"CitationRef\"\u003e2\u003c/span\u003e].Various factors such as the working environment, working hours, unit of assignment, workload, and level of institutional support are considered key determinants shaping nurses\u0026rsquo; professional commitment, motivation, and career development processes [\u003cspan citationid=\"CR3\" class=\"CitationRef\"\u003e3\u003c/span\u003e].\u003c/p\u003e \u003cp\u003eCareer development is a vital process that strengthens nurses\u0026rsquo; professional identity and enables them to achieve long-term career goals [\u003cspan citationid=\"CR4\" class=\"CitationRef\"\u003e4\u003c/span\u003e, \u003cspan citationid=\"CR5\" class=\"CitationRef\"\u003e5\u003c/span\u003e]. However, unfavorable working conditions, excessive workloads, long working hours, and mismatches between nurses and their assigned units can negatively affect career planning, leading to burnout, decreased motivation, and a tendency to leave the profession [\u003cspan citationid=\"CR6\" class=\"CitationRef\"\u003e6\u003c/span\u003e].\u003c/p\u003e \u003cp\u003eIn this context, it is crucial to examine the effects of factors such as nurses\u0026rsquo; willingness to choose their work unit, their level of satisfaction with their unit, work patterns, and weekly working hours on career-related problems [\u003cspan citationid=\"CR7\" class=\"CitationRef\"\u003e7\u003c/span\u003e].\u003c/p\u003e"},{"header":"METHODS","content":"\u003cp\u003e\u003cstrong\u003eStudy Design and Aim\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eThis descriptive study aimed to examine the career-related problems associated with their nurses’ working conditions.\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eSetting and Time\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eThe study was conducted at a state hospital in Adana, Turkey, between June 2021 and September 2022.\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003ePopulation and Sample\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eThe population consisted of 516 nurses working at the hospital, and the sample included 223 nurses who agreed to participate. A power analysis revealed that at least 159 participants were needed, indicating that the sample size was statistically sufficient.\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eData collection instruments\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003e\u0026nbsp;Data were collected via a personal information form\u0026nbsp;developed by the researchers and the Nursing Career Problems Scale (NCPS).\u003c/p\u003e\n\u003cul type=\"disc\"\u003e\n \u003cli\u003e\u003cem\u003ePersonal Information Form:\u003c/em\u003e This form included 16 items covering demographic characteristics (age, gender, marital status, etc.) and work-related factors (job satisfaction, work pattern, etc.).\u003c/li\u003e\n \u003cli\u003e\u003cem\u003eNursing Career Problems Scale (NCPS):\u003c/em\u003e Developed by Çavmak, Atalay, and Söyler (2019), the scale includes 23 items across four subdimensions and uses a 7-point Likert scale (1 = Strongly Disagree, 7 = Strongly Agree). Subscales include Stress and Burnout (SB) 9, Organizational Pressure and Professional Mismatch (OPPM) 7, Dual Career Issues (DCI) 3, and Gender-Related Problems (GRP) 4 [8]. Scores range from 23 to 161, with higher scores indicating a greater perception of career problems. The Cronbach’s alpha for the scale in this study was 0.893.\u003c/li\u003e\n\u003c/ul\u003e\n\u003cp\u003e\u003cstrong\u003eData collection procedure\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eData were collected after ethical approval from a university ethics committee and institutional permission from the hospital were obtained. Nurses who consented to participate completed the forms, which took approximately 20 minutes on average.\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eData analysis\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eThe data were analyzed via SPSS 25.0. Categorical variables are summarized as numbers and percentages, whereas continuous variables are expressed as the means, standard deviations, and minimum–maximum values. Normality was assessed via the Kolmogorov–Smirnov and Shapiro–Wilk tests. Independent samples t-tests were used for two-group comparisons, and ANOVA with Tukey HSD post-hoc tests was applied for comparisons among more than two groups. Statistical significance was set at p \u0026lt; 0.05.\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eEthical considerations\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eEthical approval and institutional permission were obtained prior to data collection. This study adhered to the ethical standards announced in the Declaration of Helsinki, protecting participants’ autonomy, confidentiality, and wellbeing. Participants provided verbal informed consent after reading the consent form at the beginning of the questionnaire. Permission for the use of the NCPS was obtained from the original authors via email.\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eStudy Limitations\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eSince the study was conducted with a limited number of nurses in a single state hospital in Adana, the results cannot be generalized to all nurses.\u003c/p\u003e"},{"header":"RESULTS","content":"\u003cp\u003eThe mean age of the participants was 32.79\u0026thinsp;\u0026plusmn;\u0026thinsp;8.29 years (range: 20\u0026ndash;62). Among the participants, 77.3% were female, 27% were aged 31\u0026ndash;40 years, and 71.7% had a bachelor\u0026rsquo;s degree. With respect to work-related characteristics, 38.2% had 0\u0026ndash;5 years of professional experience, 70% had chosen their current unit voluntarily, and 79% reported liking their unit. Furthermore, 59.7% worked in shifts, 39.9% worked 40\u0026ndash;50 hours per week, and 51.5% did not feel comfortable at their workplace. In terms of the intention to leave the profession, 70.4% had no intention to quit, and among those who did, 76.8% were women and 23.2% were men (Table\u0026nbsp;\u003cspan refid=\"Tab1\" class=\"InternalRef\"\u003e1\u003c/span\u003e).\u003c/p\u003e \u003cp\u003e \u003cdiv class=\"gridtable\"\u003e\u003ctable float=\"Yes\" id=\"Tab1\" border=\"1\"\u003e \u003ccaption language=\"En\"\u003e \u003cdiv class=\"CaptionNumber\"\u003eTable 1\u003c/div\u003e \u003cdiv class=\"CaptionContent\"\u003e \u003cp\u003eDemographic and Work-Related Characteristics of the Participants\u003c/p\u003e \u003c/div\u003e \u003c/caption\u003e \u003ccolgroup cols=\"4\"\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c1\" colnum=\"1\"\u003e\u003c/div\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c2\" colnum=\"2\"\u003e\u003c/div\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c3\" colnum=\"3\"\u003e\u003c/div\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c4\" colnum=\"4\"\u003e\u003c/div\u003e \u003cthead\u003e \u003ctr\u003e \u003cth align=\"left\" colspan=\"2\" nameend=\"c2\" namest=\"c1\"\u003e \u003cp\u003eCharacteristics\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c3\"\u003e \u003cp\u003en\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c4\"\u003e \u003cp\u003e%\u003c/p\u003e \u003c/th\u003e \u003c/tr\u003e \u003c/thead\u003e \u003ctbody\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\" morerows=\"1\" rowspan=\"2\"\u003e \u003cp\u003eGender\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eMale\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e53\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e22,7\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eFamele\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e180\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e77,3\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\" morerows=\"3\" rowspan=\"4\"\u003e \u003cp\u003eAge\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e20\u0026ndash;25 age\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e54\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e23,2\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e26\u0026ndash;30 age\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e62\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e26,6\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e31\u0026ndash;40 age\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e63\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e27\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e41 years and above\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e54\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e23,2\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\" morerows=\"1\" rowspan=\"2\"\u003e \u003cp\u003eMarital Status\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eMarried\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e110\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e47,2\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eSingle\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e123\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e52,8\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\" morerows=\"3\" rowspan=\"4\"\u003e \u003cp\u003eEducation Level\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eVocational Health High School\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e23\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e9,9\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eAssociate