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Huda, Amina. "Employment after liver transplantation." Diss., Search in ProQuest Dissertations & Theses. UC Only, 2010. http://gateway.proquest.com/openurl?url_ver=Z39.88-2004&rft_val_fmt=info:ofi/fmt:kev:mtx:dissertation&res_dat=xri:pqdiss&rft_dat=xri:pqdiss:3398878.
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Birleson, Angela. "Promoting employment in young-onset Parkinson's disease : a staged intervention approach." Thesis, Northumbria University, 2010. http://nrl.northumbria.ac.uk/7256/.
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This study investigated the employment experience of younger people with Parkinson’s Disease (PD). The aims of this study were formulated from reflections on clinical practice and observation of the often detrimental impact caused by relinquishing employment. A steering group consisting mainly of younger people with PD was established to guide the project. A sequential transformative research design was chosen and three methods of data collection were utilised in a flexible, multi-method approach: a questionnaire, which was distributed nationally and in electronic format via the Parkinson’s Disease Society website; a series of three focus groups; and an electronic proforma which recorded the employment stories of respondents via a newly created website. The meaning that employment had for younger people with PD, benefits of working, the decision making process regarding leaving work, difficulties encountered and successful strategies used by younger people with PD to maintain their employment were explored. This study unveiled a narrative surrounding the experience of employment of younger people with PD. The results indicated that this group required targeted assistance to enable them to maintain employment. The results were therefore transformed into a seven staged intervention to facilitate the maintenance of employment and to alter the current narrative. The staged intervention was developed to address the key issues highlighted by the study. Respondents identified a lack of available information and had a poor awareness of employment rights. There was a consensus regarding difficult symptoms to cope with in employment with fatigue having the biggest impact and other symptoms being: cognitive changes, stress, anxiety, reduced dexterity and mobility. Lack of flexibility by employers was noted to contribute to difficulty in work, and dealing with customers or speaking in public were the most problematic work roles. Respondents identified the benefits of work as: mental stimulation, a sense of identity, self esteem and financial benefits, and felt that giving up work would contribute to a social withdrawal. Respondents found that interaction with non-specialist professionals, in relation to the maintenance of work, was ineffective. The study recommends that this intervention should be delivered by a specialist occupational therapist with access to the skills of a multi-disciplinary team. The intervention was tested in practice and an evaluation model was presented to enable further development.
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Pennington, Karen S. "Second career CNAs' perceptions of and factors influencing their employment in nursing homes /." Connect to full text via ProQuest. IP filtered, 2005.
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Thesis (Ph.D. in Nursing) -- University of Colorado at Denver and Health Sciences Center, 2005.Typescript. Includes bibliographical references (leaves 156-167). Free to UCDHSC affiliates. Online version available via ProQuest Digital Dissertations;
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Gamarnikow, Eva Helena Aniela Zofia. "Women's employment and sexual division of labour : the case of nursing, 1860-1923." Thesis, London School of Economics and Political Science (University of London), 1985. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.318095.
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Suzan, Zelda. "The Relationships Among Job Satisfaction, Length of Employment, and Mentoring of Nursing Faculty." ScholarWorks, 2016. https://scholarworks.waldenu.edu/dissertations/2060.
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The shortage of faculty in nursing education programs has been well documented by the National League for Nursing. Job satisfaction is important in retaining nurse educators, and one New York nursing program was interested in examining the potential impact of mentoring on satisfaction. The purpose of this quantitative study was to examine job satisfaction, measured by the Job Descriptive Index/Job in General scale (JDI/JIG), between nurse faculty participants in formal mentoring programs compared to participants receiving an informal type of mentoring. In addition, the length of employment was examined as a possible factor in predicting job satisfaction. The theoretical framework for the study included Knowles's theory of adult learning, Maslow's theory on motivation, and Erikson's theory of psychosocial development. Forty-nine nursing faculty completed a survey with 2 components including a faculty questionnaire and the JDI/JIG scale. Logistic regression was used to assess whether formal mentoring programs or length of employment were predictive of job satisfaction. Scores on the 6 component parts of the JDI/JIG determined job satisfaction. Neither length of employment nor formal mentoring programs were predictive of job satisfaction. Recommendations included continued research on job satisfaction with larger samples of nurse faculty. These findings will promote positive social change by informing discussions at the local site on ways to improve job satisfaction amongst nursing faculty, which could reduce the nursing faculty shortage at the local site.
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JAMIESON, Lynnette Noela, and jamieson1@iinet net au. "The realities of part-time nursing in regional Queensland." Central Queensland University. School of nursing and Health Sciences, 2005. http://library-resources.cqu.edu.au./thesis/adt-QCQU/public/adt-QCQU20060510.094823.
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There are increasing numbers of Australian nurses working in part-time employment. This is important in a background where contemporary nursing shortages are a considerable barrier to the provision of adequate nursing personnel to meet nursing service demands. An accurate understanding of the situation of part-time nursing is necessary to enable effective human resource management of this segment of the nursing workforce. However, a paucity of available knowledge related to Australian part-time nursing represented a serious gap in the information required for effective and efficient management. Therefore the aim of this study was to discover and describe phenomena and develop theory that explains the realities of part-time nursing in regional Queensland. Strauss and Corbins (1998) version of the grounded theory approach and methods were used to conduct this study. A sample of 86 regional Queensland part-time nurses and 18 nurse managers and nurse educators provided data that permitted the discovery of a substantive theory of part-time nursing. This theory has contributed knowledge relevant to practitioners in the substantive area by discovering, describing and explaining the phenomenon of part-time nursing, the conditions that influence the phenomenon and the responses that are made to adapt and adjust to the associated challenges. The developed grounded theory represents a significant contribution to the meagre base of knowledge that previously existed by offering insight, enhancing understanding and providing a valuable guide to action.
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Rodgers, Marsha K. "An investigation of the interest for a nurse re-entry program in Southeastern Ohio." Huntington, WV : [Marshall University Libraries], 2003. http://www.marshall.edu/etd/descript.asp?ref=223.
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Lepore, Michael. "Care workers' motivations for employment in long-term care, assisted living, and particular facilities reconciling inconsistent values /." unrestricted, 2008. http://etd.gsu.edu/theses/available/etd-07102008-085239/.
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Thesis (Ph. D.)--Georgia State University, 2008.Frank J. Whittington, committee chair; Mary M. Ball, Elisabeth O. Burgess, committee members. Electronic text (285 p. : ill.) : digital, PDF file. Description based on contents viewed Oct. 1, 2008; title from file title page. Includes bibliographical references (p. 213-230).
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Williams, Annette. "Job stress, job satisfaction and intent to leave employment among maternal-child health nurses." Huntington, WV : [Marshall University Libraries], 2003. http://www.marshall.edu/etd/descript.asp?ref=262.
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Grainger, Angela. "'Fit for nursing'? : a qualitative analysis of disabled registered general nurses' and other health professionals' views on health and illness in relation to nursing employment." Thesis, University of Huddersfield, 2008. http://eprints.hud.ac.uk/id/eprint/714/.
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The employment of registered general nurses (RGNs) is underpinned by management’s need for economic utility in that the cost of salaries must be reconciled with the need to meet the demands inherent in service provision. Using grounded theory, interviews captured the experience of physically disabled RGNs, who use the phrase ‘physically disabled’ to describe themselves. Their collective experience was then compared with nondisabled RGNs working in the clinical areas of general medical wards, general surgical wards, and day case units, situated in three district general hospitals. Data collection was by partial participant observation, and interviews. The data revealed that both nurseinterviewee groups share an understanding of the meaning of health and illness. Both the physically disabled and non-disabled RGNs manipulate working time to take unauthorised breaks in order to ‘accommodate tiredness’ and ‘stamina lack’. ‘Accommodating need’ is the identified basic social process (BSP) and ‘pacing’ is the identified core category. RGNs distinguish between using a ‘public’ voice and a ‘private’ voice. In respect of a physically disabled RGN ‘doing nursing’, the data uncovered stigma relating to a spoiled identity. Theoretical sampling interviews with senior nurse managers, occupational health doctors, and trade union officials (termed ‘elite groups’), reflected the data findings of both the physically disabled, and non-disabled RGNs, in identifying the factors limiting the employability of physically disabled RGNs. Moreover, data from the elite group interviews revealed the importance of economic utility, in that management has to take account of diminishing returns. This is the crux of the employment issue. ‘Maintaining organisational pace’ is the generated grounded theory, and was confirmed by aligning data to the established literature on Labour Process Theory (LPT) in a supplementary theoretical sensitivity validation process.
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Quinn, Paul Gregory. "Becoming Someone Different| A Grounded Theory Study of How Nurses Integrate Pregnancy and Full Time Employment." Thesis, City University of New York, 2013. http://pqdtopen.proquest.com/#viewpdf?dispub=3589774.
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In the United States, 40% of the contemporary nursing workforce is comprised of women of childbearing age, 65% of whom are employed full-time. Hence, the likelihood of pregnancy occurring for this population at some point in their employment is high. A holistic exploration of how nurses integrate pregnancy and full-time employment has been lacking. The purpose of this research was to explore how primiparous nurses managed pregnancy and full-time employment. Using a grounded theory approach, nurses who were pregnant and delivered their first baby, while employed full-time on 12-hour work shifts, provided a firsthand account of how they incorporated pregnancy with employment.
