Objective:To explore the impact and mechanism of organizational career management on the career growth of managers in public hospitals, and to provide a reference basis for optimizing human resource management in public hospitals.Methods:A questionnaire survey was conducted among 489 hospital managers from 15 public hospitals in 8 cities in the central region of China. The structural equation model was used to verify the relationship between organizational career management, person-organization fit and career growth.Results:The total average score of organizational career management of public hospital managers in the surveyed area was (3.70±0.92), the total average score of career growth was (3.42±0.87), and the total average score of person-organization fit was (3.75±0.90). Fair promotion, provision of career information, and vocational training in organizational career management all significantly and positively affected person-organizational fit ( P<0.05). Career training ( β=0.241, P<0.05) and fair promotion ( β=0.239, P<0.01) directly promoted career growth. As tested for mediating effects, person-organization fit mediated career self-perception ( β=0.140, P<0.05) and career information provision ( β=0.119, P<0.05). Conclusions:Organizational career management has a positive promoting effect on the career growth of managers in public hospitals. Improving the career management of managers in public hospitals and promoting the fit between individuals and hospitals can effectively improve their career growth level.

Objective:To explore the causal configurations influencing the career growth of public hospital managers and provide references for promoting their professional development.Methods:From July to December 2023, managers from 9 public hospitals in 3 prefecture-level cities or autonomous prefectures of a central China province were surveyed through a combination of stratified sampling and purposive sampling. The questionnaire included three validated scales: the career growth scale, organizational career management scale, and person-organization fit scale. Using career growth as the outcome variable, and hospital level, organizational career management, person-organization fit, educational background, and employment type as antecedent conditions, fuzzy-set qualitative comparative analysis was applied to identify high-growth configuration pathways.Results:A total of 276 valid questionnaires were collected. Scores for career growth, organizational career management, and person-organization fit were (3.29±0.79), (3.54±0.85), and (3.51±0.85), respectively. The consistency of necessary condition tests for all factors was below 0.9, indicating none were indispensable prerequisites, supporting a configurational analysis of sufficient conditions. Five distinct pathways for career growth of public hospital managers were identified: resource-oriented growth (consistency=0.88), person-organization fit-driven growth (consistency=0.89), organization-dependent growth (consistency=0.91), expertise-driven growth (consistency=0.88), and stable adaptation growth (consistency=0.87). Organizational career management and person-organization fit emerge as core conditions.Conclusions:The study reveals five heterogeneous pathways for managers′ career growth, emphasizing multidimensional complexity. Hospitals should design personalized development plans aligned with pathway characteristics, particularly by strengthening organizational career management and enhancing person-organization fit, to foster managers′ holistic growth and organizational advancement.

Objective To investigate the current situation of career growth of public hospital managers and analyse its influencing factors,in order to provide a reference basis for promoting the level of career growth of hospital managers.Methods A convenient sampling method was applied to select 276 managers from nine public secondary and tertiary public hospitals in Hubei Province as the respondents,and a General Information Questionnaire,Career Growth Scale,and Person-organisation Fit scale were used to conduct the survey.Descriptive statistics,ANOVA,Pearson correlation analysis,and multiple linear regression were used to complete the analysis of the current status of career growth and influencing factors.Results The overall score of hospital managers'career growth is 3.29±0.79;person-organisation fit scores were positively correlated with hospital managers'career growth scores(P＜0.05).Multiple linear regression results showed that the type of hospital,the gender,whether or not they were both hospi-tal functionaries and clinical operations personnel,and the person-organisation fit were the major factors influencing the career growth of hospital managers the(P＜0.05).Conclusion The career growth of hospital managers is general-ly at an intermediate level and is affected by a variety of factors.Hospitals should pay attention to the individual characteristics and job requirements of managers,and improve career growth by completing the performance evalua-tion system,creating a good and fair organisational atmosphere,and easing career promotion stress.

Objective To investigate the current situation of career growth of public hospital managers and analyse its influencing factors,in order to provide a reference basis for promoting the level of career growth of hospital managers.Methods A convenient sampling method was applied to select 276 managers from nine public secondary and tertiary public hospitals in Hubei Province as the respondents,and a General Information Questionnaire,Career Growth Scale,and Person-organisation Fit scale were used to conduct the survey.Descriptive statistics,ANOVA,Pearson correlation analysis,and multiple linear regression were used to complete the analysis of the current status of career growth and influencing factors.Results The overall score of hospital managers'career growth is 3.29±0.79;person-organisation fit scores were positively correlated with hospital managers'career growth scores(P＜0.05).Multiple linear regression results showed that the type of hospital,the gender,whether or not they were both hospi-tal functionaries and clinical operations personnel,and the person-organisation fit were the major factors influencing the career growth of hospital managers the(P＜0.05).Conclusion The career growth of hospital managers is general-ly at an intermediate level and is affected by a variety of factors.Hospitals should pay attention to the individual characteristics and job requirements of managers,and improve career growth by completing the performance evalua-tion system,creating a good and fair organisational atmosphere,and easing career promotion stress.

Objective:To explore the impact and mechanism of organizational career management on the career growth of managers in public hospitals, and to provide a reference basis for optimizing human resource management in public hospitals.Methods:A questionnaire survey was conducted among 489 hospital managers from 15 public hospitals in 8 cities in the central region of China. The structural equation model was used to verify the relationship between organizational career management, person-organization fit and career growth.Results:The total average score of organizational career management of public hospital managers in the surveyed area was (3.70±0.92), the total average score of career growth was (3.42±0.87), and the total average score of person-organization fit was (3.75±0.90). Fair promotion, provision of career information, and vocational training in organizational career management all significantly and positively affected person-organizational fit ( P<0.05). Career training ( β=0.241, P<0.05) and fair promotion ( β=0.239, P<0.01) directly promoted career growth. As tested for mediating effects, person-organization fit mediated career self-perception ( β=0.140, P<0.05) and career information provision ( β=0.119, P<0.05). Conclusions:Organizational career management has a positive promoting effect on the career growth of managers in public hospitals. Improving the career management of managers in public hospitals and promoting the fit between individuals and hospitals can effectively improve their career growth level.

