Nurses' Motivators to Work Part-Time

Jamieson, Lynn; Williams, Leonie Mosel; Lauder, William; Dwyer, Trudy

doi:10.1016/s1322-7696(08)60550-8

Cited by 16 publications

(17 citation statements)

References 34 publications

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“…Insight into nurses’ motivations to work part‐time was important to understanding ‘why’ nurses chose an employment status that had negative influences on their experiences of nursing. Motivations included: the need to preserve health because of the impact of shift work, work intensification and ageing; the need to be able to manage multiple life roles, especially caring responsibilities; the need to maintain workplace and professional links; and financial considerations (Jamieson et al. 2007).…”

Section: Resultsmentioning

confidence: 99%

The ‘realities’ of part-time nursing: a grounded theory study

Jamieson

Williams

Lauder

et al. 2008

Journal of Nursing Management

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Section: Resultsmentioning

confidence: 99%

The ‘realities’ of part-time nursing: a grounded theory study

Jamieson

Williams

Lauder

et al. 2008

Journal of Nursing Management

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“…Flexible staffing constantly shapes nursing work environments and work relationships (Gan, 2019b), resulting in concerns regarding its implications on patient care (Maenhout & Vanhoucke, 2013;Xue, Chappel, Freund, Aiken, & Noyes, 2015 (Larson, Sendelbach, Missal, Fliss, & Gaillard, 2012;Seo & Spetz, 2013). Nurse managers want to deliver safe, quality patient care without overstaffing their units or incurring unnecessary costs (Agosto et al, 2017;Kortbeek et al, 2015 (Jamieson, Williams, Lauder, & Dwyer, 2007), a Canadian study reported that work schedules that changed rapidly and unexpectedly were associated with depression among nurses (Hall, Franche, & Koehoorn, 2018). Australian nurses at a medium-sized general acute care hospital reported reduced depression when they worked afternoon or night shifts (Rodwell & Fernando, 2016), but non-day shifts did not improve the mental health of nurses working in aged care or maternity settings.…”

Section: What Are the Pr Ac Ti C Al Con S Equen Ce S Of Fle Xib Le mentioning

confidence: 99%

A scoping review of the nursing workforce's changing demography: Supporting Baby‐Boomer nurses

Gan

2020

J. Nurs. Manag.

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Amid their many staffing responsibilities, nurse managers pay attention to macro-level workforce forecasts and micro-level issues such as mentorship for early career nurses (Gan, 2019b; Squires, Jylhä, Jun, Ensio, & Kinnunen, 2017). Researchers forecast that the retirement of Baby-Boomer nurses (born between 1946 and 1964) and increased chronicity across populations will exacerbate the nursing shortage problem (Auerbach, Buerhaus,

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“…Some studies argue that women physicians are more likely to work part-time [26]. Both in medicine and nursing, common reasons for preferring part-time work include time to take care of children under 18 years old [27] or to continue with traditional household activities [28]. It is additionally highlighted that part-time physicians spend more time on teaching and research [26].…”

Section: Discussionmentioning

confidence: 99%

Gender inequality in the health workforce in the midst of achieving universal health coverage in Mexico

et al. 2020

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Background: The third Sustainable Development Goal aims to ensure healthy lives and to promote well-being for all at all ages. The health system plays a key role in achieving these goals and must have sufficient human resources in order to provide care to the population according to their needs and expectations. Methods: This paper explores the issues of unemployment, underemployment, and labor wastage in physicians and nurses in Mexico, all of which serve as barriers to achieving universal health coverage. We conducted a descriptive, observational, and longitudinal study to analyze the rates of employment, underemployment, unemployment, and labor wastage during the period 2005-2017 by gender. We used data from the National Occupation and Employment Survey. Calculating the average annual rates (AAR) for the period, we describe trends of the calculated rates. In addition, for 2017, we calculated health workforce densities for each of the 32 Mexican states and estimated the gaps with respect to the threshold of 4.45 health workers per 1000 inhabitants, as proposed in the Global Strategy on Human Resources for Health. Results: The AAR of employed female physicians was lower than men, and the AARs of qualitative underemployment, unemployment, and labor wastage for female physicians are higher than those of men. Female nurses, however, had a higher AAR in employment than male nurses and a lower AAR of qualitative underemployment and unemployment rates. Both female physicians and nurses showed a higher AAR in labor wastage rates than men. The density of health workers per 1000 inhabitants employed in the health sector was 4.20, and the estimated deficit of workers needed to match the threshold proposed in the Global Strategy is 70 161 workers distributed among the 16 states that do not reach the threshold. Conclusions: We provide evidence of the existence of gender gaps among physicians and nurses in the labor market with evident disadvantages for female physicians, particularly in labor wastage. In addition, our results suggest that the lack of physicians and nurses working in the health sector contributes to the inability to reach the health worker density threshold proposed by the Global Strategy.

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Nurses' Motivators to Work Part-Time

Cited by 16 publications

References 34 publications

The ‘realities’ of part-time nursing: a grounded theory study

The ‘realities’ of part-time nursing: a grounded theory study

A scoping review of the nursing workforce's changing demography: Supporting Baby‐Boomer nurses

Gender inequality in the health workforce in the midst of achieving universal health coverage in Mexico

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