Nurses, as social actors, experience many interactions in their workplace environment. The basic social process, becoming someone different , emerged to explain those interactions and allowed a substantive grounded theory to be developed. From that exploration, the researcher will present the basic social process, becoming someone different, and the four core categories that arose from the analysis: 1) looking different, feeling different – to explain how the physical and emotional changes of pregnancy result in nurses looking and feeling differently about themselves as nurses; 2) expectations while expecting – where the nurse, with previous experiences and ideas about what is expected of her and what she expects from others, changes how she sees herself, based upon her interactions in the workplace with her peers and coworkers; 3) connecting differently – explains how the nurse, while pregnant, develops new relationships and interactions with the people in her environment, specifically her peers, coworkers and patients, and 4) transitioning labor – where, despite challenges from interactions within the workplace from coworkers or tasks, the participant nurses began to focus on their eventual maternity leave and working as long as possible up to the time of delivery in order to prolong that maternity leave.
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Grimm, Khristina Lee. "The Relationship Between Pre-Licensure Employment and Student Nurse Self-Efficacy." ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/3683.
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Student nurses transitioning to acute care practice often feel unprepared to accept the responsibilities associated with their new role. Lack of self-efficacy in nursing practice contributes to high levels of stress and anxiety as the new nurse enters the workforce which causes turnover during the first year of practice. Little is known about how the type and amount of pre-licensure employment affects the self-efficacy in nursing practice of the student nurse. Using Bandura's social cognitive theory, the purpose of this quantitative study was to examine the relationship between type and amount of pre-licensure employment and self-efficacy in nursing practice of student nurses' in their final semester of college. The Casey-Fink Readiness for Practice Survey-© was completed by 132 senior nursing students. Data were analyzed using correlation and multiple regression. No significant relationships were noted between the type or amount of work experience and self-efficacy. No significant relationship was noted between type of work experience and self-efficacy in managing a patient care assignment of 2, 3, or 4 patients. A significant positive relationship was revealed for amount of pre-licensure work experience and self-efficacy in management of a patient care assignment for 2, 3, and 4 patients (r = .19, p = .02) and healthcare experience was the best predictor of positive self-efficacy in managing a patient care assignment of 3 (F = 4.60, p = .01) and 4 patients (F = 3.42, p = .04). Findings of this study can influence positive social change in nursing by influencing the development of recommendations regarding the amount of pre-licensure employment which could improve a new nurse's self-efficacy in practice and reduce turnover in healthcare.
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Kemp, Joan. "The attachment to nursing of Hull graduate nurses with a history of part-time and intermittent employment." Thesis, University of Hull, 2001. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.395511.
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Greiner, Ann Claire. "The nursing shortage and its relationship to part time and temporary employment growth : how should unions respond?" Thesis, Massachusetts Institute of Technology, 1988. http://hdl.handle.net/1721.1/74340.
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Neilson, Gavin R. "School leavers into nursing : a study of high academic achieving school pupils in Scottish schools." Thesis, University of Stirling, 2008. http://hdl.handle.net/1893/1755.
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The central objective of the study was to better understand 5th and 6th year school pupils’ perceptions of nursing as a career choice and to obtain current data regarding the recruitment situation pertaining to school leavers pursuing nursing as a career choice. This was achieved by utilising a multi-strategy approach which involved the use of a self-administered questionnaire (n = 1062) and the interviews of 20 paradigmatic cases. The school pupils came from 11 schools, with different socio-demographic profiles, from one educational area in Scotland. The study found that only 8.8% (n = 56) of school pupils who had made a career choice had chosen to pursue nursing as a career, despite the fact that 82.4% of the school pupils in the sample had the necessary academic qualifications to enter the student nurse education programme. Merely 21.2% of all the pupils had actually considered nursing as a career choice. The findings would appear to suggest that those pupils who had chosen to pursue nursing as a career choice are committed to this choice. As 93% of the pupils would still continue to pursue nursing as a career choice even if they obtained better grades in their examinations than they expected. Equally resolute in their choice were the pupils who had chosen not to pursue nursing. Of the school pupils in the sample who had not chosen to pursue nursing as a career choice 88.5% of the school pupils stated that even though they did not get the exam grades that they expected they still would not pursue nursing as a career. What was also significant was that of the school pupils who had not chosen nursing as a career choice 86.9% of the pupils stated that they would not consider nursing as a career option in the future. The gender breakdown of school pupils who had made a career choice showed that 2.5% of male pupils who had made a career choice had chosen to pursue nursing. 14% of female school pupils who had made a career choice had chosen to pursue nursing. Further examination in relation to the gender breakdown of those pupils who had chosen to follow nursing as a career revealed that males only accounted for 12.5% whereas females accounted for 87.5%. This would seem to propose that a gender bias still exists in relation to nursing as a career choice. Nursing was not ranked particularly highly by the pupils as a career choice. Male pupils ranked nursing 13th out of the 14 main career choice categories. While female pupils ranked nursing 8th out of the 14 main career choice categories, this being only slightly better than secretarial/administration. Parents appeared to have a major influence on the pupils’ career choice and there was evidence that parents as well as further significant others were influencing against a career in nursing. Nursing does not seem to be a popular career choice among school pupils. There is strong evidence from the questionnaire data to suggest that there are a number of problem indicators which could propose that recruitment of school pupils into nursing could prove extremely difficult even with the proposed increase in the number of school leavers entering higher education. This could have a serious impact on nursing care delivery within the United Kingdom as the nursing population continues to age. The paradigmatic cases interviewed were 20 high academic achieving school pupils who at one stage in their career choice process had considered nursing as a career choice. Despite considering nursing as a possible career choice none of the 20 pupils went on to pursue nursing as a career. The qualitative interview findings appeared to suggest that nursing was not a credible career choice consideration for high achieving pupils. There was a very strong feeling amongst the pupils that nursing would be a waste of their academic qualifications with a belief that nursing was not a career choice for intelligent pupils with good examination grades. Also that they could help people at a much higher level than nursing by becoming a doctor with a prevailing belief that knowledge and caring are polarised – doctors cure and nurses only care for patients. The status of nursing as a career choice was not high amongst the pupils and this was influenced by the type of person that they had observed who were nurses mostly, in their opinion, women who were weak and had no power within society. Also the perceived nature of the job that nurses do with the prominent belief that what nurses do is principally practical in nature having no intellectual aspects, for example making beds, washing and feeding patients. The influence of significant others, these being specifically parents, guardians, guidance teachers and careers advisors was very apparent in the data in that they had a very negative view regarding nursing as a career choice for high academic achieving school pupils. Participants reported that their parents were actively and vigorously discouraging them away from a career in nursing because of the pupils’ good examination grades and the belief that the pupils could do something better than nursing. Also the participants reported that their guidance teachers and careers advisors were assertively steering them away from nursing as a career choice because of their perception that nursing was a low status career choice requiring little intellectual ability and was on a par with hairdressing, office work and being a secretary. In addition the school pupils stated that guidance teachers and careers advisors were more interested in and attempted to have a greater influence on the career choice of the high academic achieving school pupils opposed to other less academic pupils. Only two of the pupils stated that they believed that their career choice was their own decision. With the majority of school pupils valuing the opinion of their parents regarding career choice and with parents along with associated significant others being a major influence on the school pupils’ career choice and advising against a career in nursing. There was strong evidence from the interview data to suggest that the chances of recruiting high academic achieving school pupils into nursing would appear to be negligible. There was also evidence that the image of nursing as an occupation was an important determining factor in the school pupils’ career choice. The pupils displayed a negative image of nursing and this was influenced by a number of factors. The negative image of nursing depicted in television programmes; the negative image of nursing portrayed by people who are nurses; the sexual stereotype image of female and male nurses; and the image that it is very easy to get into train to be a nurse. What was also concerning was that the pupils had few positive and contemporary images of nursing. Also with regard to the image of nursing the data showed that the pupils considered it important to join a profession. Nursing was deemed not to be a profession and did not merit being a profession because it was believed that the entry to student nurse education programmes is not strictly controlled therefore it is easy to get into nursing. There was a strong consensus among the high achieving school pupils regarding their image of the archetypical school pupil who would select nursing as a career choice – their view was of a predominantly unexceptional individual who was mostly female, no more than average intelligence, kind, caring, good listener, good practically and can follow task orders. This view of the typical school pupil who would enter nursing as a career, that of a person with a low academic achievement record, conflicts with their own personal typology and thus became a further important dissuading factor regarding nursing as a career choice for them.
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Greer, Cathy. "Comparison of the prevalence of adult children of alcoholics between nursing and noncaretaking occupations." Virtual Press, 1994. http://liblink.bsu.edu/uhtbin/catkey/897488.
