Commitment to nursing: results of a qualitative interview study

Abstract

Providing flexible or social working hours appears to be more influential than providing opportunities for continuing professional education in securing nursing commitment in this exploratory study.

Experiences of occupational therapists returning to work after maternity leave

“…This supported the finding of Alstveit et al (2011), Davey et al (2005 and Gould and Fontenla (2006) that the mental stimulation, social contact and interaction provided by a work environment were significant reasons why women returned to work after becoming a mother. They generally became less focussed on work as a career, and more focussed on the stimulation and the social aspects of working life.…”

“…Alstveit et al (2011), Gould and Fontenla (2006) and Johnston et al (2008) found that if women were not treated as a valued worker and team member, they were less motivated to work, and more likely to have difficulty reconciling their roles of being a mother and a worker. Alstveit et al (2011), Gould and Fontenla (2006) and Johnston et al (2008) found that if women were not treated as a valued worker and team member, they were less motivated to work, and more likely to have difficulty reconciling their roles of being a mother and a worker.…”

“…In addition, women who return-to-work in a part-time capacity following childbirth have been criticised for lacking commitment to their work and being less dedicated than their full-time colleagues (Davey et al;Gould & Fontenla, 2006). This may be further complicated by women reporting that they felt invisible in the work place and, hence, not a valued worker and team player (Alstveit et al, 2011;Gould & Fontenla, 2006;Johnston & Swanson, 2006;Johnston et al, 2008). This may be further complicated by women reporting that they felt invisible in the work place and, hence, not a valued worker and team player (Alstveit et al, 2011;Gould & Fontenla, 2006;Johnston & Swanson, 2006;Johnston et al, 2008).…”

Nurses' intention to remain employed in hospitals: Understanding the shortage in the context of Myanmar

“…Nurses in private hospitals were nearly 2 times more likely to remain employed compared with nurses in public hospitals. This corresponded to a study among nurse in Uganda, where higher scores for job satisfaction was found in private sectors (Gould & Fontenla, ). A study of Chinese nurses' intention to remain showed that working in a high position with a better work environment, higher salary, and good welfare including medical insurance, maternity, and retirement benefits increased nurses' intent to stay (Wang et al, ).…”

Dedikasjon og deltidsønsker blant politiog sykepleierstudenter

“…I forskningslitteraturen beskrives sykepleieres yrkesdedikasjon som moderat, god eller positiv (Gould & Fontenla 2006;Numminen, Leino-Kilpi, Isoaho & Meretoja 2015;Walker & Campbell 2013). Inntrykket av en middels sterk dedikasjon til yrket gis også i en ny norsk studie av sykepleierstudenter (Nesje 2016).…”