Analysis of Career Competency Development Needs and Priorities by Position among General Hospital Nurses

Purpose: This study aimed to identify position-specific career competency development needs among clinical nurses in general hospitals. Methods: This descriptive survey included 184 nurses, comprising 98 staff nurses and 86 nurse managers. Participants rated the perceived importance of, and their self-rated performance in, each career competency. Data were analyzed using descriptive statistics, the independent t-test, importance–performance analysis, Borich’s needs assessment model, and the Locus for Focus model. Results: Seven core career competencies—including balance check/adjustment, career experience, relationship formation, new goals challenge, and external exploration—were highly prioritized by both staff nurses and nurse managers. Staff nurses and nurse managers both assigned high priority to seven competency areas: balance checking and adjustment, participation in career-related experiences, internal and external relationship formation, pursuit of new goals, and external career exploration. Staff nurses placed additional emphasis on self-reflection and internal career opportunities, whereas nurse managers emphasized accurate goal planning and ongoing review of career development. Conclusion: This study identified position-specific differences in nurses’ career competency development needs. These findings may inform the selection of educational priorities and the development of differentiated, position-specific programs to strengthen career competencies among nurses in general hospitals.