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Theoretical speculation implies Adult Children of Alcoholics (ACOAs) are drawn in disproportionate numbers to caretaking occupations. This study compared the prevalence of ACOAs between nursing and noncaretaking occupations. A cover letter, demographic questionnaire, and Children of Alcoholics Screening Test (CAST) were distributed to a random sample of 196 registered nurses and 184 noncaretaking employees at a large metropolitan hospital. Seventy-nine nursing and 104 noncaretaking occupations respondents completed the questionnaires.Comparison of demographic data for nursing and noncaretaking occupations revealed similar composition regarding age, number of marriages, and race. There were more male, divorced, widowed, and first born respondents in noncaretaking occupations than in nursing.ACOAs were identified in 21.5% of nursing respondents and 19.2% of noncaretaking occupation respondents. Chi-square showed no significant difference between the proportion of ACOAs in nursing and noncaretaking occupations at the .05 level of confidence. Thus, the null hypothesis was not rejected. This study found ACOAs are not drawn in disproportionate numbers to nursing.School of Nursing
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Serafini, Dodie. "Identification of the Skills, Behaviors, and Competencies that Prevent Employment of the Newly Licensed Nurse| An e-Delphi Qualitative Study." Thesis, Northcentral University, 2018. http://pqdtopen.proquest.com/#viewpdf?dispub=10686102.
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Identifying the primary barriers that block initial employment of newly licensed nurses is essential to smooth transition to the workforce. Enrollment in nursing education has increased and schools have added programs, but newly licensed nurses struggle to gain initial employment. This qualitative e-Delphi study solicits feedback from nurse employers through a series of three surveys. The surveys were delivered and returned electronically. They were distributed to 33 volunteer nursing participants who are responsible for hiring and evaluating nurse performance in the workplace. The average response rate was 46%. The identified skill gaps in newly prepared nurses are communication, critical thinking, organization, and professionalism. These skill deficits result in delayed initial employability and prolonged orientation times.
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Foley, Elizabeth, and n/a. "Reentry and retention: a study of the relationship between characteristics of reentry nurses and reemployment in nursing." University of Canberra. Education, 1990. http://erl.canberra.edu.au./public/adt-AUC20050711.151302.
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The purpose of this study was to examine the relationship
between characteristics of refreshed registered nurses and
reemployment in the nursing workforce post Refresher
programme. The application forms completed by the
participants of the six programmes conducted by the ACT
Health Authority (ACTHA, now Department of Community Services
and Health ACT) provided data for a profile analysis.
Employment data was derived mostly from statistics compiled
by the Research Officer, Nursing, ACTHA.
The findings of this study demonstrated that inactive
registered nurses do return to nursing from periods of
non-participation as nurses, following completion of
Refresher programmes. Moreover, significant numbers of these
returning nurses remain in nursing employment. In relation
to that aspect of workforce planning which considers sources
of supply for the registered nurse labour market an area for
further study would be to explore the area of patient care in
which the greater concentration of refreshed nurses were to
be found post programme: acute care settings or extended care
facilities.
The study found that predictions of the successful reentry to
nursing of the individual refreshed nurse and of retention in
the nursing workforce could not be based on the
characteristics of that person, alone. These findings
supported the study's hypothesis that there would be no
statistically significant difference between the
characteristics of refreshed registered nurses who returned
to, and remain in, the nursing workforce and those refreshers
who either did not reenter nursing post programme or who left
during the following twelve months. The characteristics
examined were age, family status, post registration nursing
experience, post registration nursing courses, worked as a
nurse in the ACT prior to the programme, previous employment
status, and time inactive from nursing pre-Refresher
programme.
Trends were identified which indicated that with some
characteristics there was a greater likelihood of post
programme reemployability in nursing. Refreshed nurses who
reentered and remained in the nursing workforce tended to be
younger.than those not working as nurses. There was a trend
for post programme participators in the nursing workforce to
have had fewer years of post registration nursing experience
and to be more likely not to have obtained post registration
nursing qualifications than their counterparts not working in
nursing positions.
Perhaps not surprisingly the study found that a higher
proportion of the refreshers employed as nurses had
previously worked at some stage in ACT health care facilities
as registered nurses. A somewhat unexpected finding was that
amongst the group of refreshed nurses working in nursing the
largest contingent had been inactive from nursing for more
years than was the case for those not working as nurses.
The majority of refreshed registered nurses, whether they
were working as nurses post programme or not had a family
status of partner/husband and child(ren) and were unemployed
before undertaking the Refresher programme.
Refreshed registered nurses have provided a source of supply
to the nursing workforce during a period of shortage of
qualified nurses in the health care system. In the latter
part of the 1980's there have been indications that shortage
is largely confined to nurses with specialised skills. The
findings from this study should assist the nursing profession
in deciding the future role of programmes of reentry for
inactive registered nurses who require reskilling for current
clinical competence for general patient care areas.
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Vollenhoven, Salome Minky. "Investigation into the quality of life of an employee affected by HIV/AIDS." Thesis, Link to the online version, 2008. http://hdl.handle.net/10019/927.
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Iwamoto, Helena Hemiko. ""Recursos humanos de enfermagem na rede hospitalar do município de Uberaba-Minas Gerais"." Universidade de São Paulo, 2005. http://www.teses.usp.br/teses/disponiveis/22/22132/tde-15052006-101523/.
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A área de enfermagem tem vivenciado algumas problemáticas relativas a recursos humanos, entre elas: escassez de enfermeiros, insatisfação no trabalho e alta rotatividade nos serviços.Este estudo descritivo teve como objetivos: descrever a distribuição das diferentes categorias de trabalhadores de enfermagem segundo variáveis demográficas e de inserção no emprego na rede hospitalar do município de Uberaba-Minas Gerais; mensurar e descrever a rotatividade desses trabalhadores. O estudo foi realizado em 11 hospitais, sendo um público, seis privados e quatro filantrópicos. A população constituiu-se de todos os enfermeiros, técnicos e auxiliares de enfermagem que, no período de 1º de janeiro a 31 de dezembro de 2003, antiveram vínculo empregatício nos hospitais estudados. As variáveis demográficas estudadas foram: sexo e idade; aquelas de inserção no emprego: regime de contrato, jornada semanal, tempo de trabalho e rendimento médio. A rotatividade foi verificada aplicando-se indicadores globais: taxas de admissão (TA) e de desligamento (TD), taxa líquida de substituição (TLS), permanência média no emprego (em anos); e específicos: tempo mediano de trabalho dos demitentes (em meses) e curva de sobrevivência no emprego. Os dados foram coletados mês a mês, em fontes secundárias originárias do cadastro de empregados e folha de pagamento. Durante o ano de 2003 estiveram empregados na rede hospitalar 1.368 trabalhadores de enfermagem, sendo 805 auxiliares de enfermagem, 417 técnicos de enfermagem e 146 enfermeiros. Essa força de trabalho era composta, majoritariamente, por mulheres (81,8%), com idade mediana de 38 anos, a maioria cumprindo jornada de trabalho semanal de 36 horas, sob contrato celetista. Nos hospitais privados e filantrópicos os trabalhadores eram mais jovens que no público; 70% dos técnicos de enfermagem, 60% dos auxiliares de enfermagem e 50% dos enfermeiros tinham menos de cinco anos no emprego atual. Os enfermeiros apresentaram média de rendimentos de 5|-10 SM e os técnicos e auxiliares de enfermagem, de 2|-5 SM. Nos hospitais estudados ocorreram 327 admissões e 276 demissões. As taxas de admissão dos trabalhadores (31%) foram superiores às de desligamento (26,1%). Os hospitais privados apresentam as maiores TA (44,3%) e TD (42,1%). A TLS dos trabalhadores foi de 24,3%. O maior nível de TLS situou-se nos hospitais privados (30,7%). O quadro de trabalhadores da rede hospitalar seria totalmente renovado em 3,6 anos; nos hospitais privados, isso ocorreria em 2,4 anos enquanto no público, em 5,3 anos. Todos os enfermeiros seriam substituídos em 4,7 anos e os técnicos e auxiliares de enfermagem em, aproximadamente, 3,5 anos. A mediana de tempo de trabalho dos 276 trabalhadores que saíram do emprego foi de 19 meses; para os demitentes do hospital público, esse tempo foi de 37 meses; nos hospitais privados, de 13 meses, cerca de um ano; pelas curvas de sobrevivência no emprego dos demitentes, identificou-se maior estabilidade e, por conseqüência, menor rotatividade para o grupo de trabalhadores do hospital público. De modo geral, a rotatividade nos hospitais estudados pode ser considerada elevada. Os resultados do estudo trazem contribuições importantes, tanto à direção dos hospitais e serviços de enfermagem, como ao gestor local com vistas ao gerenciamento de recursos humanos em enfermagem no município.The Nursing area has been facing some difficulties regarding the human resource aspects like nurse scarceness, work dissatisfaction, high turnover rate. The present report aims to describe the allocation of the different Nursing working categories according to demographic variables and working admittance in the hospital network staff of Uberaba - Minas Gerais; to evaluate and portray the turnover of these professionals. The study had embraced eleven hospitals, including a public one, six privates and four philanthropics. The large sample is composed by every Nurse, Technician and Nurse Assistant that had employment relationships with the hospitals aforementioned, in the period of January, 1st to December, 31st of 2003. The demographic variables analyzed were: gender and age; regarding the working admittance: labor agreement, weekly working journey, average income. The turnover was evaluated using global indexes: admission (TA) and dislodgment (TD) rate, liquid replacement rate (TLS), stayers mean service (by years); and specifics: leavers mean service (months), and survival of leavers curve. The data were acquired monthly, using secondary sources, derived from Employees Official Register and Payroll. During 2003, the hospital network engaged 1368 Nursing employees, including 805 nursing assistants, 417 nursing technicians and 146 nurses. This working power was compounded mostly by women (81,8%), with ages varying from 38 years, the majority with 36 hours weekly work journey, under usual rules agreement. The workers are younger in the private and philanthropic hospitals than in the public ones; 70% of nursing technicians, 60% of nursing assistants and 50% of nurses have been less than 5 years in the present work. The nurses have average income of 5 to 10 minimum salaries and the nursing auxiliaries and technicians have 2-5 minimum salaries. In the aforementioned studied hospitals occurred 327 admissions 276 resignations. The admission rate (31%) was higher than the resignation rate (26,1%). The private hospitals presented the biggest TA (44,3%) and TD (42,1%). The TLS was 24,3%. The TLS highest rate is on the private hospitals (30,7%). The entire employee staff would be completed renewed on 3,6 years; in the private hospitals this situation would happen in 2,4 years, while the public would take 5,3 years. All the nurses would be replaced in 4,7 years and the nursing assistants and technicians in 3,5 years. The median service of the 276 workers who left the job were 19 months; for the leavers of the public hospital this time were of 37 months; in the private hospitals, 13 months, approximately a year; by the survival leavers curve could be identified a higher work stability rate, therefore lower turnover rate in the public hospitals. In general, the turnover in the studied hospitals can be considered high. When the issue is the management of human resources in nursing, the results of the study bring important contributions, as much to the hospitals direction and nursing services, as to the local manager in town.
