Occupational mobility among individuals in entry‐level healthcare jobs in the USA

Snyder, Cyndy R.; Dahal, Arati; Frogner, Bianca K.

doi:10.1111/jan.13577

Cited by 13 publications

(15 citation statements)

References 24 publications

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“…For some, NA training is seen as the only viable route into nursing in light of the lack of student nurse bursary [14]. The motivation to increase knowledge and skills is consistent with previous studies which identify a lack of career development opportunities for HCAs and support workers [1,9,10].…”

Section: Discussionsupporting

confidence: 77%

Section: Introductionmentioning

confidence: 99%

“…Globally HCAs and similar support roles have lacked formal training and opportunities for career progression [ 1 , 9 , 10 ]. One US study, found that despite high aspirations to become RNs, few support workers progressed their careers within the healthcare setting [ 10 ]. However, career development, further education, and increased wages are all motivators for progression if given the opportunity [ 10 – 12 ].…”

Section: Introductionmentioning

confidence: 99%

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Motivations, experiences and aspirations of trainee nursing associates in England: a qualitative study

King

Ryan

Wood

et al. 2020

BMC Health Serv Res

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Background: The nursing associate role was developed in England in response to the 'Shape of Caring' review. It has been implemented to fulfil two aims; to bridge the gap between registered nurses and healthcare assistants, and to provide an alternative route into registered nursing in light of workforce shortages. Other high income countries deploy second level nurses within their healthcare systems, however the UK has a turbulent history with such roles. The previous state enrolled nurse was phased out in the 1990s, and more recently the assistant practitioner (AP) role has faced wide variation in titles, scope and pay. Little is known about those who have embarked on the new nursing associate training course and their experiences of the role. Methods: An exploratory qualitative study was undertaken using focus groups of trainee nursing associates to generate in-depth discussion about their motivations, experiences of training, and career aspirations. Three focus groups (n = 15) took place in December 2018 using a purposive sample of trainee nursing associates registered at a University in the North of England. Two researchers facilitated each group discussion at a time and place convenient for participants. The discussions were audio recorded, transcribed and data was analysed thematically. Results: This study found that trainee nursing associates are motivated by affordable, local, career development. During training they face challenges relating to clinical support, academic workload and uncertainty about future career opportunities. They experience role ambiguity both individually and across the wider organisation. Trainee nursing associates rely on broad support networks to build their occupational identity. Conclusions: The barriers and facilitators of trainee nursing associate personal development have implications for policy and practice relating to recruitment and retention. The results increase our understanding of this emerging role, and have informed the development of a larger longitudinal cohort study. Further research is required to evaluate the impact of this new role.

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Section: Discussionsupporting

confidence: 77%

Section: Introductionmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

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Motivations, experiences and aspirations of trainee nursing associates in England: a qualitative study

King

Ryan

Wood

et al. 2020

BMC Health Serv Res

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“…The concept of career mobility has been developed and used primarily in high-income countries [18–20]. While we applied this concept to the health sector in Mali to study the vertical and horizontal mobility of midwives and obstetric nurses, we needed to develop its parameters further to befit the context.…”

Section: Introductionmentioning

confidence: 99%

Career mobility of maternal care providers in Mali: a mixed method study on midwives and obstetric nurses

Sidibé

Touré²,

Codjia

et al. 2019

Hum Resour Health

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BackgroundAn important strategy to reduce maternal and child mortality in Mali is to increase the number of deliveries assisted by qualified personnel in primary care facilities, especially in rural areas. However, placements and retention of healthcare professionals in rural areas are a major problem, not only in Mali but worldwide, and are a challenge to the health sector. The purpose of this study was to map the mobility of midwives and obstetric nurses during their work lives, in order to better understand their career paths and the role that working in rural areas plays. This article contributes to the understanding of career mobility as a determinant of the retention of rural health professionals.MethodsA mixed method study was conducted on 2005, 2010, and 2015 cohorts of midwives and obstetric nurses. The cohorts have been defined by their year of graduation.Quantitative data were collected from 268 midwives and obstetric nurses through questionnaires. Qualitative data had been gathered through semi-structured interviews from 25 midwives and stakeholders. A content analysis was conducted for the qualitative data.ResultsUnemployment rate was high among the respondents: 39.4% for midwives and 59.4% for obstetric nurses. Most of these unemployed nurses and midwives are working, but unpaid. About 80% of the employed midwives were working in urban facilities compared to 64.52% for obstetric nurses. Midwives were employed in community health centers (CSCom) (43%), referral health centers (CSRef) (20%), and private clinics and non-governmental organizations (NGO) (15%). The majority of midwives and obstetric nurses were working in the public sector (75.35%) and as civil servants (65.5%). The employment status of midwives and obstetric nurses evolved from private to public sector, from rural to urban areas, and from volunteer/unpaid to civil servants through recruitment competitions. Qualitative data supported the finding that midwives and obstetric nurses prefer to work as civil servant and preferably in urban areas and CSRef.ConclusionThe current mobility pattern of midwives and obstetric nurses that brings them from rural to urban areas and towards a civil servant status in CSRef shows that it is not likely to increase their numbers in the short term in places where qualified midwives are most needed.

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“…Healthcare is not immune to the larger institutional trends: the imposition of market models to healthcare systems and other changes to healthcare institutions around the world have made career mobility questions increasingly relevant to the healthcare sector. Certainly, job mobility is common for health professionals, and studies of mobility are already present in healthcare research 7–9. Rather than being a comprehensive review of mobility research,10 11 our focus will be on highlighting major themes, key questions of interest and major findings about job mobility from the field of management, perhaps stimulating additional questions specific to healthcare contexts.…”

Section: Introductionmentioning

confidence: 99%

Brief note about management research on job mobility

Dokko¹,

Gorli²

2019

leader

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Occupational mobility among individuals in entry‐level healthcare jobs in the USA

Abstract: Employers and educational institutions should consider efforts to help clarify pathways to advance the careers of individuals in entry-level healthcare occupations.

Cited by 13 publications

References 24 publications

Motivations, experiences and aspirations of trainee nursing associates in England: a qualitative study

Motivations, experiences and aspirations of trainee nursing associates in England: a qualitative study

Career mobility of maternal care providers in Mali: a mixed method study on midwives and obstetric nurses

Brief note about management research on job mobility

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