Degree\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e30\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e12,9\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eBachelor\u0026rsquo;s Degree\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e167\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e71,7\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003ePostgraduate\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e13\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e5,6\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\" morerows=\"3\" rowspan=\"4\"\u003e \u003cp\u003eProfessional Experience\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e0\u0026ndash;5 years\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e89\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e38,2\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e6\u0026ndash;10 years\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e43\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e18,5\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e11\u0026ndash;15 years\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e39\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e16,7\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e16 years and above\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e62\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e26,6\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\" morerows=\"1\" rowspan=\"2\"\u003e \u003cp\u003eVoluntary Choice of Current Unit\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eYes\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e163\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e70\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eNo\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e70\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e30\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\" morerows=\"1\" rowspan=\"2\"\u003e \u003cp\u003eSatisfaction with Current Unit\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eYes\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e184\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e79\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eNo\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e49\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e21\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\" morerows=\"2\" rowspan=\"3\"\u003e \u003cp\u003eWork Pattern\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eRotational Shifts\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e24\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e10,3\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eOn-Call/Shift Work\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e139\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e59,7\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eDaytime Only\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e70\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e30\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\" morerows=\"3\" rowspan=\"4\"\u003e \u003cp\u003e \u003cdiv class=\"gridtable\"\u003e\u003ctable float=\"No\" id=\"Taba\" border=\"1\"\u003e \u003ccolgroup cols=\"1\"\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c1\" colnum=\"1\"\u003e\u003c/div\u003e \u003ctbody\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eWeekly Working Hours\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003c/tbody\u003e \u003c/colgroup\u003e \u003c/table\u003e\u003c/div\u003e \u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eLess than 40 hours\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e28\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e12,0\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e40\u0026ndash;50 hours\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e93\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e39,9\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e51\u0026ndash;60 hours\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e85\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e36,5\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eMore than 60 hours\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e27\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e11,6\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\" morerows=\"1\" rowspan=\"2\"\u003e \u003cp\u003eComfort at Workplace\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eYes\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e113\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e48,5\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eNo\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e120\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e51,5\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\" morerows=\"1\" rowspan=\"2\"\u003e \u003cp\u003eIntention to Leave Profession\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eYes\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e69\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e29,6\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eNo\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e164\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e70,4\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003c/tbody\u003e \u003c/colgroup\u003e \u003c/table\u003e\u003c/div\u003e \u003c/p\u003e \u003cp\u003eTable\u0026nbsp;\u003cspan refid=\"Tab1\" class=\"InternalRef\"\u003e1\u003c/span\u003e. \u003cem\u003eDemographic and Work-Related Characteristics of the Participants\u003c/em\u003e\u003c/p\u003e \u003cp\u003eWhen the mean scores of the Career Problems Scale (CPS) and its subdimensions used in the study were examined, the total scale mean score was 78.54\u0026thinsp;\u0026plusmn;\u0026thinsp;23.07. The mean scores for the subdimensions were as follows: SB 39.27\u0026thinsp;\u0026plusmn;\u0026thinsp;11.72, OPPM 17.39\u0026thinsp;\u0026plusmn;\u0026thinsp;9.05, DCI 8.84\u0026thinsp;\u0026plusmn;\u0026thinsp;4.69, and GRP 13.02\u0026thinsp;\u0026plusmn;\u0026thinsp;6.29. The mean scores were below the moderate level for all subdimensions except for SB, which was above the moderate level. The Cronbach\u0026rsquo;s alpha for the CPS in this study was 0.872, with subdimension reliability coefficients of 0.822 for SB, 0.822 for the OPPM, 0.846 for the DCI, and 0.740 for the GRP (Table\u0026nbsp;\u003cspan refid=\"Tab2\" class=\"InternalRef\"\u003e2\u003c/span\u003e).\u003c/p\u003e \u003cp\u003e \u003cdiv class=\"gridtable\"\u003e\u003ctable float=\"Yes\" id=\"Tab2\" border=\"1\"\u003e \u003ccaption language=\"En\"\u003e \u003cdiv class=\"CaptionNumber\"\u003eTable 2\u003c/div\u003e \u003cdiv class=\"CaptionContent\"\u003e \u003cp\u003eMean Scores and Reliability Coefficients of the Scale Total and Subdimensions\u003c/p\u003e \u003c/div\u003e \u003c/caption\u003e \u003ccolgroup cols=\"6\"\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c1\" colnum=\"1\"\u003e\u003c/div\u003e \u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c2\" colnum=\"2\"\u003e\u003c/div\u003e \u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c3\" colnum=\"3\"\u003e\u003c/div\u003e \u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c4\" colnum=\"4\"\u003e\u003c/div\u003e \u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c5\" colnum=\"5\"\u003e\u003c/div\u003e \u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c6\" colnum=\"6\"\u003e\u003c/div\u003e \u003cthead\u003e \u003ctr\u003e \u003cth align=\"left\" colname=\"c1\"\u003e\u0026nbsp;\u003c/th\u003e \u003cth align=\"left\" colname=\"c2\"\u003e \u003cp\u003eOrtalama\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c3\"\u003e \u003cp\u003eStandart sapma\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c4\"\u003e \u003cp\u003eMinimum\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c5\"\u003e \u003cp\u003eMaksimum\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c6\"\u003e \u003cp\u003eCronbach\u0026rsquo;s Alpha\u003c/p\u003e \u003c/th\u003e \u003c/tr\u003e \u003c/thead\u003e \u003ctbody\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eTotal Scale (23 items)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e78,54\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e23,07\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e23\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c5\"\u003e \u003cp\u003e161\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c6\"\u003e \u003cp\u003e0,872\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eStress and Burnout (9 items)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e39,27\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e11,72\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e9\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c5\"\u003e \u003cp\u003e63\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c6\"\u003e \u003cp\u003e0,822\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eOrganizational Pressure and Professional Mismatch(7 items)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e17,39\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e9,05\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e7\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c5\"\u003e \u003cp\u003e49\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c6\"\u003e \u003cp\u003e0,822\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eDual-Career Issue (3 items)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e8,84\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e4,69\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e3\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c5\"\u003e \u003cp\u003e21\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c6\"\u003e \u003cp\u003e0,846\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eGender-Related Career Problems (4 items)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e13,02\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e6,29\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e4\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c5\"\u003e \u003cp\u003e28\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c6\"\u003e \u003cp\u003e0,740\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003c/tbody\u003e \u003c/colgroup\u003e \u003c/table\u003e\u003c/div\u003e \u003c/p\u003e \u003cp\u003eTable\u0026nbsp;\u003cspan refid=\"Tab2\" class=\"InternalRef\"\u003e2\u003c/span\u003e. \u003cem\u003eMean Scores and Reliability Coefficients of the Scale Total and Subdimensions\u003c/em\u003e\u003c/p\u003e \u003cp\u003eA statistically significant difference was found between participants\u0026rsquo; voluntary selection of their work unit and the scores on the SB subscale \u003cb\u003e(p\u0026thinsp;=\u0026thinsp;0.012)\u003c/b\u003e. The mean score of participants who did not choose their work unit voluntarily was higher than that of those who did (Table\u0026nbsp;\u003cspan refid=\"Tab3\" class=\"InternalRef\"\u003e3\u003c/span\u003e).\u003c/p\u003e \u003cp\u003e \u003cdiv class=\"gridtable\"\u003e\u003ctable float=\"Yes\" id=\"Tab3\" border=\"1\"\u003e \u003ccaption language=\"En\"\u003e \u003cdiv class=\"CaptionNumber\"\u003eTable 3\u003c/div\u003e \u003cdiv class=\"CaptionContent\"\u003e \u003cp\u003eExamination of Scale Total and Subdimension Scores According to Participants\u0026rsquo; Working Environment Characteristics\u003c/p\u003e \u003c/div\u003e \u003c/caption\u003e \u003ccolgroup cols=\"7\"\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c1\" colnum=\"1\"\u003e\u003c/div\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c2\" colnum=\"2\"\u003e\u003c/div\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c3\" colnum=\"3\"\u003e\u003c/div\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c4\" colnum=\"4\"\u003e\u003c/div\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c5\" colnum=\"5\"\u003e\u003c/div\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c6\" colnum=\"6\"\u003e\u003c/div\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c7\" colnum=\"7\"\u003e\u003c/div\u003e \u003ctbody\u003e \u003ctr\u003e \u003ctd align=\"left\" colspan=\"2\" morerows=\"1\" nameend=\"c2\" namest=\"c1\" rowspan=\"2\"\u003e \u003cp\u003eWork Environment Characteristics\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003eTotal Scale\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003eStress and Burnout\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003eOrganizational Pressure and Professional Mismatch\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e \u003cp\u003eDual-Career Issue\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c7\"\u003e \u003cp\u003eGender-Related Career Problems\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003eMean\u0026thinsp;+\u0026thinsp;SD\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003eMean\u0026thinsp;+\u0026thinsp;SD\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003eMean\u0026thinsp;+\u0026thinsp;SD\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e \u003cp\u003eMean\u0026thinsp;+\u0026thinsp;SD\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c7\"\u003e \u003cp\u003eMean\u0026thinsp;+\u0026thinsp;SD\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\" morerows=\"2\" rowspan=\"3\"\u003e \u003cp\u003eSelection of work unit\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003evoluntarily\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e77,05\u0026thinsp;\u0026plusmn;\u0026thinsp;23,15\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e37,94\u0026thinsp;\u0026plusmn;\u0026thinsp;11,48\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e17,36\u0026thinsp;\u0026plusmn;\u0026thinsp;9,46\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e \u003cp\u003e8,63\u0026thinsp;\u0026plusmn;\u0026thinsp;4,66\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c7\"\u003e \u003cp\u003e13,11\u0026thinsp;\u0026plusmn;\u0026thinsp;6,17\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003einvoluntarily\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e81,6\u0026thinsp;\u0026plusmn;\u0026thinsp;22,82\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e42,16\u0026thinsp;\u0026plusmn;\u0026thinsp;11,81\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e17,44\u0026thinsp;\u0026plusmn;\u0026thinsp;8,16\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e \u003cp\u003e9,27\u0026thinsp;\u0026plusmn;\u0026thinsp;4,78\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c7\"\u003e \u003cp\u003e12,72\u0026thinsp;\u0026plusmn;\u0026thinsp;6,68\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003ep_p-value\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003et:-1,366\u003c/p\u003e \u003cp\u003ep\u0026thinsp;=\u0026thinsp;0,173\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003et:-2,523\u003c/p\u003e \u003cp\u003e\u003cb\u003ep\u0026thinsp;=\u0026thinsp;0,012\u003c/b\u003e\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003et:-0,60\u003c/p\u003e \u003cp\u003ep\u0026thinsp;=\u0026thinsp;0,952\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e \u003cp\u003et:-0,955\u003c/p\u003e \u003cp\u003ep\u0026thinsp;=\u0026thinsp;0,341\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c7\"\u003e \u003cp\u003et:0,434\u003c/p\u003e \u003cp\u003ep\u0026thinsp;=\u0026thinsp;0,665\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\" morerows=\"2\" rowspan=\"3\"\u003e \u003cp\u003eLiking of current work unit\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eYes\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e75,45\u0026thinsp;\u0026plusmn;\u0026thinsp;23,33\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e37,91\u0026thinsp;\u0026plusmn;\u0026thinsp;11,88\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e16,62\u0026thinsp;\u0026plusmn;\u0026thinsp;9,03\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e \u003cp\u003e8,29\u0026thinsp;\u0026plusmn;\u0026thinsp;4,66\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c7\"\u003e \u003cp\u003e12,61\u0026thinsp;\u0026plusmn;\u0026thinsp;6,41\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eNo\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e97,81\u0026thinsp;\u0026plusmn;\u0026thinsp;19,06\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e46,37\u0026thinsp;\u0026plusmn;\u0026thinsp;6,9\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e23,37\u0026thinsp;\u0026plusmn;\u0026thinsp;8,66\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e \u003cp\u003e10,62\u0026thinsp;\u0026plusmn;\u0026thinsp;4,52\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c7\"\u003e \u003cp\u003e17,43\u0026thinsp;\u0026plusmn;\u0026thinsp;5,12\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003ep_p-value\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003et:-3,723\u003c/p\u003e \u003cp\u003e\u003cb\u003ep\u0026thinsp;=\u0026thinsp;0,000\u003c/b\u003e\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003et:-2,80\u003c/p\u003e \u003cp\u003e\u003cb\u003ep\u0026thinsp;=\u0026thinsp;0,001\u003c/b\u003e\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003et:-2,875\u003c/p\u003e \u003cp\u003e\u003cb\u003ep\u0026thinsp;=\u0026thinsp;0,004\u003c/b\u003e\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e \u003cp\u003et:-1,923\u003c/p\u003e \u003cp\u003e\u003cb\u003ep\u0026thinsp;=\u0026thinsp;0,001\u003c/b\u003e\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c7\"\u003e \u003cp\u003et:-2,924\u003c/p\u003e \u003cp\u003e\u003cb\u003ep\u0026thinsp;=\u0026thinsp;0,013\u003c/b\u003e\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\" morerows=\"3\" rowspan=\"4\"\u003e \u003cp\u003eWork schedule\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e\u003csup\u003e\u003cb\u003ea\u003c/b\u003e\u003c/sup\u003e Rotational shifts\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e80,29\u0026thinsp;\u0026plusmn;\u0026thinsp;18,18\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e43,29\u0026thinsp;\u0026plusmn;\u0026thinsp;10,92\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e16,5\u0026thinsp;\u0026plusmn;\u0026thinsp;7,49\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e \u003cp\u003e8,54\u0026thinsp;\u0026plusmn;\u0026thinsp;4,77\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c7\"\u003e \u003cp\u003e11,95\u0026thinsp;\u0026plusmn;\u0026thinsp;5,94\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e\u003csup\u003e\u003cb\u003eb\u003c/b\u003e\u003c/sup\u003e Night shifts\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e82,87\u0026thinsp;\u0026plusmn;\u0026thinsp;21,3\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e41,0\u0026thinsp;\u0026plusmn;\u0026thinsp;10,44\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e18,66\u0026thinsp;\u0026plusmn;\u0026thinsp;8,75\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e \u003cp\u003e9,33\u0026thinsp;\u0026plusmn;\u0026thinsp;4,67\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c7\"\u003e \u003cp\u003e13,85\u0026thinsp;\u0026plusmn;\u0026thinsp;6,13\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e\u003csup\u003e\u003cb\u003ec\u003c/b\u003e\u003c/sup\u003e Daytime only\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e69,34\u0026thinsp;\u0026plusmn;\u0026thinsp;25,45\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e34,47\u0026thinsp;\u0026plusmn;\u0026thinsp;13,01\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e15,15\u0026thinsp;\u0026plusmn;\u0026thinsp;9,74\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e \u003cp\u003e7,97\u0026thinsp;\u0026plusmn;\u0026thinsp;4,64\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c7\"\u003e \u003cp\u003e11,74\u0026thinsp;\u0026plusmn;\u0026thinsp;6,54\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003ep_p-value\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003eF:8,606\u003c/p\u003e \u003cp\u003e\u003cb\u003ep\u0026thinsp;=\u0026thinsp;0,000, b\u0026thinsp;\u0026gt;\u0026thinsp;c\u003c/b\u003e\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003eF:9,442\u003c/p\u003e \u003cp\u003e\u003cb\u003ep\u0026thinsp;=\u0026thinsp;0,000,a,b\u0026thinsp;\u0026gt;\u0026thinsp;c\u003c/b\u003e\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003eF:3,716\u003c/p\u003e \u003cp\u003e\u003cb\u003ep\u0026thinsp;=\u0026thinsp;0,026,b\u0026thinsp;\u0026gt;\u0026thinsp;c\u003c/b\u003e\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e \u003cp\u003eF:2,047\u003c/p\u003e \u003cp\u003ep\u0026thinsp;=\u0026thinsp;0,131\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c7\"\u003e \u003cp\u003eF:3,057\u003c/p\u003e \u003cp\u003ep\u0026thinsp;=\u0026thinsp;0,049\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\" morerows=\"4\" rowspan=\"5\"\u003e \u003cp\u003eWeekly working hours\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e\u003csup\u003e\u003cb\u003ea\u003c/b\u003e\u003c/sup\u003e40 hours\u0026lt;\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e68,57\u0026thinsp;\u0026plusmn;\u0026thinsp;25,01\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e35,71\u0026thinsp;\u0026plusmn;\u0026thinsp;15,17\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e14,57\u0026thinsp;\u0026plusmn;\u0026thinsp;9,35\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e \u003cp\u003e7,28\u0026thinsp;\u0026plusmn;\u0026thinsp;3,6\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c7\"\u003e \u003cp\u003e11,0\u0026thinsp;\u0026plusmn;\u0026thinsp;6,46\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e\u003csup\u003e\u003cb\u003eb\u003c/b\u003e\u003c/sup\u003e40-50 hours\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e75,06\u0026thinsp;\u0026plusmn;\u0026thinsp;22,85\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e37,78\u0026thinsp;\u0026plusmn;\u0026thinsp;11,97\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e16,61\u0026thinsp;\u0026plusmn;\u0026thinsp;9,12\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e \u003cp\u003e7,78\u0026thinsp;\u0026plusmn;\u0026thinsp;4,75\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c7\"\u003e \u003cp\u003e12,88\u0026thinsp;\u0026plusmn;\u0026thinsp;6,69\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e\u003csup\u003e\u003cb\u003ec\u003c/b\u003e\u003c/sup\u003e51-60 hours\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e84,03\u0026thinsp;\u0026plusmn;\u0026thinsp;20,39\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e40,91\u0026thinsp;\u0026plusmn;\u0026thinsp;9,37\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e18,96\u0026thinsp;\u0026plusmn;\u0026thinsp;8,31\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e \u003cp\u003e10,15\u0026thinsp;\u0026plusmn;\u0026thinsp;4,49\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c7\"\u003e \u003cp\u003e14,0\u0026thinsp;\u0026plusmn;\u0026thinsp;5,66\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e\u003csup\u003e\u003cb\u003ed\u003c/b\u003e\u003c/sup\u003e60 hours \u0026gt;\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e83,55\u0026thinsp;\u0026plusmn;\u0026thinsp;25,18\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e39,27\u0026thinsp;\u0026plusmn;\u0026thinsp;11,72\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e18,03\u0026thinsp;\u0026plusmn;\u0026thinsp;10,19\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e \u003cp\u003e10,0\u0026thinsp;\u0026plusmn;\u0026thinsp;4,93\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c7\"\u003e \u003cp\u003e12,55\u0026thinsp;\u0026plusmn;\u0026thinsp;6,36\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003ep_p-value\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003eF:4,691\u003c/p\u003e \u003cp\u003e\u003cb\u003ep\u0026thinsp;=\u0026thinsp;0,003,c\u0026thinsp;\u0026gt;\u0026thinsp;a,b\u003c/b\u003e\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003eF:2,877\u003c/p\u003e \u003cp\u003ep\u0026thinsp;=\u0026thinsp;0,037\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003eF:2,064\u003c/p\u003e \u003cp\u003ep\u0026thinsp;=\u0026thinsp;0,106\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e \u003cp\u003eF:5,679\u003c/p\u003e \u003cp\u003e\u003cb\u003ep\u0026thinsp;=\u0026thinsp;0,001,c\u0026thinsp;\u0026gt;\u0026thinsp;a,b\u003c/b\u003e\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c7\"\u003e \u003cp\u003eF:1,725\u003c/p\u003e \u003cp\u003ep\u0026thinsp;=\u0026thinsp;0,163\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\" morerows=\"2\" rowspan=\"3\"\u003e \u003cp\u003eFeeling comfortable at workplace\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eYes\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e68,26\u0026thinsp;\u0026plusmn;\u0026thinsp;22,97\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e34,57\u0026thinsp;\u0026plusmn;\u0026thinsp;11,36\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e14,84\u0026thinsp;\u0026plusmn;\u0026thinsp;9,14\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e \u003cp\u003e7,96\u0026thinsp;\u0026plusmn;\u0026thinsp;4,74\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c7\"\u003e \u003cp\u003e10,87\u0026thinsp;\u0026plusmn;\u0026thinsp;6,22\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eNo\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e88,21\u0026thinsp;\u0026plusmn;\u0026thinsp;18,61\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e43,7\u0026thinsp;\u0026plusmn;\u0026thinsp;10,27\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e19,78\u0026thinsp;\u0026plusmn;\u0026thinsp;8,32\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e \u003cp\u003e9,67\u0026thinsp;\u0026plusmn;\u0026thinsp;4,5\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c7\"\u003e \u003cp\u003e15,05\u0026thinsp;\u0026plusmn;\u0026thinsp;5,68\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003ep_p-value\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003et:-7,256\u003c/p\u003e \u003cp\u003e\u003cb\u003ep\u0026thinsp;=\u0026thinsp;0,000\u003c/b\u003e\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003et:-6,44\u003c/p\u003e \u003cp\u003e\u003cb\u003ep\u0026thinsp;=\u0026thinsp;0,000\u003c/b\u003e\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003et:-4,31\u003c/p\u003e \u003cp\u003e\u003cb\u003ep\u0026thinsp;=\u0026thinsp;0,000\u003c/b\u003e\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e \u003cp\u003et:-2,821\u003c/p\u003e \u003cp\u003e\u003cb\u003ep\u0026thinsp;=\u0026thinsp;0,005\u003c/b\u003e\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c7\"\u003e \u003cp\u003et:-5,346\u003c/p\u003e \u003cp\u003e\u003cb\u003ep\u0026thinsp;=\u0026thinsp;0,000\u003c/b\u003e\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003c/tbody\u003e \u003c/colgroup\u003e \u003c/table\u003e\u003c/div\u003e \u003c/p\u003e \u003cp\u003eA highly significant difference was found between participants\u0026rsquo; affection for their current work unit and the total score of the NCPS \u003cb\u003e(p\u0026thinsp;=\u0026thinsp;0.000)\u003c/b\u003e, as well as for all subdimensions \u003cb\u003e(SB; p\u0026thinsp;=\u0026thinsp;0.001, OPPM; p\u0026thinsp;=\u0026thinsp;0.004\u003c/b\u003e, \u003cb\u003eDCI; p\u0026thinsp;=\u0026thinsp;0.001\u003c/b\u003e, \u003cb\u003eGRP; p\u0026thinsp;=\u0026thinsp;0.013)\u003c/b\u003e. The mean scores of participants who did not like their work unit were higher than those of participants who liked their work unit for both the total NCPS and all subdimensions (Table\u0026nbsp;\u003cspan refid=\"Tab3\" class=\"InternalRef\"\u003e3\u003c/span\u003e).\u003c/p\u003e \u003cp\u003eA highly significant difference was found between participants\u0026rsquo; work schedules and both the total score of the NCPS \u003cb\u003e(p\u0026thinsp;=\u0026thinsp;0.000)\u003c/b\u003e and the SB subdimension \u003cb\u003e(p\u0026thinsp;=\u0026thinsp;0.000)\u003c/b\u003e, whereas a statistically significant difference was observed in the OPPM subdimension \u003cb\u003e(p\u0026thinsp;=\u0026thinsp;0.026)\u003c/b\u003e. The mean scores of nurses working in shifts with night duties were higher than those of nurses working only in daytime shifts in the total NCPS and the OPPM subdimension. Similarly, in the SB subdimension, the mean scores of nurses working rotational or night shifts were higher than those of nurses working daytime shifts only (Table\u0026nbsp;\u003cspan refid=\"Tab3\" class=\"InternalRef\"\u003e3\u003c/span\u003e).