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Dodsworth, Caroline. "How can midlife nurses be supported to deliver bedside care in the acute clinical services until retirement? : a thesis presented in partial fulfilment of the degree of Master of Philosophy (Nursing), Massey University, Turitea, Palmerston North, New Zealand." Massey University, 2008. http://hdl.handle.net/10179/902.
Full textAbstract:
As the baby boomer generation move inexorably towards retirement and the requirement for health care services increases, the supply of nurses available to provide care at the patient bedside is forecast to fall significantly short of demand. This thesis has explored the perspectives of midlife nurses, asking what it would take to keep them in bedside practice until retirement. These nurses have provided insights which offer employers of valuable senior nurses, suggestions for maximising their potential. Through the use of questionnaires and focus groups nurses aged 45 years and over were asked what the employer can do to ensure that they are able to continue to work at the patient bedside until they reach the age of retirement. The results of this research demonstrate a workforce of nurses who are passionate and committed to their profession, but feeling disillusioned and disempowered. The nursing environment has changed over the span of their career and they find the increased workload, together with increasing professional demands, too hard to cope with. They feel they have no control over their workload, their shift patterns, or the expectations of their patients and colleagues. They want their experience to be recognized but they do not want to have to prove competency; they want to have a voice but they are unwilling to pursue postgraduate education to learn how to become visible and emancipated.
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Themnér, Westerdahl Charlotta. "Sjuksköterskestudenters förväntningar på en anställningsrelation." Thesis, Mälardalens högskola, Akademin för hälsa, vård och välfärd, 2015. http://urn.kb.se/resolve?urn=urn:nbn:se:mdh:diva-31285.
Full textAbstract:
Bakgrunden till studien var sjuksköterskebristen i hälso- och sjukvården och det faktum att många arbetsgivare har svårt att rekrytera och behålla sjuksköterskor. Det valda perspektivet var anställningsrelationen och teorin om ”psykologiska kontrakt”; individens uppfattningar om ömsesidiga åtaganden/skyldigheter mellan anställd och arbetsgivare. (Förhands)förväntningar, influerade av signaler/information från organisationer, kan vara en grund till nyanställdas psykologiska kontrakt. I denna studie undersöktes sjuksköterskestudenters förväntningar på ömsesidiga åtaganden i en anställningsrelation, liksom hur de fick information om arbetsgivare/arbetsplatser och varför informationen var viktig. Semistrukturerade intervjuer genomfördes med 12 sjuksköterskestudenter från en svensk högskola, 11 var sistaårsstudenter. Analysmetoden var fenomenologisk. Två huvudteman för förväntade åtaganden framkom: sjuksköterskeprofessionen och personen. Tema tillit/förtroende framkom för hur studenterna fick viktig information om arbetsgivare/arbetsplatser, kategorierna var: direkta kontakter med organisationer/arbetsgivare, nätverk och media. Resultatet pekade på vikten av ett relationellt förhållningssätt i kompetensförsörjningen, liksom att arbetsgivare särskilt bör uppmärksamma förtroendefrågor och professionella värderingar i kontakter/kommunikation med sjuksköterskestudenter.
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Sayers, Stanley Andrew. "Assessment of skills retention strategies in a health sub-district within a metropolitan municipality in the Western Cape." Thesis, Cape Peninsula University of Technology, 2018. http://hdl.handle.net/20.500.11838/2746.
Full textAbstract:
Thesis (MTech (Public Administration)--Cape Peninsula University of Technology, 2018.Organisations spend large sums of money on staff after they have been recruited in order to make them proficient in their jobs. It is therefore important to ensure that staff remain with the organisation for as long as possible, allowing the organisation to reap the benefit from its investment in the form of good performance by staff. Work performance can however, be affected negatively when labour turnover is high. This research project reflects on staff turnover amongst professional nurses, posing the question, “What can be done to alleviate high staff turnover?” A quantitative approach to research was followed within a Western Cape Metropolitan Municipality. The significance of the research is reflected in the recommendations made to the management of the municipality to address staff turnover in the specified category of employees.
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Gracióli, Jocelaine Cardoso. "Percepção do enfermeiro acerca da readaptação funcional do trabalhador da enfermagem sob a ótica da gestão." Universidade Federal de Santa Maria, 2017. http://repositorio.ufsm.br/handle/1/11911.
Full textAbstract:
This study aimed mainly to know the nurses perceptions on the Nursing workers functional readaptation in a teaching hospital. The specific goals were to know the nurses` strategies on receiving the Nursing worker in functional readaptation and to describe the appraisal process of the nurse`s accomplished performances with the Nursing worker in functional readaptation in a teaching hospital. The methodology consisted in a exploratory descriptive field research with a qualitative approach and it happened in Santa Maria`s University Hospital. The participants were 19 nurses under the Brazilian legal labor system for public organizations who work with Nursing workers in the functional readaptation process. The data collection was done through semi structured interviews between May and June, 2016. The data were analyzed according to Minayo`s operative proposal for content analysis. All the ethical aspects were respected in accordance to the December, 2012 Brazilian National Health Counsil resolution number 466 and the project was approved under the number CAAE 53557916.4.0000.5346. This dissertation includes three articles. The first targeted to discuss the main goal and it comprehends the following content categories: nurse`s perception about the readjusted worker; the easiness and difficulties of the return to work; the reception of the worker in functional readaptation returning to work. The second aimed to know the nurses` strategies on receiving the Nursing worker in functional readaptation with the categories: user embracement and worker in functional readaptation care at the work setting; planning of the readjustment process for the Nursing worker. Lastly, the third article intended to describe the appraisal process of the nurse`s accomplished performances with the Nursing worker in functional readaptation in a teaching hospital setting. Communication, one of the ranked strategies, was one of the maneuvers used by the nurse while appraising and informally evaluating. The main results according to the perception of the interviewed nurses are: the discrimination and prejudice faced by workers in functional readaptation; insecurity about returning to work, an aspect that affects their performance; the necessity for willingness to return to work, and the nurses also pointed out management difficulties to work with this worker and the importance of institutional planning to receive the nursing worker in the process of functional readaptation. As strategies to receive this worker, the nurses emphasized the user embracement, the negotiation, the communication process and respect to the labor limitations. Regarding the performance appraisal, participating nurses advocated for daily evaluations, based on communication and on the adoption of an informal method of appraisal. It is expected for this study to contribute to the return of nursing workers to work when in a situation of health restriction, and that it also can enable managers to devise strategies that allow a healthy functional readaptation permeated by positive experiences for workers, managers and institutions. In addition, it hopes to stimulate reflections and discussions within academic and professional settings, encouraging new researches about this subject. Thus, it is possible to conclude that the nursing workers` process of functional readaptation is a complex one, requiring the institution involvement, the management staff and the worker itself. Developing a team work, so that they accommodate the worker returning to labor activities, facilitates the readptation. Another attitude that contributes to the worker`s return to work is credited to a frank process of negotiation between the readjusted and the management staff. Furthermore, willingness and commitment to return to work is necessary on the worker`s behalf.Este estudo, teve como objetivo geral, conhecer as percepções dos enfermeiros na readaptação funcional dos trabalhadores de enfermagem em um hospital universitário e como objetivos específicos, conhecer as estratégias dos enfermeiros ao receber o trabalhador de enfermagem em readaptação funcional, e descrever o processo de avaliação de desempenho realizado pelo enfermeiro com relação ao trabalhador de enfermagem em readaptação funcional de um hospital universitário. A metodologia do estudo consistiu em uma pesquisa de campo, descritiva exploratória, com abordagem qualitativa, que foi realizada no Hospital Universitário de Santa Maria. Os participantes do estudo foram 19 enfermeiros, do Regime Jurídico Único, que atuam com o trabalhador de enfermagem em processo de readaptação funcional. A coleta dos dados foi realizada por meio da entrevista semiestruturada, entre os meses de maio e junho de 2016. Os dados foram analisados por meio da análise de conteúdo temática da proposta operativa de Minayo. Foram respeitados todos os aspectos éticos conforme Resolução 466 de Dezembro de 2012 do Conselho Nacional de Saúde, sendo o projeto aprovado sob o nº CAAE 53557916.4.0000.5346. A dissertação contempla três artigos. O primeiro teve como propósito discutir o objetivo principal e contempla as seguintes categorias temáticas: percepção do enfermeiro sobre o trabalhador readaptado; facilidades e dificuldades de retorno ao trabalho; recepção do trabalhador e necessidade de um processo formal na instituição. O segundo objetivou-se conhecer as estratégias dos enfermeiros ao receber o trabalhador de enfermagem em readaptação funcional, com as categorias acolhimento e cuidado com o trabalhador em readaptação funcional