Research Article

The effects of a clinical ladder program on professional development and job satisfaction of acute care nurses

Yolanda A Coleman* and Romy Desai

Published: 07/26/2019 | Volume 3 - Issue 1 | Pages: 044-048


Nurses play a vital role in acute care hospitals and health care delivery. The purpose of this research study is to identify the nurse’s perception of the Clinical Ladder Program at their hospital and the correlation it has on the nurse’s job satisfaction and their professional development.A quantitative study will be conducted using two convenience samples from Alexian Brothers Hospital and Saint Anthony’s hospital with a total of 52 nurses who are currently participating in the clinical ladder program. The results of this research should be used as opportunities for improvement within the nursing profession at an acute care hospital. This project is beneficial in advancing nursing knowledge and practice because many nurses do not understand why participating in this advancement program can positively impact many aspects of their role at work aside from being a nurse, such as role and identity development at their workplace. Implementing clinical advancement programs in a facility can also increase quality of patient care delivery by retaining excellent nurses. These nurses can demonstrate their It is important in the field of nursing to actively seek improvement and education in practice to keep up with the new evidence-based research practices that are developed daily. The Clinical Ladder Program has become a widespread program in various acute care hospitals for nurses to increase their professional role development.

Read Full Article HTML DOI: 10.29328/journal.cjncp.1001016 Cite this Article


  1. Pierson MA, Liggett C, Moore KS. Twenty years of experience with a clinical ladder: A tool for professional growth, evidence-based practice, recruitment and retention. J Contin Educ Nurs. 2010; 41: 33-40. PubMed:
  2. Smith N, Karakashian AL. Clinical ladder: Strategy in professional development. 2017.
  3. Benner P. From novice to expert: Excellence and power in clinical nursing practice. New Jersey: Prentice Hall.  2001.
  4. Ramoo V, Abdullah KL, Piaw CY. The relationship between job satisfaction and intention to leave current employment among registered nurses in a teaching hospital. J Clin Nurs. 2013; 22: 3141-3152. PubMed:
  5. Baucom B. Nurses Perception of Clinical Ladder Programs - Graduate thesis. Nursing Theses and Capstone Projects. 2012.
  6. Nedd N. Perceptions of empowerment and intent to stay. Nursing Economics. 2006; 1: 13-19.
  7. Gitman LJ, Mc Danaiel C, Shah A, Reece M, Koffel L, et al. Open Stax Introduction to business. 2018.
  8. Harter JK, Schmidt FL, Agrawal S, Plowman S. The relationship between engagement at work and organizational outcome: 2012 Meta-analysis. 2013.
  9. Van Dessel G. How to determine population and survey sample size? 2017.
  10. Smailes P, Blumenauer C, Bookless H. Clinical research nurse career advancement using clinical ladder programs. Clinical Researcher. 2017; 31.
  11. Khanade K, Sasangohar F. Stress, Fatigue, and Workload in Intensive Care Nursing: A Scoping Literature Review. Proceedings of the Human Factors and Ergonomics Society Annual Meeting. 2017; 61: 686-690.
  12. AMN Healthcare. Job satisfaction for nurses helps enhance patient outcomes. 2013.
  13. Nursing Solutions Inc. National Healthcare Retention & RN Staffing Report. 2016.