\u003c/p\u003e \u003cp\u003eA highly significant difference was found between participants\u0026rsquo; weekly working hours and both the total score of the NCPS \u003cb\u003e(p\u0026thinsp;=\u0026thinsp;0.003)\u003c/b\u003e and the DCI subdimension \u003cb\u003e(p\u0026thinsp;=\u0026thinsp;0.001)\u003c/b\u003e. The mean scores of nurses working 51\u0026ndash;60 hours per week were higher than those of nurses working less than 40 hours and 40\u0026ndash;50 hours per week in both the total NCPS and the DCI subdimension (Table\u0026nbsp;\u003cspan refid=\"Tab3\" class=\"InternalRef\"\u003e3\u003c/span\u003e).\u003c/p\u003e \u003cp\u003eA highly significant difference was found between participants\u0026rsquo; sense of comfort in the workplace and both the total score of the NCPS \u003cb\u003e(p\u0026thinsp;=\u0026thinsp;0.000)\u003c/b\u003e and all its subdimensions \u003cb\u003e(SB, OPPM, GRP; p\u0026thinsp;=\u0026thinsp;0.000, DCI; p\u0026thinsp;=\u0026thinsp;0.005)\u003c/b\u003e. The mean scores of nurses who did not feel comfortable in their workplace were higher than those of nurses who felt comfortable in the workplace for both the total NCPS and all subdimensions (Table\u0026nbsp;\u003cspan refid=\"Tab3\" class=\"InternalRef\"\u003e3\u003c/span\u003e).\u003c/p\u003e \u003cp\u003eTable\u0026nbsp;\u003cspan refid=\"Tab3\" class=\"InternalRef\"\u003e3\u003c/span\u003e. \u003cem\u003eExamination of Scale Total and Subdimension Scores According to Participants\u0026rsquo; Working Environment Characteristics\u003c/em\u003e\u003c/p\u003e \u003cp\u003eWhen the participants\u0026rsquo; responses to the items of the Nursing Career Problems Scale (NCPS) were examined, the highest mean score was obtained for the item \u0026ldquo;I think night shifts cause difficulties in family life\u0026rdquo; (4.96\u0026thinsp;\u0026plusmn;\u0026thinsp;1.92). The second highest mean score was for \u0026ldquo;I feel that I work too much and feel exhausted\u0026rdquo; (4.81\u0026thinsp;\u0026plusmn;\u0026thinsp;2.09), followed by \u0026ldquo;I feel tired and weary when starting a new workday in the morning\u0026rdquo; (4.73\u0026thinsp;\u0026plusmn;\u0026thinsp;2.07). These items belong to the SB subdimension, indicating that nurses experienced career-related problems most intensely in this domain. The lowest mean score on the entire scale was for the item \u0026ldquo;I think I will not be able to adapt to changing technological developments\u0026rdquo; (1.96\u0026thinsp;\u0026plusmn;\u0026thinsp;1.62). The second lowest mean score was for \u0026ldquo;I think I do not have sufficient authority to fulfill my responsibilities,\u0026rdquo; and the third lowest was for \u0026ldquo;I think I am usually assigned simple tasks that do not require expertise\u0026rdquo; (Table\u0026nbsp;\u003cspan refid=\"Tab4\" class=\"InternalRef\"\u003e4\u003c/span\u003e).\u003c/p\u003e \u003cp\u003e \u003cdiv class=\"gridtable\"\u003e\u003ctable float=\"Yes\" id=\"Tab4\" border=\"1\"\u003e \u003ccaption language=\"En\"\u003e \u003cdiv class=\"CaptionNumber\"\u003eTable 4\u003c/div\u003e \u003cdiv class=\"CaptionContent\"\u003e \u003cp\u003eMean Scores of the Nursing Career Problems Scale Items\u003c/p\u003e \u003c/div\u003e \u003c/caption\u003e \u003ccolgroup cols=\"3\"\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c1\" colnum=\"1\"\u003e\u003c/div\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c2\" colnum=\"2\"\u003e\u003c/div\u003e \u003cdiv align=\"char\" char=\"\u0026plusmn;\" class=\"colspec\" colname=\"c3\" colnum=\"3\"\u003e\u003c/div\u003e \u003cthead\u003e \u003ctr\u003e \u003cth align=\"left\" colname=\"c1\"\u003e \u003cp\u003eItem No\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c2\"\u003e \u003cp\u003eNursing Career Problems Scale Items\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c3\"\u003e \u003cp\u003eMean.\u0026plusmn;SD\u003c/p\u003e \u003c/th\u003e \u003c/tr\u003e \u003c/thead\u003e \u003ctbody\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003e1\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eI feel that I have started to become indifferent and unresponsive to the people I provide care for.\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\"\u0026plusmn;\" colname=\"c3\"\u003e \u003cp\u003e3,92\u0026thinsp;\u003cb\u003e\u0026plusmn;\u003c/b\u003e\u0026thinsp;2,05\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003e2\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eI feel tired and weary when starting a new workday in the morning.\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\"\u0026plusmn;\" colname=\"c3\"\u003e \u003cp\u003e\u003cb\u003e4,73\u0026thinsp;\u0026plusmn;\u0026thinsp;2,07\u003c/b\u003e\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003e3\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eI feel that I work too much and feel exhausted.\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\"\u0026plusmn;\" colname=\"c3\"\u003e \u003cp\u003e\u003cb\u003e4,81\u0026thinsp;\u0026plusmn;\u0026thinsp;2,09\u003c/b\u003e\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003e4\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eI sometimes consider leaving my job because I cannot spend enough time with my family.\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\"\u0026plusmn;\" colname=\"c3\"\u003e \u003cp\u003e3,89\u0026thinsp;\u003cb\u003e\u0026plusmn;\u003c/b\u003e\u0026thinsp;2,03\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003e5\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eI think night shifts cause difficulties in family life.\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\"\u0026plusmn;\" colname=\"c3\"\u003e \u003cp\u003e\u003cb\u003e4,96\u0026thinsp;\u0026plusmn;\u0026thinsp;1,92\u003c/b\u003e\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003e6\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eWork-related issues occupy my mind even outside working hours.\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\"\u0026plusmn;\" colname=\"c3\"\u003e \u003cp\u003e3,83\u0026thinsp;\u003cb\u003e\u0026plusmn;\u003c/b\u003e\u0026thinsp;2,07\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003e7\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eBecause of my heavy workload, I have to perform my tasks at a lower quality than possible.\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\"\u0026plusmn;\" colname=\"c3\"\u003e \u003cp\u003e4,33\u0026thinsp;\u003cb\u003e\u0026plusmn;\u003c/b\u003e\u0026thinsp;2,08\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003e8\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eMy family life and work life conflict with each other.\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\"\u0026plusmn;\" colname=\"c3\"\u003e \u003cp\u003e4,18\u0026thinsp;\u003cb\u003e\u0026plusmn;\u003c/b\u003e\u0026thinsp;1,94\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003e9\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eI believe my workload is too heavy to be completed in a normal workday.\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\"\u0026plusmn;\" colname=\"c3\"\u003e \u003cp\u003e4,63\u0026thinsp;\u003cb\u003e\u0026plusmn;\u003c/b\u003e\u0026thinsp;1,96\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003e10\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eI feel as if I am treated as if I do not exist in the work environment.\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\"\u0026plusmn;\" colname=\"c3\"\u003e \u003cp\u003e2,38\u0026thinsp;\u003cb\u003e\u0026plusmn;\u003c/b\u003e\u0026thinsp;1,79\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003e11\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eI think I am usually assigned simple tasks that do not require expertise.\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\"\u0026plusmn;\" colname=\"c3\"\u003e \u003cp\u003e\u003cb\u003e2,26\u0026thinsp;\u0026plusmn;\u0026thinsp;1,76\u003c/b\u003e\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003e12\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eI believe that my career development is being deliberately obstructed.\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\"\u0026plusmn;\" colname=\"c3\"\u003e \u003cp\u003e2,42\u0026thinsp;\u0026plusmn;\u0026thinsp;1,77\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003e13\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eI feel that excuses are sought to reprimand me in the workplace.\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\"\u0026plusmn;\" colname=\"c3\"\u003e \u003cp\u003e2,57\u0026thinsp;\u003cb\u003e\u0026plusmn;\u003c/b\u003e\u0026thinsp;1,88\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003e14\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eI am exposed to verbal or physical harassment.\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\"\u0026plusmn;\" colname=\"c3\"\u003e \u003cp\u003e2,77\u0026thinsp;\u003cb\u003e\u0026plusmn;\u003c/b\u003e\u0026thinsp;2,05\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003e15\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eI believe I do not have sufficient authority to fulfill my responsibilities.