no cenário laboral; planejamento do processo de readaptação do trabalhador de enfermagem. Por fim, no terceiro artigo teve-se o intuito de descrever o processo de avaliação de desempenho realizado pelo enfermeiro com relação ao trabalhador de enfermagem em readaptação funcional de um hospital universitário. Sendo, as categorias denominadas, comunicação como uma das estratégias utilizadas pelo enfermeiro ao avaliar e realizando avaliação informal. Como principais resultados, conforme a percepção dos enfermeiros entrevistados, obteve-se, a discriminação e o preconceito que o trabalhador em readaptação funcional enfrenta; a insegurança no retorno ao trabalho, fato que afeta seu desempenho; a necessidade de haver disposição para retornar as atividades laborais, e os enfermeiros ainda apontaram dificuldades gerenciais para atuar com este trabalhador e a importância de um planejamento na instituição para receber o trabalhador de enfermagem em processo de readaptação funcional. Como estratégias para receber este trabalhador, os enfermeiros destacaram o acolhimento, a negociação, o processo de comunicação e respeito as limitações laborais. No que se refere, a avaliação de desempenho, os enfermeiros participantes preconizaram a avaliação diária, sustentada na comunicação e adoção de um método informal de avaliar. Espera-se, que este estudo possa contribuir para o retorno do trabalhador de enfermagem ao trabalho quando em situação de restrição de saúde, possibilitar aos gestores a elaboração de estratégias que permitam uma readaptação funcional salutar, permeado de experiências positivas para trabalhadores, gerentes e instituições. Além de, estimular reflexões e discussões dentro dos espaços acadêmicos-profissionais, e incentivar novas pesquisas sobre a temática. Por fim, foi possível concluir que o processo de readaptação funcional do trabalhador de enfermagem é um processo bastante complexo, exige envolvimento da instituição, da gerencia e do próprio trabalhador. Desenvolver um trabalho com a equipe para que esta acolha o trabalhador no seu retorno as atividades laborais, facilita a readaptação. Outra atitude, que contribui para o retorno do trabalhador ao trabalho, deve-se ao franco processo de negociação entre o readaptado e a gerencia. Além disso, é necessário, disposição e empenho para retornar ao trabalho, também por parte do trabalhador.
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LIAO, MAN-LING, and 廖曼伶. "Exploring factors of nursing students’ employment intention." Thesis, 2018. http://ndltd.ncl.edu.tw/handle/x76258.
Full textAbstract:
碩士長榮大學
醫務管理學系碩士班
106
Nurses shortage was a big problen in this increasingly difficult medical environment. To cultivate more excellent nurses is a most important solution. However, the last mile of start working was internship which was a important step that lead nusing student being a real nurse. But a part of nusing student had been said that I think “Workplace of nursing is not measuring up to expectations. ” And these feeling lead me pain and being a lot of pressure, that I think “I will not go into this Workplace of nursing .” The purpose of this study was to investigate the work value and learning achievement sense influence on employment intention when nusing student was an intern. Further explore the interference effects of hardiness and team conflict between perceived stress and employment intention. The cross-sectional survey involved 364 participants, who ranged from junior to senior Department of Nursing students of university and had intern at hospital. The subjects were used cluster sampling, and selected to comprise the sample size from some Department of Nursing around Taiwan. The researcher would take the questionnaires to every school and take back the questionnaires which had been finished. When researcher get enough effective recovery, this study was performed by SPSS 21 and AMOS22. Concerning about reliability and validity analysis for the the work value, learning achievement sense, perceived stress, team conflict, hardiness and employment intention. And the use of regression analysis to detect the direction of the relationship between perceived stress and employment intention. And hardiness and team conflict for perceived stress and employment intention interference effects. Result show that the perceived stress was related to negative relationship to employment intention. Represents stronger the degree perceived stress of nursing students, the worse the employment intention of their nursing students. The result show that the hardiness has significance interference effects between perceived stress and the employment intention. In other words, nursing students has higher degree the hardinee, the lower negative relationship between perceived stress and the employment intention. Based on these findings, several suggestions for future studies are proposed. More follow-up time needs to be done on a larger group of individuals to verify the relationship of every categories of this study. In the future study examines the nursing students of freshman, sophomore, junior and senior of university, and different hospital and different school using a longitudinal study. And the qustionarie of perceived stress should be adjusted before using again. That result may allow managers to understand the impact of employment intention on perceived stress.
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Foreman, Pamela J. "The intersection of employment and intimate partner violence and women's concerns in sustaining employment." Diss., 2008. http://gateway.proquest.com/openurl?url_ver=Z39.88-2004&rft_val_fmt=info:ofi/fmt:kev:mtx:dissertation&res_dat=xri:pqdiss&rft_dat=xri:pqdiss:3289339.
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Uwayezu, Agnes. "Exploring the reasons Rwandan nurses change employment status." Thesis, 2006. http://hdl.handle.net/10413/9003.
Full textAbstract:
AIM: The purpose of the study was to explore the reasons that influence Rwandan nurses
to change employment status.
METHODOLOGY: The study used quantitative, exploratory, and descriptive design.
A convenient sample size of eighty-eight (88) nurses, purposively selected using
snowballing method, participated in the study from CAMERWA and RAMA
organizations. Data was collected by use of a self -administered questionnaire, which had
closed and open ended questions. Data were analyzed by SPSS 13.0 for Windows.
FINDINGS: Low salary payments (53.8%),lack of policies and procedures( 42.5%),
poor staffing in health care facilities (54.8%)and some respondents said they never
choose to be nurses (31 %), and therefore they did not want to remain in nursing(23 .9%.)
Reasons included lack of autonomy (65.9%), lack of promotion criteria (52.3%) Lack of
career advancement and training were among the major reasons for change of
employment status. Nurses however recommended that if the salary is increased, and
opportunities for training and further education are improved then retention can be
improved,
CONCLUSION: Intrinsic and extrinsic factors were both identified as factors that
influenced the nurses to change employment status, it is the government and the relevant
healthcare facilities to pay attention to what motivates nurses, since they are the major
role players in the health sector.Thesis (M.N.)-University of KwaZulu-Natal, Durban, 2006.
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WANG, YA-CHIN, and 王雅琴. "Employment Selection Factors of Nursing Students: Fishbein Models Application." Thesis, 2017. http://ndltd.ncl.edu.tw/handle/4f9ph9.
Full textAbstract:
碩士國立高雄師範大學
事業經營學系
105
The purpose of this research is to explore the relevance of the personal background of nursing students to the attributes, importance (weight) and normative beliefs of employment selection, and the relevance to the initial employment intention, and the employment selection attribute, importance (weight), normative beliefs, and their initial employment intent of the five assumptions related to the investigation and research. In this research, I use the Fisherbein theory to analyze the personal background, behavioral attitude, subjective norms and initial employment intention, and so on. The questionnaire is divided into four parts (63 items) by expert assessment and pre-test. Related impact, predict the related impact on the future employment intentions towards the nursing students. In the factors, That the “behavioral attitude” mainly refers to institutional reputation, salary and fringe benefit, shift work, workload and working environment. As to “subjective norms” include parents, close friends and nursing teachers, etc. Employment intention "project has hospitals, clinics, blood donation centers and other industries to evaluate. A total of 170 questionnaires were collected and 167 valid samples were collected. The effective recovery rate was 83.5%. The results showed that the questionnaire was used as the nursing students in the nursing department of the University of Science and Technology in the south. The results of this study indicate that nursing students graduate employment, accounting for 80.2%, through the nursing students personal background and initial employment behavior attitude statistics, verified at a certain level there are significant differences in the choice of girls pay more attention to the working environment, and boys pay more attention Institutional salary benefits, which for the institutional prestige and pay benefits of the evaluation of the hospital is better, the other three of the evaluation of the blood donation center is better, the workload are given negative evaluation. Through the personal background of the nursing students and the subjective norms of the initial employment statistics, verified at a certain level there are significant differences in the important people to regulate the belief that for the initial employment that nursing students should choose hospital employment, which tend to parents as a choice The Through the nursing students personal initial employment intent statistics, preferred for the hospital, followed by blood donation center. Key words：Fishbein Model; Behavioral Attitude; Subjective Norms
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Jamieson, Lynnette. "The 'realities' of part-time nursing in regional Queensland." 2005.
Find full textAbstract:
Thesis (PhD) -- School of Nursing and Health Studies, Central Queensland University, 2005.Title from opening screen ; viewed 1 June 2006. Includes bibliographical references (leaves 263-279). Also available in print format.
