Role discrepancy: is it a common problem among nurses?

Abstract

Role discrepancy cannot be resolved by having more clinical experience. While clinical experience enhances nurses' conceptions of their ideal roles, it can also lead to role discrepancy if there are organizational barriers that prevent nurses from engaging in their ideal roles. It is important to find a way whereby nurses can actualize their ideal views of practice in the current healthcare environment.

Does value congruence between nurses and supervisors effect job satisfaction and turnover?

“…Some demographic variables such as experience and age have also been shown to relate to turnover intent and job satisfaction (Takase et al . , LaVasseur et al . ).…”

Career motivation in nursing students and the perceived influence of significant others

“…1999), high stress (Hughes 1998), financial difficulties (White et al. 1999), disillusionment and poor person‐environment fit (Takase et al. 2006, McLaughlin et al.…”

“…As a result of the multiplicity of factors contributing to the phenomenon, understanding nursing shortages has always proved to be difficult (McCarthy et al 2007). Reasons put forward for student dropout include academic failure (Kevern et al 1999), personality (McLaughlin et al 2008), personal/family reasons (Richardson 1996), poor organization within the course (White et al 1999), high stress (Hughes 1998), financial difficulties (White et al 1999), disillusionment and poor person-environment fit (Takase et al 2006, McLaughlin et al 2010. Whilst all of these issues may contribute to a student's decision to withdraw from their course, understanding their motivation for entering the nursing profession in the first place may provide insight into recruitment and help to inform strategies that may retain them.…”

Providing a children's palliative care service in the community through fixed‐term grants: the staff perspective

“…Drawing on the premise that role discrepancy and therefore stress will increase if staff are unable to engage in their ideal roles (Takase et al . 2006), the inclusion of a sizable hands‐on care component may be helpful in promoting the retention of staff to these posts.…”