\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\"\u0026plusmn;\" colname=\"c3\"\u003e \u003cp\u003e\u003cb\u003e2,19\u0026thinsp;\u0026plusmn;\u0026thinsp;1,77\u003c/b\u003e\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003e16\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eI think that my training, attitude, and personality do not match the institution I work for.\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\"\u0026plusmn;\" colname=\"c3\"\u003e \u003cp\u003e2,81\u0026thinsp;\u003cb\u003e\u0026plusmn;\u003c/b\u003e\u0026thinsp;1,95\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003e17\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eI believe having multiple specialties makes it difficult to focus on one area.\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\"\u0026plusmn;\" colname=\"c3\"\u003e \u003cp\u003e3,09\u0026thinsp;\u003cb\u003e\u0026plusmn;\u003c/b\u003e\u0026thinsp;1,83\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003e18\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eI believe having multiple specialties may lead to career failure.\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\"\u0026plusmn;\" colname=\"c3\"\u003e \u003cp\u003e2,88\u0026thinsp;\u003cb\u003e\u0026plusmn;\u003c/b\u003e\u0026thinsp;1,73\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003e19\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eI think having careers in multiple areas simultaneously hinders specialization.\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\"\u0026plusmn;\" colname=\"c3\"\u003e \u003cp\u003e2,88\u0026thinsp;\u003cb\u003e\u0026plusmn;\u003c/b\u003e\u0026thinsp;1,79\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003e20\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eI believe holding a senior position is more difficult for women than for men.\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\"\u0026plusmn;\" colname=\"c3\"\u003e \u003cp\u003e3,15\u0026thinsp;\u003cb\u003e\u0026plusmn;\u003c/b\u003e\u0026thinsp;2,16\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003e21\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eI think I must make too many compromises to reach senior positions.\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\"\u0026plusmn;\" colname=\"c3\"\u003e \u003cp\u003e4,60\u0026thinsp;\u003cb\u003e\u0026plusmn;\u003c/b\u003e\u0026thinsp;2,35\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003e22\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eI believe gender is a determining factor for attaining senior positions.\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\"\u0026plusmn;\" colname=\"c3\"\u003e \u003cp\u003e3,33\u0026thinsp;\u003cb\u003e\u0026plusmn;\u003c/b\u003e\u0026thinsp;2,19\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003e23\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eI think I will not be able to adapt to changing technological developments.\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\"\u0026plusmn;\" colname=\"c3\"\u003e \u003cp\u003e\u003cb\u003e1,96\u0026thinsp;\u0026plusmn;\u0026thinsp;1,62\u003c/b\u003e\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003c/tbody\u003e \u003c/colgroup\u003e \u003c/table\u003e\u003c/div\u003e \u003c/p\u003e \u003cp\u003eTable\u0026nbsp;\u003cspan refid=\"Tab4\" class=\"InternalRef\"\u003e4\u003c/span\u003e. \u003cem\u003eMean Scores of the Nursing Career Problems Scale Items\u003c/em\u003e\u003c/p\u003e"},{"header":"DİSCUSSİON","content":"\u003cp\u003eIn this study, examining the career-related problems of nurses in relation to their working conditions, it was found that nurses experienced high levels of career problems. Furthermore, career-related problems were found to be associated with variables such as the voluntary selection of the unit in which they work, their working schedule, whether they like their unit, weekly working hours, and feeling comfortable at the workplace.\u003c/p\u003e \u003cp\u003eA significant difference was found between nurses\u0026rsquo; voluntary selection of their working unit and the SB subdimension. The findings indicate that nurses who chose their unit voluntarily had lower levels of stress and burnout than did those who did not. Similar results have been reported in the literature. Taycan et al. reported that nurses who selected their unit according to their own preferences experienced lower emotional exhaustion than those who did not [\u003cspan citationid=\"CR9\" class=\"CitationRef\"\u003e9\u003c/span\u003e]. Kebap\u0026ccedil;ı and Akyolcu, in their study of nurses working in the emergency department, reported that nurses who did not choose their unit voluntarily had higher levels of emotional exhaustion and depersonalization [\u003cspan citationid=\"CR10\" class=\"CitationRef\"\u003e10\u003c/span\u003e]. \u0026Ouml;zcanarslan and \u0026Ouml;ren reported that nurses who were dissatisfied with their working environment experienced higher levels of burnout [\u003cspan citationid=\"CR11\" class=\"CitationRef\"\u003e11\u003c/span\u003e]. In the studies conducted by S\u0026ouml;y\u0026uuml;k and Kurtuluş, nurses working in the emergency department by their own choice had lower burnout levels and higher job satisfaction [\u003cspan citationid=\"CR12\" class=\"CitationRef\"\u003e12\u003c/span\u003e]. Similarly, \u0026Ccedil;am et al. reported that nurses who voluntarily chose their unit experienced lower work-related stress [\u003cspan citationid=\"CR13\" class=\"CitationRef\"\u003e13\u003c/span\u003e]. In light of these findings, it is highly important that nurse managers consider nurses\u0026rsquo; preferences and requests when assigning them to specific units, as this plays a critical role in preventing stress and burnout among nurses.\u003c/p\u003e \u003cp\u003eIn this study, a statistically significant difference was found between nurses\u0026rsquo; liking of their working unit and the total scale score as well as all subdimensions. According to the findings, nurses who did not like their unit experienced higher levels of stress and burnout, organizational pressure and professional mismatch, gender-related problems, and dual-career issues. Previous studies have reported that working in an undesirable unit can lead to job dissatisfaction, causing anxiety that may result in fatigue, irritability, and even problems affecting family life [\u003cspan citationid=\"CR12\" class=\"CitationRef\"\u003e12\u003c/span\u003e, \u003cspan citationid=\"CR14\" class=\"CitationRef\"\u003e14\u003c/span\u003e]. Maslach and Leiter emphasized that individuals who emotionally detach from their work experience more intense burnout [\u003cspan citationid=\"CR15\" class=\"CitationRef\"\u003e15\u003c/span\u003e]. It is therefore not surprising that nurses who do not like their unit experience all aspects of career-related problems. Individuals cannot be motivated in an undesired work environment and are unable to contribute adequately to their tasks. Being satisfied with their working unit significantly enhances nurses\u0026rsquo; motivation and job satisfaction [\u003cspan citationid=\"CR16\" class=\"CitationRef\"\u003e16\u003c/span\u003e].\u003c/p\u003e \u003cp\u003eAccording to the study results, nurses working in shifts and on-call schedules experienced higher levels of stress and burnout than did those working only during daytime hours, and they also reported more intense organizational pressure and professional mismatch problems. Shift work disrupts biological rhythms, causes disturbances in sleep patterns, and limits social life, thereby increasing stress levels, which can lead to long-term burnout. Similar results have been reported in the literature. Ko\u0026ccedil;aşlı et al. identified overtime and shift work as among the primary reasons nurses leave their institutions [\u003cspan citationid=\"CR17\" class=\"CitationRef\"\u003e17\u003c/span\u003e]. \u0026Ccedil;alık et al. reported that shift and on-call work contributes to social isolation, making it difficult for individuals to maintain family and social roles [\u003cspan citationid=\"CR18\" class=\"CitationRef\"\u003e18\u003c/span\u003e]. Ardekani et al. reported that individuals working shifts and on-call schedules are more likely to experience anxiety, restlessness, and depression [\u003cspan citationid=\"CR19\" class=\"CitationRef\"\u003e19\u003c/span\u003e]. Similarly, Maslach and Leiter emphasized that irregular working hours are among the most important factors contributing to burnout [\u003cspan citationid=\"CR15\" class=\"CitationRef\"\u003e15\u003c/span\u003e]. Therefore, shift and on-call work can lead to both personal and professional problems for nurses.\u003c/p\u003e \u003cp\u003eAccording to the study findings, nurses with longer weekly working hours had higher total scale scores, indicating that this group experienced greater levels of stress, burnout, and dual-career-related issues. Long working hours are thought to negatively affect nurses\u0026rsquo; physical and mental health, create conflicts with nonwork roles (such as family, parenting, and social life), and disrupt work-life balance. This situation reduces professional satisfaction and increases the risk of burnout among nurses. G\u0026uuml;n\u0026uuml;şen and \u0026Uuml;st\u0026uuml;n reported that long working hours lead to burnout in nurses [\u003cspan citationid=\"CR20\" class=\"CitationRef\"\u003e20\u003c/span\u003e]. Additionally, Maslach and Leiter emphasized that excessive workload due to extended working hours is one of the main factors contributing to burnout and that limiting working hours is critically important for maintaining a sustainable workforce [\u003cspan citationid=\"CR15\" class=\"CitationRef\"\u003e15\u003c/span\u003e].