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WANG, SHU-CHEN, and 王淑真. "The Study on Learning Difficulties of Last mile Practicum of Obtaining Nursing Employment and Professional Commitment in Nursing for Nursing Students." Thesis, 2013. http://ndltd.ncl.edu.tw/handle/7h9tj6.
Full textAbstract:
碩士國立臺北護理健康大學
醫護教育研究所
101
The purpose of this study is to understand the nursing students on the last mile of Practicum for Obtaining Nursing Employment in the current situation and to explore different personal background factors in the last mile of clinical practice learning difficulties difference situation, and nursing professional commitment and last mile Practicum for Obtaining Nursing Employment learning difficulties relevant circumstances. Take National Taipei University, Department of Nursing Care Health Four-Year Technology fourth grade and two-Year Technology second-year nursing students having completed the last mile Practicum for Obtaining Nursing Employment course for the study. For a cross - sectional survey to collect data, research tools include three parts: the "personal background factors", "care professional commitment scale" and "last mile Practicum for Obtaining Nursing Employment learning difficulties scale." Analyzed by frequency, percentage, mean, standard deviation, t-test, One-Way ANOVA, Scheffe's post hoc comparisons and Pearsons Correlation other statistical methods for data analysis, the results showed that: (1) nursing students as a whole last mile of Practicum for Obtaining Nursing Employment learning difficulties (Likert 5-point scale) between "Normal" to "disagree" with an average close to the low value compared to (M = 2.58, SD = 1.01), shows nursing students in last mile of clinical practica learning difficulties in low level; (2) the overall care of nursing students professional commitment(Likert 4-point scale) between "OK" to "uncertain", with an average close to the high value (M = 2.94, SD = 0.74); (3) Overall nursing students in last mile of Practicum for Obtaining Nursing Employment plagued with older nursing students in their learning problems higher; preceptorship hospital level as the "Regional Teaching Hospital & Regional Hospital" higher than the "Medical Center" in nursing student; Also in the" clinical practice unit level learning plagued" is by" two-Year Technology "than" Four-Year Technology "of nursing students & "no work "than" a work "of nursing students; in the" personal level learning problems" perceived health" bad & very bad "than" very good "nursing students. (4 ) Overall care professional commitment to "their own interests" and "job easier" than those "family's expectations" and "distributed by scores" of nursing students; school system as " Two-Year Undergraduate School " of nursing students higher than the " Four-Year Undergraduate School " in nursing students; families cope "None cope" and "partial cope" those above "Full cope" nursing students; perceived health as "very good" by the "good" than "bad & very bad" for nursing students ; academic performance in "85 points" higher than the "80-84.9 points" and "79.9 points or less," the nursing students; Practicum performance in "85 points" higher than the "80-84.9 points" of nursing students; preceptorship Hospital level as the "Medical Center" higher than the "regional Teaching Hospital & regional Hospital" in nursing students; preceptorship unit divisions as "medicine" "Surgery & operating room," "emergency & critical units" higher "respiratory care ward, long-term care wards, gynecologic cancer, rehabilitation, psychiatry, "nursing students, and its overall commitment to the nursing profession a higher degree than the positive . (5) As well as the overall level of Last Mile Practicum for Obtaining Nursing Employme learning difficulties, as well as the dimensions of the overall commitment to the nursing profession were highly significant negative correlation, that Last Mile Practicum for Obtaining Nursing Employme learning difficulties by its commitment to lower the degree of nursing; nursing profession The higher the degree of commitment by their Last Mile Practicum for Obtaining Nursing Employme learning difficulties is lower. Recommendation: nursing faculty teaching in the school care about students' professional commitment to the process of formation, and timely to encourage and motivate students, to enable students to improve care professional commitment; while preceptorship units should choose a professional and caring nurses ability to act as role models clinical nursing teachers, to promote retention of nursing students and create a win-win situation, and the school can arrange for the last mile before clinical preceptorship operating practice relevant skills, communication skills, reasoning, decision making test (eg OSCE), in order to increase students' clinical election last mile learning clinical situation facing the coping capacity and enhance professional competence of nursing students on their own self-confidence and reduce the gap between theory and practice.
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Tai, Chung-Yi, and 戴仲宜. "A Study of Relationship Between Work Value and Employment Intention On New Nursing Graduates." Thesis, 2010. http://ndltd.ncl.edu.tw/handle/89882546375815985995.
Full textAbstract:
碩士臺灣大學
醫療機構管理研究所
98
It has been a global question about the nursing manpower insufficient, and our country is no exception for that. People had made the most effort to solve this predicament for many years. In fact, it is enough for the nursing staff training to count every year, but not engaged in the nursing work after graduating, which is one of the important factors causing manpower to be in short. Many studies discussing the key factor of influencing employment intension, often find that the '' work value '' occupies quite important position. The purpose of the study is that by confirming the work value of the new nursing graduates, to understand and predict their clinical employment intension, then to facilitate the preparation in employment coaching of nursing schools and hospitals. A cross-sectional survey was conducted by using constructive questionnaires, and the population attends to the new graduates of every nursing educational system in the whole country. The researcher takes three schools out in every nursing educational system by way of simple random sampling. The research was conducted from April 15 of 2009 to May 22 of 2009, which distributed 498 questionnaires. Finally, 473 valid questionnaires were collected, and the valid response rate was 94.98%. The relationship between employment intension and work value was analyzed by Logistic regression. The research found that, under controlling the demographic variables, work value '' stable and avoiding anxiety orientation '' is the apparent prediction to the employment intension, thus the higher scores of the '' stable and avoiding anxiety orientation '' is, the higher intension of employment. It also found that students who are interested in nursing get the higher employment intension. Propose the following suggestions according to the result of the research: schools can increase the number of students on admission test, in order that more students who are interested in nursing can be recruited. Subsequent researcher while carry on the same kind of topic, can conduct the researches by different study methods or statistics methods for the relevant factors of new nursing graduate''s employment intension, and the direction of policy establishing.
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Maelane, Mapule Ellen. "Analysis of the implementation process of employment equity by university nursing departments of South Africa." Diss., 2002. http://hdl.handle.net/10500/663.
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Chen, Yi-Chun, and 陳怡君. "A Study of Nursing Staff’s Work Value and Job Satisfaction in Different Strategies of Employment." Thesis, 2006. http://ndltd.ncl.edu.tw/handle/04952600590677094890.
Full textAbstract:
碩士元智大學
管理研究所
94
This thesis studies the relationship of the work value and the work satisfaction between the full-time and the part-time staff. This study sends out the questionnaire to the nursing staff of three Departments of Health Executive Yuan Taiwan in the midland. There are 120 copies of questionnaire to be issued; 113 copies are retrieved, and 112 copies are valid (the retrieved ratio is 99.99%). The research methods include the Work Value Inventor developed by Tieh-husiung Wu、Kuen-chorng Lee、Yu-hsing Liu、Huei-ming O, and the Nurses’Job Satisfaction Scale developed by Sing-ling Tsai.The statistic analysis uses the software, SPSS for Window 10.0, to analyze the structured questionnaire. The study results show the following issues: 1. The ratio (the average number is 3.55) of the goal value is higher than that (the average number is 3.33) of the tool value in the issue about the work value. In general, the most important impact factor of the work value is the society interaction; and the least important impact factor of the work value is the stability and exemption from anxiety. 2.The ratio (the average number is 3.47) of the familiarity of work environments is highest in the work satisfaction issue; and the ratio (the average number is 2.99) of satisfying remuneration is lowest in the issue about the work satisfaction. 3.The age, marriage, seniority, position and the nursing discipline have the remarkable characteristic with the work value issues. 4.The age, marriage, seniority, branch, position and the nursing discipline have the remarkable characteristic with the work satisfaction issues. 5.The organization stability, economy, professional participance, remuneration, and schedule have the remarkable characteristic with the full-time/part-time issues. 6.The relationship between the work value and the satisfaction has the remarkable characteristic. This study suggests that the hospital, the administration, the nursing education and the nursing staff should support the full-time and part-time nursing staff to confirm their professional belief and mission in order to promote the quality of medical treatment.
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Vujicic, Marko. "Recent trends in the nursing labour market in Canada." Thesis, 2003. http://hdl.handle.net/2429/14752.
Full textAbstract:
There is alleged to be a severe nursing shortage in Canada. While the shortage is
attributed in large part to fiscal restraint in the hospital sector in the early 1990s, there are
competing claims addressing why nursing employment levels changed over this period.
Supply-side proponents argue that deteriorating working conditions and stagnant wages
led nurses to voluntarily leave the profession, province, or country for better employment
prospects. Demand-side proponents argue that hospitals reduced staff levels in response
to a decline in inpatient utilization. There is also considerable disagreement on what
impact, if any, reduced nursing employment levels had on access to hospital care.
However, while there is no shortage of anecdotal evidence and plausible rhetoric, the
debate is being carried out in a largely data-free environment. This thesis attempts
partially to fill this void.