Objective:To explore the causal configurations influencing the career growth of public hospital managers and provide references for promoting their professional development.Methods:From July to December 2023, managers from 9 public hospitals in 3 prefecture-level cities or autonomous prefectures of a central China province were surveyed through a combination of stratified sampling and purposive sampling. The questionnaire included three validated scales: the career growth scale, organizational career management scale, and person-organization fit scale. Using career growth as the outcome variable, and hospital level, organizational career management, person-organization fit, educational background, and employment type as antecedent conditions, fuzzy-set qualitative comparative analysis was applied to identify high-growth configuration pathways.Results:A total of 276 valid questionnaires were collected. Scores for career growth, organizational career management, and person-organization fit were (3.29±0.79), (3.54±0.85), and (3.51±0.85), respectively. The consistency of necessary condition tests for all factors was below 0.9, indicating none were indispensable prerequisites, supporting a configurational analysis of sufficient conditions. Five distinct pathways for career growth of public hospital managers were identified: resource-oriented growth (consistency=0.88), person-organization fit-driven growth (consistency=0.89), organization-dependent growth (consistency=0.91), expertise-driven growth (consistency=0.88), and stable adaptation growth (consistency=0.87). Organizational career management and person-organization fit emerge as core conditions.Conclusions:The study reveals five heterogeneous pathways for managers′ career growth, emphasizing multidimensional complexity. Hospitals should design personalized development plans aligned with pathway characteristics, particularly by strengthening organizational career management and enhancing person-organization fit, to foster managers′ holistic growth and organizational advancement.

Objective An exploratory study of the mechanisms for achieving successful aging at work of clinicians in public hospitals by applying grounded theory and proposing appropriate management recommendations.Methods 24 medical staff from 5 public hospitals in Hubei and Shandong Provinces were interviewed in semi-structured interviews by using purposive sampling methods from June to August in 2023.The interview records were coded,analyzed and integrated with grounded theory.Results Through open coding,spindle coding and selective coding,204 original concepts,47 categories,16 main categories and 5 core category related to model of the mechanism for achieving successful aging at work of clinicians.Conclusion Successful aging at work of senior clinicians encompasses five main areas:physical and mental health,work adaptation,relationships and legacy,internal and external compensation,and value realization.Organizational support factors,individual job crafting affect successful aging at work of senior clinicians by meeting the psychological needs,achieving effective resource management,and promoting person-job matching;individual characteristic factors play a moderating role;job crafting mediates the effect of organizational support factors on successful aging at work among clinicians.

Objective An exploratory study of the mechanisms for achieving successful aging at work of clinicians in public hospitals by applying grounded theory and proposing appropriate management recommendations.Methods 24 medical staff from 5 public hospitals in Hubei and Shandong Provinces were interviewed in semi-structured interviews by using purposive sampling methods from June to August in 2023.The interview records were coded,analyzed and integrated with grounded theory.Results Through open coding,spindle coding and selective coding,204 original concepts,47 categories,16 main categories and 5 core category related to model of the mechanism for achieving successful aging at work of clinicians.Conclusion Successful aging at work of senior clinicians encompasses five main areas:physical and mental health,work adaptation,relationships and legacy,internal and external compensation,and value realization.Organizational support factors,individual job crafting affect successful aging at work of senior clinicians by meeting the psychological needs,achieving effective resource management,and promoting person-job matching;individual characteristic factors play a moderating role;job crafting mediates the effect of organizational support factors on successful aging at work among clinicians.

Objective An exploratory study of the mechanisms for achieving successful aging at work of clinicians in public hospitals by applying grounded theory and proposing appropriate management recommendations.Methods 24 medical staff from 5 public hospitals in Hubei and Shandong Provinces were interviewed in semi-structured interviews by using purposive sampling methods from June to August in 2023.The interview records were coded,analyzed and integrated with grounded theory.Results Through open coding,spindle coding and selective coding,204 original concepts,47 categories,16 main categories and 5 core category related to model of the mechanism for achieving successful aging at work of clinicians.Conclusion Successful aging at work of senior clinicians encompasses five main areas:physical and mental health,work adaptation,relationships and legacy,internal and external compensation,and value realization.Organizational support factors,individual job crafting affect successful aging at work of senior clinicians by meeting the psychological needs,achieving effective resource management,and promoting person-job matching;individual characteristic factors play a moderating role;job crafting mediates the effect of organizational support factors on successful aging at work among clinicians.

Objective An exploratory study of the mechanisms for achieving successful aging at work of clinicians in public hospitals by applying grounded theory and proposing appropriate management recommendations.Methods 24 medical staff from 5 public hospitals in Hubei and Shandong Provinces were interviewed in semi-structured interviews by using purposive sampling methods from June to August in 2023.The interview records were coded,analyzed and integrated with grounded theory.Results Through open coding,spindle coding and selective coding,204 original concepts,47 categories,16 main categories and 5 core category related to model of the mechanism for achieving successful aging at work of clinicians.Conclusion Successful aging at work of senior clinicians encompasses five main areas:physical and mental health,work adaptation,relationships and legacy,internal and external compensation,and value realization.Organizational support factors,individual job crafting affect successful aging at work of senior clinicians by meeting the psychological needs,achieving effective resource management,and promoting person-job matching;individual characteristic factors play a moderating role;job crafting mediates the effect of organizational support factors on successful aging at work among clinicians.