\u003c/p\u003e \u003cp\u003eIn this study, nurses who did not feel comfortable in the workplace had higher total scale scores, and this group experienced greater levels of stress, burnout, organizational pressure, professional discord, dual-career issues, and gender-related problems. Previous studies support these findings. Tan et al. reported that unhealthy work environments negatively affect nurses\u0026rsquo; physical and psychological health, interpersonal relationships in the workplace, and ability to perform professional duties [\u003cspan citationid=\"CR21\" class=\"CitationRef\"\u003e21\u003c/span\u003e]. Nehir and G\u0026uuml;ng\u0026ouml;r reported that 49.5% of nurses needed psychosocial support in the workplace and noted that nurses with high anxiety levels were particularly in need of such support [\u003cspan citationid=\"CR22\" class=\"CitationRef\"\u003e22\u003c/span\u003e]. Stress and burnout arising from discomfort in the workplace may increase the need for psychosocial support among nurses. According to a study by Consiglio et al., strengthening interpersonal relationships at the clinical level and fostering team spirit play important roles in preventing stress and burnout among nurses [\u003cspan citationid=\"CR23\" class=\"CitationRef\"\u003e23\u003c/span\u003e].\u003c/p\u003e"},{"header":"CONCLUSİON","content":"\u003cp\u003eThis study revealed that nurses experience a high level of career-related problems, and that there are significant relationships between nurses\u0026rsquo; career issues and factors such as their choice of work unit, level of satisfaction with their unit, working patterns, weekly working hours, and sense of comfort in the workplace. It was also determined that nurses experience higher levels of stress and burnout due to their working conditions. In line with these findings, it is recommended that nurse managers consider nurses\u0026rsquo; preferences when assigning them to specific units to reduce career-related difficulties. Work schedules should be reorganized by ensuring adequate staffing to decrease weekly working hours. Furthermore, regular employee satisfaction surveys and face-to-face interviews should be conducted to identify existing problems and develop strategies to increase nurses\u0026rsquo; comfort and well-being in the workplace.\u003c/p\u003e"},{"header":"Declarations","content":"\u003cp\u003e\u003cstrong\u003e(1)Utkucan \u0026Ccedil;AKIR (Corresponding Author),\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003ePhD Student, RN, Department of Nursing Management, Institute of Health Sciences, \u0026Ccedil;ukurova University, Adana, Turkey.\u003c/p\u003e\n\u003cp\u003eE-mail: [email protected]\u003c/p\u003e\n\u003cp\u003eOrcid ID: 0000-0001-5633-7663\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003e(2)Serap TORUN,\u0026nbsp;\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eAssociate Professor, Department of Nursing Management, Faculty of Health Sciences, \u0026Ccedil;ukurova University, Adana, Turkey.\u003c/p\u003e\n\u003cp\u003eE-mail: [email protected]\u003c/p\u003e\n\u003cp\u003eOrcid ID: 0000-0002-1651-2735\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eData availability\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eThe datasets used during the current study were available from the corresponding author on reasonable request.\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eAcknowledgements\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eThe authors thank all the nurses who participated in the study.\u0026nbsp;\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eFunding\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eNo financial support was received for this study.\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eAuthor Contribution\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eU\u0026Ccedil; conceptualization; U\u0026Ccedil;, methodology; U\u0026Ccedil;, formal analysis; U\u0026Ccedil;, investigation; U\u0026Ccedil;, writing-original draft preparation; ST, U\u0026Ccedil;, writing-review and editing; ST, U\u0026Ccedil;, supervision. All authors have read and approved the final manuscript.\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eCorresponding Author\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eCorrespondence to Utkucan \u0026Ccedil;akır ([email protected])\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eConflict of Interest\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eNo conflict of interest has been declared between the authors.\u0026nbsp;\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eEthical approval\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eEthics committee approval was obtained from the Ethics committee of \u0026Ccedil;ukurova University (Date: 2 April 2021 No: 110/20). This descriptive study was conducted with a sample of 223 nurses working in a state hospital. The research was conducted in accordance with the ethical principles outlined in the Declaration of Helsinki (https://www.wma.net/policies-post/wma-declaration-of-helsinki/ ). Before the interviews, the purpose of the study was explained to the participants and their consent was obtained for recording. It was stated that the recordings would be used only for scientific purposes and the identities of the participants would be kept confidential. The study was reported in accordance with the Consolidated Criteria for Reporting Qualitative Research (COREQ) guidelines.\u003c/p\u003e"},{"header":"References","content":"\u003col\u003e\n\u003cli\u003eOldland E, Botti M, Hutchinson AM, Redley B. A framework of nurses\u0026rsquo; responsibilities for quality healthcare\u0026mdash;Exploration of content validity. Collegian. 2020;27(2):150\u0026ndash;163. https://doi.org/10.1016/j.colegn.2019.07.007\u003c/li\u003e\n\u003cli\u003eBulut A, \u0026Ouml;zdemir BN. The relationship between perceived career barriers and job satisfaction among nurses. Ordu University Journal of Nursing Studies. 2024;7(2):399\u0026ndash;414. https://doi.org/10.38108/ouhcd.1263454\u003c/li\u003e\n\u003cli\u003eKotan G, \u0026Ouml;zcan A. The relationship between job stress and professional commitment levels among nurses. Abant Journal of Health Sciences and Technologies. 2024;4(3):97\u0026ndash;106.\u003c/li\u003e\n\u003cli\u003eG\u0026uuml;ven ŞD. Nursing and professional identity. Cappadocia Journal of Health Sciences. 2023;1(2):85\u0026ndash;97. https://doi.org/10.58241/ksbd.9\u003c/li\u003e\n\u003cli\u003eTorun S, Bilgin O, Fırat S, Erk MA. Evaluation of health sciences faculty students\u0026rsquo; attitudes toward career planning. Health Academy Kastamonu. 2020;5(3):195\u0026ndash;208. https://doi.org/10.25279/sak.618725\u003c/li\u003e\n\u003cli\u003eKaratepe HK, Karaman M. The mediating role of quality of work life in the effect of burnout on nurses\u0026rsquo; turnover intention. Sel\u0026ccedil;uk Journal of Health. 2023;4(3):406\u0026ndash;419.\u003c/li\u003e\n\u003cli\u003eYılmazer Y\u0026Ccedil;, Buldukoğlu K. Examination of nurses\u0026rsquo; professional satisfaction, burnout, and compassion fatigue levels: A university hospital example. Hacettepe University Faculty of Nursing Journal. 2021;8(2):144\u0026ndash;150. https://doi.org/10.31125/hunhemsire.966330\u003c/li\u003e\n\u003cli\u003e\u0026Ccedil;avmak D, Atalay E, S\u0026ouml;yler S. Hemşirelikte kariyer sorunları: Bir \u0026ouml;l\u0026ccedil;ek geliştirme \u0026ccedil;alışması. J Bus Res Turk. 2019;11(3):1897-1910. doi:10.20491/isarder.2019.713 \u003c/li\u003e\n\u003cli\u003eTaycan O, Kutlu L, \u0026Ccedil;imen S, Aydın N. The relationship between sociodemographic characteristics and depression and burnout levels among nurses working in a university hospital. Anadolu Journal of Psychiatry. 2006;7(2):100\u0026ndash;108.\u003c/li\u003e\n\u003cli\u003eKebap\u0026ccedil;ı A, Akyolcu N. The effect of the working environment on burnout levels among nurses working in emergency units. Turkish Journal of Emergency Medicine. 2011;11(2):59\u0026ndash;67.\u003c/li\u003e\n\u003cli\u003e\u0026Ouml;zcanarslan F, \u0026Ouml;ren B. Burnout syndrome among nurses working in intensive care units: The case of Adana province. Aydın Journal of Health. 2020;6(3):298\u0026ndash;313.\u003c/li\u003e\n\u003cli\u003eS\u0026ouml;y\u0026uuml;k S, Kurtuluş S. Evaluation of problems experienced in emergency departments from the perspective of staff. G\u0026uuml;m\u0026uuml;şhane University Journal of Health Sciences. 2017;6(4):44\u0026ndash;56.\u003c/li\u003e\n\u003cli\u003e\u0026Ccedil;am R, Gezer N, Boyacıoğlu N, \u0026Ouml;zt\u0026uuml;rk MH. Identification of stressors among operating room nurses. Journal of Nursing Science. 2020;3(3):14\u0026ndash;21.\u003c/li\u003e\n\u003cli\u003eYeşiltaş A, G\u0026uuml;l İ. Units preferred by nurses for work and the reasons for their preferences. Mehmet Akif Ersoy University Journal of Health Sciences Institute. 2016;4(2):74\u0026ndash;87.\u003c/li\u003e\n\u003cli\u003eMaslach C, Leiter MP. Understanding the burnout experience: Recent research and its implications for psychiatry. World Psychiatry. 