Part I of this thesis examines trends in the nursing employment level in Canada over the
hospital restructuring period. Results indicate that the number of nurses employed in
hospitals decreased significantly during the cut-backs period and that the decrease was
particularly severe among young nurses. The employment level is decomposed into three
separate components for each age group: the change in the potential supply of nurses, the
change in the employment rate of this group and the change in the likelihood that an
individual will work in the nursing profession conditional on being employed. Results
indicate that the third factor is most important. To determine whether the observed shift
toward non-nursing employment was voluntary, an occupational sector choice model is
developed and the pattern of nursing wages, non-nursing wages, and hospital expenditure
(a proxy for demand) is examined. The evidence strongly suggests that the reduction in
the nursing employment level in hospitals during the downsizing period was a result of a
decrease in the demand for nursing labour and did not represent voluntary movement out
of the nursing sector. That the decrease in demand primarily affected young nurses
appears to reflect the influence of seniority in the highly unionized nursing sector.
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Liversidge, Sharon Elaine. "A matter of time : the lived experience of re/entering mothers in nursing education." Thesis, 2000. http://hdl.handle.net/2429/10421.
Full textAbstract:
This study explored the lived experience of re/ehtering mothers who were entering
baccalaureate nursing education for their first registered nursing credential. These
re/entering women were either reentering higher education or entering for the first time.
The participants in this study were mothers of 1 to 3 children. In-depth personal
interviews and a focus group session were conducted with 5 re/entering mothers aged
28 - 45 years who were enrolled in the second year of nursing education in a community
college setting. Analysis revealed five major themes that were incorporated into a
narrative that reflected their lived experience as a multiple role learner in nursing
education: time as a scarce resource, a personal need to achieve, feelings of guilt related to
not "being there" for their children, re/entering women as the family organizer and their
positive perception of their multiple role status. The voices of these women are heard in
their stories that are interwoven throughout the narrative. The findings from this study
suggest ways in which institutions of higher education might assist and support re/entering
mothers and recommend this group of women as a target population for recruitment into
nursing.
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HSU, LI-HUA, and 許莉華. "To explore the professional competence of nursing assistants with different employment relationship in long-term care institutions." Thesis, 2017. http://ndltd.ncl.edu.tw/handle/89z22m.
Full textAbstract:
碩士弘光科技大學
健康事業管理研究所
105
The knowledge and skills of the nursing assistants is an important part of the quality of care. At present, because of lacking manpower of nursing assistants, the long-term care institutions under the public sector are entrusted by the agency for nursing assistants recruitment, thus causing the same institution to have different working status. The purpose of this study is to understand the relationship between the importance of self-conscious professional skills and self-evaluation in the care of the different employment relationships of the long-term care institutions. In this study, we sampled and selected the current nursing assistants of four long-term care institutions in the north, middle and south of Taiwan. The data was collected by self-compiled and well-informed structured questionnaire, including the demographic characteristics, Service experience, employment relationship, conscious professional skills importance and self-evaluation. Finally, a total number of 214 valid samples were available. The data were analyed with SPSS 21.0 statistical software. The majority of samples were women (76.6%), married (65.9%). The average age of 50.76 years old, and 51.4% were higher than high school. More than 36.9 % were engaged in care work less than 4 years, 23.4% with care work experience more than 20 years, and more than half with the care license (57%).The most importance of working experience in the nursing assistance skills is cardiopulmonary resuscitation, foreign body choking and carrying out hand washing steps. In the other hand, there are more difficulties in perineal washing techniques, followed by passive range of motion and application of cold and heat. As a result, The analysis of IPA for self-evaluation and awareness of the importance of professional skills, the result had shown that body shift techiques, perineal washing techniques and measurement of vital sign would be the first priority as processing. In the future, we should continue to emphasize the long-term nursing assitances in the emergency-incidents handling capacity, and should be for different characteristics of caregivers to provide appropriate curriculum planning To practice skills training, should be perineal washing, passive range of motion and application of cold and heat, to reinforce the practice and operation to enhance the care service.
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Watt, S., and Bryan McIntosh. "The motherhood career slide. A recent study reveals that gender perceptions have a negative impact on women's career progression in nursing." 2012. http://hdl.handle.net/10454/6516.
Full textAbstract:
Men constitute 11 per cent of
Scotland’s nursing workforce,
yet they make up 27.6 per cent
of senior management.
Major research into gender
and nursing career progression
completed at Edinburgh Napier
University last year explored
the hypothesis that women’s
career trajectories put them
at a disadvantage.
The research was conducted in
two phases. The first involved a
quantitative analysis of the work
patterns of 65,781 nurses in
Scotland between 2000 and 2008.
Gender, employment grades,
number and length of career
breaks, length of service, age,
working patterns, and number
and age of dependent children
were examined to identify the
factors that influence women’s
career outcomes.
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PENG, YI-XUE, and 彭奕學. "A Study of Nurse-Patient Relationship and Employment Willingness of Nursing Student-Using Sense of Humor of Moderator." Thesis, 2016. http://ndltd.ncl.edu.tw/handle/r2d9p4.
Full textAbstract:
碩士國立高雄師範大學
人力與知識管理研究所
104
Nursing manpower shortage has been a big issue of medical care system. Graduate nursing students’ employment willingness have a direct impact on nursing manpower supply, and nursing-patient relationship is an important part of nursing internship, but it might cause pressure and influence future employment willingness when nursing student interact with patients. Therefore, we can use sense of humor to help develop good therapeutic relationship and increase well-being, and also reduce anxiety and pressure. The main purposes of this study were to investigate: (a) the effect of nurse-patient relationship on post internship nursing student’s employment willingness (b) the effect of post internship nursing student’s sense of humor on nurse-patient relationship (c) the effect of post internship nursing student’s sense of humor on employment willingness (d) examine the moderating effects of post internship nursing student’s sense of humor on nurse-patient relationship and employment willingness from post internship nursing students of department of nursing in southern Taiwan. The study was conducted through the use of questionnaires, and the instrument utilized to examine the program were “STAR-C scale”, “multidimensional sense of humor scale” and “employment willingness scale”. Totally 300 copies of questionnaires were issued, 260 copies return and 227 of them are effective samples. The statistical methods including descriptive statistics analysis, correlation analysis and regression analysis were used to analyze the data the test the hypotheses. Our results showed: (1) Nurse-patient relationship have a significantly positive effect on post internship nursing student’s employment willingness；(2) Post internship nursing student’s sense of humor have a significantly positive effect on nurse-patient relationship；(3) Post internship nursing student’s sense of humor have a significantly positive effect on employment willingness；(4) Post internship nursing student’s sense of humor have a positive moderating effect on nurse-patient relationship and employment willingness. Finally, possible explanations for these findings and implications were discussed.
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Schick, Makaroff Kara Lee. "The experience of feeling understood for nurses with disabilities." 2005. http://hdl.handle.net/1828/664.
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Morris, Judith A. "Factors influencing the injury experience of temporary workers in a manufacturing setting a research project submitted in partial fulfillment ... for the degree of Master of Science, Community Health Nursing/Occupational Health Nursing ... /." 1995. http://catalog.hathitrust.org/api/volumes/oclc/68798792.html.
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Mallette, Claire M. "Theoretical and nursing implications of employment patterns and social exchange theory : impact on the individual, organization, and the profession." 2005. http://link.library.utoronto.ca/eir/EIRdetail.cfm?Resources__ID=371018&T=F.
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Lee, Sin Yi, and 李欣怡. "The relationships between different employment modules and work performance as well as organizational commitment among primary caring staff in Nursing Homes." Thesis, 2005. http://ndltd.ncl.edu.tw/handle/08166646312411616200.
Full textAbstract:
碩士亞洲大學
長期照護研究所
94
The gist of study is to analyze the relationships between different employment modules and work performance, as well as organizational commitments among primary caring staff in nursing homes. The result will be a reference for healthcare facilities in human resources management. The four objectives of the research is mainly: 1.To understand the profile of employment module of primary caring staff in nursing home with 50 beds in the middle area of Taiwan. 2.To study the relationships between different employment modules about work performance among primary caring staff in nursing homes. 3.To study the relationship between work performance and organizational commitments among primary caring staff in nursing homes. 4.To confer the relationship among employment modules and commitment. The samples were collected from nursing homes with at least 50 beds among four counties/cities(Taichung County,Taichung City,Changhua County,Nantou County) in the middle area of Taiwan. A cross-sectional study by means of structured questionnaires were undertaken. During 2005 November to 2006 January, there are 392 questionnaires sent out and 306 returned, valid ones including 252(64.2%). The major findings of this study are showed as follows: 1.The work performance of formal employees are better than that of contract employees. 2.Formal employees are more willing to learn than contract employees at on-the-job training. 3.Under the control of demographic characteristics, there is no statistical relationship between employment modules and organizational commitments. 4.Under the control of demographic characteristics, organizational commitment is unrelated to work performance. 5.Partial demographic factors are significantly related to work performance and organizational commitments. The study implies large number use of contract employees may lead to a gap of expected work performance, therefore, nursing homes administrations shall pay more attention on employment modules.
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Smith, A. A. H. "The effects of familiarity on stigma components in potential employers towards people with a serious mental illness in Durban KwaZulu-Natal." Thesis, 2010. http://hdl.handle.net/10413/6126.
Full textAbstract:
AIM
The purpose of the research study was to explore and to describe stereotypes associated with
serious mental illness and the effects of familiarity on the serious mental illness stigma
process in potential employer informants in the greater Durban area, eThekwini district,
KwaZulu-Natal.
