Misuzu Hara
| Faculty of Health Care,Department of Nursing | Associate Professor |
Last Updated :2025/10/09
■Researcher basic information
■Career
■Research activity information
Paper
- Career Paths, Community Commitment, and Work Engagement of Nurses in Regional Japan: A Cross-Sectional Study in Kakegawa City
Mar. 2019
Abstract
This study aimed to clarify the career paths of nurses working in healthcare, welfare, and public health facilities in Kakegawa City, Japan, and to explore their emotional attachment to the community (community commitment) and positive work-related attitudes (work engagement). A cross-sectional questionnaire survey was distributed to 1,500 nurses in 244 local facilities, with 714 valid responses (response rate 47.6%). Most respondents were women (93.6%) with a mean of 17.9 years of nursing experience; 72.2% had more than five years of practice. Hospitals were the primary workplaces (81.0%), followed by long-term care facilities (8.0%), clinics (6.0%), visiting nursing stations (3.0%), and public health centers (2.1%). About 34.2% were born in Kakegawa, and 57.4% resided there. More than 60% balanced work with family responsibilities, and proximity to home was the most frequent reason for workplace choice. Career mobility was limited: 36.4% had never changed jobs, and the average number of workplace changes was 1.4. Future career plans were divided, with 36.0% intending to stay in their current workplace and 34.7% reporting no clear plan.
The mean community commitment score was moderate (M = 2.7/5), and its direct impact on work engagement was limited; only emotional commitment showed a weak positive association. Work engagement was higher among older nurses, those with spouses or children, clinic staff, and those in managerial positions. Nurses planning to remain in their current workplace reported the highest engagement, while those without future career plans scored lowest.
These findings highlight the importance of supporting work–life balance, career reflection, and locally adaptable employment environments to ensure nurse retention and motivation in regional healthcare. Facilitating career development opportunities and enhancing work resources may foster engagement and contribute to sustainable community health care. - 最期の迎え方セミナープログラムの開発
Mar. 2014 - 入退院を繰り返している関節リウマチ患者の在宅での生活 より良い在宅生活を送るための退院指導に向けて
Mar. 2011, [Reviewed] - A看護系大学卒業生のキャリア成熟に関する実態調査
Mar. 2011, [Reviewed] - プリセプターが役割遂行時に感じる気持ちと自己への気づきの経時的変化
Mar. 2003, [Reviewed]
MISC
- セカンドキャリア看護職の看護実践能力と生涯働き続けられるキャリア形成支援を探る－第2弾－
Aug. 2025 - Strategies for Recruiting and Retaining Mid-Career and Rehired Nurses: Roles of Nurse Managers, Nursing Directors, and Human Resource Officers
Misuzu Hara
Misuzu Hara, Mar. 2025
The recruitment and retention of mid-career and rehired nurses have become increasingly important as the number of new nursing graduates shows signs of decline. Unlike newly graduated nurses, mid-career nurses often leave their positions shortly after reemployment due to mismatches between organizational expectations and individual capacities, difficulties in organizational resocialization, or workplace relationship challenges. This paper provides a comprehensive overview of strategies to enhance the recruitment and long-term retention of mid-career nurses, focusing on the collaborative roles of nurse managers, nursing directors, and human resource officers.
The recruitment process can be divided into two phases: “before hiring” and “after hiring.” Nursing directors primarily oversee the pre-hiring phase, which includes strategic workforce planning, public relations, and candidate selection, while nurse managers play a key role in post-hiring adaptation and support. Human resource officers, depending on organizational structure, may contribute expertise in employment and talent development. Effective strategies before hiring include clarifying organizational needs, tailoring recruitment campaigns to reach desired candidates, and establishing realistic mutual expectations to prevent mismatches. After hiring, key retention measures involve individualized support to facilitate workplace adaptation, mentoring and networking, fostering open communication to reduce labeling as “immediate assets,” and providing opportunities for nurses to utilize and further develop their prior experiences.
