الفهرس 
Introduction and Review of LiteratureOnly 14 pages are availabe for public view
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Abstract
Nursing staff is considered the main driver of the wheel who gives spirit and fulfills the goals of hospital. They often begin their careers with hope and expectation of reaching the highest level of progress, achieving power, and highest responsibilities. When the opportunities to path the job progress and the possibility of climbing the ladder of success be restricted and reduced nursing staff become depressed and plateaued.(103) Plateaued nursing staff attempt to decrease their level of performance and job satisfaction. This will lead to loss of experienced nursing staff with high knowledge, and skills. Following strategies such as defense, reevaluation, and transition could help nursing staff to overcome their plateauing reducing its negative impact and become satisfied on their job.(42, 104) The aim of the present study was to assess nursing staff perspective regarding career plateau management strategies and its relation to job satisfaction. The study was conducted at Tanta University Main, Emergency, and International Teaching Hospitals. The sample consisted of a representative sample of baccalaureate nursing staff who have more than three years of experience in the above-mentioned setting (N= 263). from Main Hospital (n=139), International Teaching Hospital (n=110), and Emergency Hospital (n=14). Two tools were used to collect the data: Nurses’ career plateau management structured questionnaire contained three parts: (I) demographic data and (II) Career plateau assessment consisted of 25 items it included 4 subscales, 7 items cover structural plateauing, 13 items cover content plateauing, and 5 items cover professional plateauing. Part (III) Career plateau management strategies structured questionnaire consisted of 21 items which include 3 subscales, 7 items cover defense Strategy, 7 items cover reevaluation Strategy, and 7 items cover transition Strategy. Nursing staff job satisfaction structured questionnaire, consisted of 30 items of 9 subscales, 3 items cover the payment, 3 items cover the promotion, 5 items cover the supervision, 3 items cover the benefits, 4 items cover the rewards, 3 items cover the condition of work, 3 items cover the coworkers, 3 items cover the nature of work, and 3 items cover the communication. Main results of the study: - More than half (56.3%, and 52.9%,) of nursing staff were fall in the age group 30-< 35 with mean age 30.30 ± 2.68 and working in the main hospital respectively. Majority (87.5% and 85.2% ) of nursing staff were female and married respectively. Two thirds (65.4%) of them had from 5-<10 years of experience in their current position with mean years 0.56 ± 1.09 duration since last promotion. More than three quarters (76.4%) of them had bachelor’s degrees in nursing and the majority (79.8%) of them didn’t change their job responsibilities in past three years. - Around two thirds (63%) of nursing staff had moderate and high levels of career plateau, around two thirds (65.0%) of them had moderate double plateau. More than two fifths (46.4% and 43.0%) of them had moderate content and structural plateau respectively. While more than two fifths (41.1%) of them had low professional plateau. - Regarding structural plateau, majority (91.6%) of nursing staff agreed that upward movement opportunities are limited in their units, more than half (70.0%, and 56.7%) of them agreed chances for high administrative position are blocked and they accept extra work to improve their promotion chances respectively. Around half (49.8%) of nursing staff agreed that they had no expectation for higher movement. While more than half (53.2%) of them little agreed that they expect to obtain higher job title in hospital. - According to content plateau, high percent (73.8%, 71.5% and 71.1%) of nursing staff agreed they were dedicated on their job, had routine tasks with low diversity and accomplish their job. While around three fifths (60.1% and 58.9%) of them agreed that they were satisfied with their job as a nurse and find no more challenges in their jobs respectively. More than half (50.2%) of nursing staff assist in tasks not in their job description. - Regarding professional plateau, more than half (55.9%) of nursing staff disagreed their current job provides opportunities for them to update their profession. Around half (49.8%) of them disagreed their current job provides opportunities to participate in decision making. More than two fifths (45.2% and 40.7%) of them little agreed about the provided opportunities for learning new things and utilizing technology to face challenges respectively. - More than half (55.5% and 53.2%) of them had high defense, moderate reevaluation management strategy respectively. While more than half (53.2%) of them had low transition management strategy. - Regarding defense strategy, high percent (79.5%, 76.8%, and 73.0%) of nursing staff agreed that they seek to increase their knowledge, invest in relationship, and build a network, and adhere to workplace policy of performance respectively. Followed by more than three fifths (63.9%, 63.5%, and 62.7%) of them agreed that they refuse responsibility more than their abilities, seek additional tasks to improve their practice and follow external professional events and training respectively. - In reevaluation strategy more than two thirds (74.5% and 66.5%) of nursing staff agreed that they revise their goals within 3-5 years ago and helping their supervisor to perform their duties respectively. More than one third (41.1% and 38.4%) of them agreed that their personal life didn’t allow for more responsibility, and they deal with work as a way for gaining money respectively. - According to transition strategy, high percent (85.2% and 72.6%) of nursing staff agreed that they seek to change the department and to work with another supervisor respectively. More than half (68.1%, and 52.1%) of them agreed that they train new nursing staff engaged in the unit and shake off any negative feeling or lack of confidence respectively. - The majority (82%) of nursing staff were unsatisfied about their job and only 18% satisfied about their job. - Almost all (97.7%, and 92.0%) of nursing staff were unsatisfied about benefit and their pay. High percent (87.8%, 73.8% and 71.9%) were unsatisfied for their promotion, communication, and reward respectively. More than half (58.2%, and 53.2%) of them were unsatisfied about their work condition and supervisors respectively. While more than eighty percent (84.4%) were satisfied about their co-workers and around two- thirds (63.9%) of them were satisfied about the nature of work. - There was a statistical significant negative correlation between total nursing staff perception of career plateau and their total job satisfaction at p. value ≤0.05. - There was statistical significant positive correlation between total nursing staff job satisfaction and total strategies of career plateau management at p. value ≤0.05. - There was significant relation between nursing staff career plateau and their characteristic data except the type of hospital, age, sex and changing job and responsibility in past three years. - There was significant relation between total nursing staff job satisfaction and their characteristic data except type of hospital, marital status and years in the current position.