2016;15(2):103\u0026ndash;111. https://doi.org/10.1002/wps.20311\u003c/li\u003e\n\u003cli\u003eCamcı G, Kavuran E. Determination of the relationship between nurses\u0026rsquo; job stress, burnout levels, and professional and life satisfaction levels. Anatolian Journal of Nursing and Health Sciences. 2021;24(2):274\u0026ndash;283. doi:10.17049/ataunihem.930846\u003c/li\u003e\n\u003cli\u003eKo\u0026ccedil;aşlı S, Aktaş D, Avcı K. Examination of nurses\u0026rsquo; reasons for wanting to leave the institution in an educational research hospital. HEAD. 2017;14(2):127\u0026ndash;130.\u003c/li\u003e\n\u003cli\u003e\u0026Ccedil;alık KY, Aktaş S, Bulut HK, Anahar E\u0026Ouml;. The effect of shift and rotational work schedules on nurses. Journal of Health Sciences and Professions. 2015;2(1):33\u0026ndash;45.\u003c/li\u003e\n\u003cli\u003eArdekani ZZ, Kakooei H, Ayattollahi SM, Choobineh A, Seraji GN. Prevalence of mental disorders among shift work hospital nurses in Shiraz, Iran. Pakistan Journal of Biological Sciences. 2008;11:1605\u0026ndash;1609.\u003c/li\u003e\n\u003cli\u003eG\u0026uuml;n\u0026uuml;şen N, \u0026Uuml;st\u0026uuml;n B. Burnout among nurses and physicians working in secondary healthcare services in Turkey: A literature review. Dokuz Eyl\u0026uuml;l University School of Nursing Electronic Journal. 2010;3:40\u0026ndash;51.\u003c/li\u003e\n\u003cli\u003eTan M, Polat H, Şahin ZA. Evaluation of nurses\u0026rsquo; perceptions of their working environments. Journal of Performance and Quality in Health. 2012;4(2):67\u0026ndash;78.\u003c/li\u003e\n\u003cli\u003eNehir S, G\u0026uuml;ng\u0026ouml;r N. Examination of nurses\u0026rsquo; psychosocial problems and coping styles with stress. Celal Bayar University Journal of Health Sciences Institute. 2019;6(3):174\u0026ndash;181.\u003c/li\u003e\n\u003cli\u003eConsiglio C, Borgogni L, Vecchione M, Maslach C. Self-efficacy, perceptions of context, and burnout: A multilevel study on nurses. La Medicina del Lavoro. 2014;105(4):255\u0026ndash;268. https://doi.org/10.23749/mdl.v105i4.3112\u003c/li\u003e\n\n\u003c/ol\u003e"}],"fulltextSource":"","fullText":"","funders":[],"hasAdminPriorityOnWorkflow":false,"hasManuscriptDocX":true,"hasOptedInToPreprint":true,"hasPassedJournalQc":"","hasAnyPriority":false,"hideJournal":false,"highlight":"","institution":"","isAcceptedByJournal":false,"isAuthorSuppliedPdf":false,"isDeskRejected":"","isHiddenFromSearch":false,"isInQc":false,"isInWorkflow":false,"isPdf":false,"isPdfUpToDate":true,"isWithdrawnOrRetracted":false,"journal":{"display":true,"email":"[email protected]","identity":"bmc-nursing","isNatureJournal":false,"hasQc":true,"allowDirectSubmit":false,"externalIdentity":"nurs","sideBox":"Learn more about [BMC Nursing](http://bmcnurs.biomedcentral.com/)","snPcode":"","submissionUrl":"https://www.editorialmanager.com/nurs/default.aspx","title":"BMC Nursing","twitterHandle":"@BMC_series","acdcEnabled":true,"dfaEnabled":false,"editorialSystem":"em","reportingPortfolio":"BMC Series","inReviewEnabled":true,"inReviewRevisionsEnabled":true},"keywords":"Nursing, career, career problems, working conditions","lastPublishedDoi":"10.21203/rs.3.rs-8026923/v1","lastPublishedDoiUrl":"https://doi.org/10.21203/rs.3.rs-8026923/v1","license":{"name":"CC BY 4.0","url":"https://creativecommons.org/licenses/by/4.0/"},"manuscriptAbstract":"\u003cp\u003e\u003cstrong\u003eBackground\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eWorking conditions play a crucial role in both the personal and professional development of nurses. Challenging work hours, shift schedules, heavy workloads, and organizational pressures can negatively affect nurses’ job satisfaction, motivation, and career advancement. However, studies examining the relationships between individual and organizational factors—such as nurses’ preferences for their work unit, working hours, work patterns, and willingness in unit selection—and career-related problems remain limited. Therefore, this study aimed to investigate the career problems experienced by nurses in relation to their working conditions and to identify how these issues vary according to different workplace variables.\u003cstrong\u003e \u003c/strong\u003eThe aim of this study was to examine the career-related problems associated with the working conditions of nurses.\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eMethod\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eData were collected via a \u003cem\u003ePersonal Information Form\u003c/em\u003eand \u003cem\u003eNursing Career Problems Scale\u003c/em\u003e. Statistical analyses were performed via SPSS 25.0 software. Categorical variables are summarized as frequencies and percentages, whereas continuous variables are summarized as the means, standard deviations, and minimum–maximum values. After the distribution of the data was checked, independent \u003cem\u003et\u003c/em\u003e-tests were used for comparisons between two groups, and ANOVA with the Tukey HSD post-hoc test was used for comparisons among more than two groups. A significance level of \u003cem\u003ep\u003c/em\u003e\u0026lt;0.05 was considered statistically significant.\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eResults\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eAmong the nurses who participated in the study, 77.3% were female, 52.8% were single, and 38.2% had 0–5 years of professional experience. In addition, 70% reported that they had willingly chosen their current unit, and 79% stated that they liked the unit in which they worked. The mean total score of the scale was 78.54 ± 23.07; the mean score for the \u003cem\u003estress and burnout\u003c/em\u003e subdimension was 39.27 ± 11.72; for the \u003cem\u003eorganizational pressure and professional mismatch\u003c/em\u003e subdimension, 17.39 ± 9.05; for the \u003cem\u003edual career problem\u003c/em\u003e subdimension, 8.84 ± 4.69; and for the \u003cem\u003egender-related career problems\u003c/em\u003e subdimension, it was 13.02 ± 6.29. All subdimensions, except for the total scale and the \u003cem\u003estress and burnout\u003c/em\u003e subdimension, were below the moderate level, whereas the \u003cem\u003estress and burnout\u003c/em\u003e subdimension was above the moderate level. The Cronbach’s alpha coefficient of the scale in this study was 0.893.\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eConclusion\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eThis study examined the career problems experienced by nurses in relation to their working conditions and revealed that nurses encounter various career-related issues under different working circumstances. Nurses experiences of career problems varied depending on whether they had chosen their unit willingly, their level of satisfaction with their unit, their work pattern, their working hours, and whether they felt comfortable in the workplace.\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eClinical trial \u003c/strong\u003enumbers\u003cstrong\u003e \u003c/strong\u003enot applicaple.\u003c/p\u003e","manuscriptTitle":"Examination of Career Problems Related to Nurse Working Conditions","msid":"","msnumber":"","nonDraftVersions":[{"code":1,"date":"2025-12-19 19:10:21","doi":"10.21203/rs.3.rs-8026923/v1","editorialEvents":[{"type":"communityComments","content":0},{"type":"editorInvitedReview","content":"","date":"2025-12-29T19:51:11+00:00","index":"hide","fulltext":""},{"type":"reviewerAgreed","content":"96289206550232327105031742275624709805","date":"2025-12-24T19:14:58+00:00","index":"hide","fulltext":""},{"type":"reviewerAgreed","content":"263540068758710054926372252702435012871","date":"2025-12-19T07:09:57+00:00","index":"hide","fulltext":""},{"type":"reviewersInvited","content":"","date":"2025-12-17T06:55:04+00:00","index":"","fulltext":""},{"type":"editorAssigned","content":"","date":"2025-12-08T21:50:24+00:00","index":"","fulltext":""},{"type":"editorInvited","content":"","date":"2025-11-17T09:01:58+00:00","index":"","fulltext":""},{"type":"checksComplete","content":"","date":"2025-11-16T18:57:48+00:00","index":"","fulltext":""},{"type":"submitted","content":"BMC Nursing","date":"2025-11-16T18:54:36+00:00","index":"","fulltext":""}],"status":"published","journal":{"display":true,"email":"[email protected]","identity":"bmc-nursing","isNatureJournal":false,"hasQc":true,"allowDirectSubmit":false,"externalIdentity":"nurs","sideBox":"Learn more about [BMC Nursing](http://bmcnurs.biomedcentral.com/)","snPcode":"","submissionUrl":"https://www.editorialmanager.com/nurs/default.aspx","title":"BMC Nursing","twitterHandle":"@BMC_series","acdcEnabled":true,"dfaEnabled":false,"editorialSystem":"em","reportingPortfolio":"BMC Series","inReviewEnabled":true,"inReviewRevisionsEnabled":true}}],"origin":"","ownerIdentity":"88bb76ce-e0b7-4f4c-b501-0ab9807fa70e","owner":[],"postedDate":"December 19th, 2025","published":true,"recentEditorialEvents":[],"rejectedJournal":[],"revision":"","amendment":"","status":"under-review","subjectAreas":[],"tags":[],"updatedAt":"2025-12-19T19:10:21+00:00","versionOfRecord":[],"versionCreatedAt":"2025-12-19 19:10:21","video":"","vorDoi":"","vorDoiUrl":"","workflowStages":[]},"version":"v1","identity":"rs-8026923","journalConfig":"researchsquare"},"__N_SSP":true},"page":"/article/[identity]/[[...version]]","query":{"redirect":"/article/rs-8026923","identity":"rs-8026923","version":["v1"]},"buildId":"8U1c8b4HqxoKbykW_rLl7","isFallback":false,"isExperimentalCompile":false,"dynamicIds":[84888],"gssp":true,"scriptLoader":[]}