Long-term retention requires creating flexible work arrangements, developing educational systems that support diverse career trajectories, and building inclusive workplace environments. By recognizing the heterogeneity of mid-career nurses and supporting both their professional development and work–life balance, healthcare organizations can strengthen organizational stability and patient care quality. Ultimately, fostering a supportive environment where nurses and institutions can grow together is essential for addressing workforce challenges in contemporary healthcare. - 新人看護師支援として実施した「意図的な対話」についての看護管理者の認識
Aug. 2024 - 病院でも訪問でもどこでも活用できる！学び続ける看護職のための「意図的な対話」の可能性～コロナ禍の学びを活かして～
Aug. 2024 - 看護学科1年生が地域事業への参加を通して得た学び
Dec. 2023 - 「意図的な対話の場」を活用した新人看護師支援 コロナ禍での経験を踏まえて
Jul. 2023 - COVID-19の影響で臨床実習が制限された新人看護師に対する先輩看護師の認識と新人看護師への支援
Jul. 2023 - COVID-19の影響で臨床実習が制限された新人看護師の経験
Jul. 2023 - 働く場を移動した看護職の看護実践能力融合メカニズム
Jul. 2023 - New nurses’ perceptions on the impact of clinical practicum restriction during the COVID-19
Maiko Kawai; Misuzu Hara; Noriko Yamauchi; Masako Koizumi; Mari Ikeda
Mar. 2023
Objective:
This study aimed to compare the perceptions of students, teachers, and senior nurses regarding the practical nursing skills of students whose clinical practice was restricted due to COVID-19, and to explore ways to support new nurses.
Method:
Individual and group semi-structured interviews were conducted from December 2021 to March 2022 with three groups: students who were scheduled to graduate and become new nurses in 2022, teachers in basic nursing education, and senior nurses responsible for training new nurses. Their perceptions of students’ and novice nurses’ nursing practice skills were analyzed, and the extracted categories were compared to identify commonalities and differences.
Ethical considerations:
This study was approved by the Ethics Committee of University A. Participants were provided with an explanation of the study and signed a written informed consent form.
Results:
All three groups recognized that clinical practice had been restricted during COVID-19 and expressed a desire for further growth as nurses. However, their views on the students’ abilities and future potential differed. Students and senior nurses tended to worry that the nursing techniques and communication skills necessary for care were underdeveloped, whereas teachers perceived potential in the students’ ability to think beyond the confines of traditional clinical practice—demonstrated particularly in substitute practical training—and in their willingness to learn despite limited opportunities, leading teachers to be more optimistic about the long term.
Discussion:
As all three groups prioritized the growth of nurses, encouraging trainers to share their perceptions and expectations regarding students’ potential may help in supporting new nurses. - セカンドキャリア看護職の看護実践能力と生涯働き続けられるキャリア形成支援を探る
Aug. 2022 - Covid-19の影響で臨床実習が制限された新人看護師に対する先輩看護師の認識と新人看護師への支援
Jul. 2022 - Covid-19の影響で臨床実習が制限された看護学生(現:新人看護師)の経験と望む支援
Jul. 2022 - 【定着につながる中途採用】看護職の中途採用の実態(解説)
Aug. 2020 - 回復期リハビリテーション病棟における退院支援の実態
熊谷 希恵; 工藤 真澄; 原 美鈴
日本リハビリテーション看護学会学術大会集録, Nov. 2015
(NPO)日本リハビリテーション看護学会 - 臨地実習を担うことから得られる看護職としてのキャリア形成
原 美鈴; 潮田 千寿子; 小川 久貴子; 草柳 かほる; 佐藤 紀子; 那須 実千代; 成澤 明; 山内 英樹; 吉田 澄恵
日本看護学教育学会誌, Jul. 2015
(一社)日本看護学教育学会 - 人工膝関節置換術後の離床期にある患者の不安や緊張の緩和についての研究 アロマセラピー実施による効果
藤森 雪美; 原 美鈴
日本アロマセラピー学会誌, Nov. 2014
(一社)日本アロマセラピー学会 - 整形外科における患者参加型看護計画を用いた退院指導の実践と評価
石川 梢; 船橋 智子; 原 美鈴
日本リハビリテーション看護学会学術大会集録, Oct. 2014
(NPO)日本リハビリテーション看護学会 - 自宅へ退院した脳血管障害患者の夜間排泄介助の実態 家族介護者の睡眠確保の観点から
鈴木 美由紀; 佐々木 かおる; 原 美鈴
日本リハビリテーション看護学会学術大会集録, Oct. 2014
(NPO)日本リハビリテーション看護学会 - 高次脳機能障害患者の自宅での外出実態
杉山 早苗; 福田 純子; 原 美鈴
日本リハビリテーション看護学会学術大会集録, Oct. 2014
(NPO)日本リハビリテーション看護学会 - 越境学習での学びの経験 関連領域からみえた看護
草柳 かほる; 原 美鈴; 石田 佐地子; 小元 まき子; 佐藤 京子; 鈴木 朋子; 西川 瑞希; 野村 陽子; 宮本 郁子; 森 俊昭; 保田 江美; 八幡 成美
日本看護学教育学会誌, Jul. 2014
(一社)日本看護学教育学会 - Challenge to Support Nurses' Lifelong Career -a Report of Career Counseling for Nurses by Nurse Career Counselors
Oct. 2013 - （口演）キャリアの変化を乗り越えるための支援―転機にある看護職のためのキャリアセミナー開催の試み―
Oct. 2013 - 回復期リハビリテーション病棟における離院・離棟事例の実態調査
上野 裕貴; 坂井 千代子; 原 美鈴
日本リハビリテーション看護学会学術大会集録, Oct. 2012
(NPO)日本リハビリテーション看護学会 - 回復期における脳血管障害患者の整容に関する意識
鷹島 春奈; 青田 忍; 原 美鈴
日本リハビリテーション看護学会学術大会集録, Oct. 2012
(NPO)日本リハビリテーション看護学会 - リハビリテーション病院で働く看護師の災害対策に対する意識
梶村 英孝; 原 美鈴
日本災害看護学会誌, Jul. 2012
(一社)日本災害看護学会編集委員会 - 半側空間無視・注意力障害患者に対する注意力向上のための援助
新保 道代; 佐藤 亜矢; 原 美鈴
日本リハビリテーション看護学会学術大会集録, Oct. 2010
(NPO)日本リハビリテーション看護学会 - 非利き手で歯磨きをしている患者の磨き残しの実態と口腔ケア介入の効果
五島 小百合; 真野 優美; 原 美鈴
日本リハビリテーション看護学会学術大会集録, Oct. 2010
(NPO)日本リハビリテーション看護学会 - 看護学部卒業生のキャリア形成に対する思い
Oct. 2009 - Important factors at the early stage in career development for university-educated nurses
Sep. 2009 - 看護学部卒業生のキャリア成熟に関する調査
小川 久貴子; 海老澤 睦; 太田 祐子; 原 美鈴; 日沼 千尋; 諏訪 茂樹; 佐藤 紀子; 久田 満
日本看護学教育学会誌, Sep. 2009
(一社)日本看護学教育学会 - プリセプター支援に関する研究(第4報) プリセプターの認識するプリセプターの役割と周囲からの支援
佐藤 紀子; 諏訪 茂樹; 久田 満; 海老澤 睦; 小川 久貴子; 日沼 千尋; 原 美鈴; 太田 祐子
日本看護学教育学会誌, Aug. 2007
(一社)日本看護学教育学会 - プリセプター支援に関する研究(その5) やる気につながった一言
原 美鈴; 太田 祐子; 久田 満; 海老澤 睦; 小川 久貴子; 諏訪 茂樹; 佐藤 紀子; 日沼 千尋
日本看護学教育学会誌, Aug. 2007
(一社)日本看護学教育学会 - プリセプター支援に関する研究(第6報) やる気をなくした一言
小川 久貴子; 日沼 千尋; 佐藤 紀子; 原 美鈴; 海老澤 睦; 太田 祐子; 諏訪 茂樹; 久田 満
日本看護学教育学会誌, Aug. 2007
(一社)日本看護学教育学会 - プリセプター支援に関する研究(その1) 初めてのプリセプター経験の意味
海老澤 睦; 小川 久貴子; 佐藤 紀子; 原 美鈴; 日沼 千尋; 諏訪 茂樹; 太田 祐子; 久田 満
日本看護学教育学会誌, Aug. 2006
(一社)日本看護学教育学会 - プリセプター支援に関する研究(その2) プリセプター制度に関するプリセプターの認識
日沼 千尋; 諏訪 茂樹; 原 美鈴; 太田 祐子; 海老沢 陸; 久田 満; 小川 久貴子; 佐藤 紀子
日本看護学教育学会誌, Aug. 2006
(一社)日本看護学教育学会 - プリセプター支援に関する研究(その3) プリセプターの蓄積的疲労徴候
原 美鈴; 太田 祐子; 久田 満; 海老澤 睦; 小川 久貴子; 諏訪 茂樹; 佐藤 紀子; 日沼 千尋
日本看護学教育学会誌, Aug. 2006
(一社)日本看護学教育学会 - プリセプターが役割遂行時に感じる気持ちと自己への気付きの経時的変化
Aug. 2003
Books and other publications
Affiliated academic society
Research Themes
- 看護職の生涯学習を促進する「意図的な対話を通じた学び合いプログラム」の開発
01 Apr. 2024 - 31 Mar. 2027 - Exploring the nursing practice ability of the second career nurse and career development support that can continue working for a lifetime
Grant-in-Aid for Scientific Research (C)
Teikyo Heisei University
01 Apr. 2022 - 31 Mar. 2026 - COVID19で実習経験が不足した看護師への現場型新人看護師教育プログラムの開発
01 Apr. 2021 - 31 Mar. 2024 - 働く場を移動した看護職の臨床実践能力再開発支援プログラムの構築にむけて
01 Apr. 2017 - 31 Mar. 2023 - 診療所に勤務する看護職のキャリア支援ニーズ―施設をこえた支援システム構築に向けて
Apr. 2013 - Mar. 2017