Methods
A quantitative non-experimental cross sectional survey relational research design was used to
describe firstly, the stereotyping and individual discriminatory behavior (desire for social
distance) of potential employers to a person with a SMI, and secondly, the effect of
familiarity and other person variables (culture, age and gender) on the stigma components of
stereotyping, emotional reaction and individual discriminatory behavior (desire for social
distance). The population included potential employers of the SMI person in the greater
Durban area, eThekwini District, KwaZulu-Natal. The target population was all students
enrolled for a part-time management course at two academic institutions in the Durban
central area. Non-randomized, non-probability purposive sampling was used. Demographic
data and four self report tools were compiled into one self report questionnaire to collect data.
Results
The sample was evenly distributed amongst male and female within the various age groups.
All cultural groups were represented but this representation was not a perfect fit with national
or provincial population statistics. Just less than half of the participants (48% n=55), both
genders and across all cultural groups, had intimate and or personal contact with persons with
a serious mental illness. Demographic associations suggest that male participants had greater
perceptions of dangerousness, unpredictability and incompetence and a greater desire for
social distance. The statistical results indicated limited correlations between emotional
reactions and desire for social distance, stigmatizing attitudes and desire for social distance,
and evidence of no significant relationship between familiarity and other components within
the stigmatizing path. Fear was associated with a desire for social distance and with
perceptions of limited potential for recovery. Stigmatizing attitudes were most negative towards persons who had a previous admission to a psychiatric hospital and the least negative
towards 'bipolar mood disorder'. Stigmatising attitudes were recorded for all serious mental
illness labels (including that of bipolar) with 75% of participants scoring closer to the
negative polar adjective of stigmatizing attitude.
Conclusion and Recommendations
In conclusion, the supposed lack of desire for social distance, the dependent variable in this
study, may reflect political policy and current ideology but the strength of the negative
stereotypes suggests that changing policy is easier than changing attitudes. It is suggested that
the stigmatizing stereotype of limited potential for recovery may have more salience in
developing countries such as South African than the developed western world. Limited
potential for recovery has financial and emotional implication within a developing country
and to this extent, desire for social distance and fear are correlated to perceptions of limited
potential for recovery. Recommendations include additional research include measures of
social desirability bias to clarify the relationship between familiarity, emotional reaction and
social distance. Secondly, intervention studies, specifically with potential employers, are
required to obtain empirical data related to the combine effectiveness of disconfirming
information and contact with people with a serious mental illness. Further, that health
departments actively engage in evidence based anti-stigma initiatives. Lastly it is
recommended nursing curricula recognise the importance of student psychiatric nurses
developing a balanced view of mental health care users assigned the serious mental illness
labels through a balanced clinical exposure to recovered, as well as acutely ill mental health
care users. That the new undergraduate nursing degree curricula strengthen content related to
recovery and psychosocial rehabilitation, specifically nursing interventions / strategies to
facilitate rehabilitation in all the areas of study, socialization, community living, and
specifically in the area of work.Thesis (MN)-University of KwaZulu-Natal, Durban, 2010.
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HSIA, YI-CHEN, and 夏宜珍. "The Cases Study on Stable Employment of Intellectual Disabilities－Examples of Collaborative Factories with An Education and Nursing Institution in Central Taiwan." Thesis, 2014. http://ndltd.ncl.edu.tw/handle/vwef8f.
Full textAbstract:
碩士東海大學
社會工作學系
102
Abstract The study aims at investigating the experience about stable employment of intellectual disabilities in a placement institution, finding the relationship of ecological environment and stable employment, and furthermore, exploring the meanings of employment in community for intellectual disabilities. The qualitative method of in-depth-interview and observation has been applied to collect the data, purposively sampling three cases of factory which have been long term hiring intellectual disabilities. The research subjects include three mentally retarded individuals, employers, and job placement social workers which is so-called supportive system. The results focus on how it works between the organization and management to enforce stable employment, including the features to attract stable employment, the personal characteristics of intellectual disabilities, the functions and roles of the supportive system. The findings point if the employers provide a supportive environment based on the personal characteristics of intellectual disabilities to plan their life career and then use reinforcement program, factory site management, and employment coach, they will have a secure and stable employment. In addition, the degree of salary satisfaction the employers provide is another reason why intellectual disabilities have motivation to stay a continuous working condition. In the supportive system, institutions consider career is extension of the life care. To take advantage of human resource, use employment counseling to assist intellectual disabilities to have job matching in the community, factory site counseling, and build a interpersonal supportive network. Based on cooperation of the education and protection division and employment counseling, job environment and education and nursing intuitions establishes a good communication to enable stable employment. Furthermore, although intellectual disabilities have limitations of literacy, numbers, logical and critical thinking, they still have individual vocational potentials via counseling employment and then become great workers. Intellectual disabilities have to face the difficulties and challenges when they work in the community, but they can continue under the great working motivations. To work in the community make them to build ties with society, experience different styles of life, enhance self-efficacy and have more opportunities to develop their potentials. Most of intellectual disabilities can promote their abilities via experiences of job, especially the salary they earn can have their dreams come true and then have gratitude to contribute for society. The study found and suggested as following: 1.To promote that placement intuition provide the service of career in the community：The study found the working rights of intellectual disabilities should be protected since they have working abilities. Institutions not only provide education and nursing but also the needs of career lifelong development. Moreover, the authorities should enrich the resources of independent living in the community in order to provide seamless career transition service and assist intellectual disabilities to return the community gradually and therefore the resources of placement institutions are made maximum use of effectively. 2.To build a long-term support strategy of career service： The study also found the limitations of intelligence and adaption of intellectual disabilities. Therefore, they need long-term support to have stable employment. Moreover, the authorities should aim at the classification of functioning and disability and provide a long-term support and strategies. 3.To provide labor wage prevention and working against poverty policies： The wage intellectual disabilities earn is much lower than ordinary people. They also face the difficulties of canceling welfare if they have job. Furthermore, the authorities should protect their wage or provide subsidy and formulate the working against poverty policies and social assistance policy.
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Moodley, Thirumala. "Retention and turnover policies for professional nurses at Inkosi Albert Luthuli Central Hospital." Thesis, 2011. http://hdl.handle.net/10413/5368.
Full textAbstract:
One of the main challenges facing public sector healthcare services in South Africa is the shortage of professional nurses, driven in part by poor salaries. Despite initiatives undertaken to improve salaries, this has not yielded the desired results. The objective of this study was thus to determine some of the reasons for this shortage, and to explore the need to develop pragmatic retention strategies and turnover policies to curb nursing shortages at Inkosi Albert Luthuli Central Hospital. A qualitative and quantitative survey of job satisfaction amongst professional nurses was conducted to identify what factors needed to be addressed to retain professional nurses at Inkosi Albert Luthuli Central Hospital. It is integral that retention programmes be aimed at job satisfaction and organisational commitment. The findings show that organisational and management commitment contributes to job satisfaction of professional nurses. Based on these findings, recommendations were compiled for the retention of professional nurses at Inkosi Albert Luthuli Central Hospital.Thesis (MBA)-University of KwaZulu-Natal, Westville, 2011.
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Wilson, Anne 1953 Apr 24. "Self-employed nurse entrepreneurs expanding the realm of nursing practice: a journey of discovery." 2003. http://thesis.library.adelaide.edu.au/public/adt-SUA20030711.100333.
Full textAbstract:
Includes bibliographical references. Electronic publication: Full text available in PDF format; abstract in HTML format. Private practice as a career option for nurses has been slowly increasing since the 1980's. However, the reasons for this development have not been fully investigated so that it can be understood and placed within the changing contexts of health care and health services. The expansion and extension of nurses' roles is a contemporary topic in health care reform and therefore one that deserves investigation. The aims of this study were to develop a theory on private practice nursing and to describe the characteristics and work of the self-employed nurse in Australia. Electronic reproduction.[Australia] :Australian Digital Theses Program,2001.xvii, 350 leaves : ill. (some col.) ; 30 cm.
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Wilson, Anne. "Self-employed nurse entrepreneurs expanding the world of nursing practice: a journey of discovery." 2003. http://hdl.handle.net/2440/37903.
Full textAbstract:
Private practice as a career option for nurses has been slowly increasing since the 1980's. However, the reasons for this development have not been fully investigated so that it can be understood and placed within the changing contexts of health care and health services. The expansion and extension of nurses' roles is a contemporary topic in health care reform and therefore one that deserves investigation. The aims of this study were to develop a theory on private practice nursing and to describe the characteristics and work of the self-employed nurse in Australia. Nurses working in a variety of settings have been able to provide information on being self-employed. In doing so, this study was able to describe the persona of the nurse entrepreneur, explore the reasons why nurses and midwives in Australia establish private fee-for-service practices, identify the factors which have influenced this action and describe the scope of practice of nurses and midwives in private practice. This combined Delphi technique and Grounded Theory study is the first in-depth study of Australian nurses and midwives in private practice. The study enables nurses to provide direct information on being self-employed and enhances the profession's ability to articulate about this area of nursing. The significance of the research is in increasing the understanding of this area of practice development and affords greater insight into its efforts to improve and maintain quality nursing services within the Australian health care system. One hundred and six nurses and midwives were invited to participate in the study, in which participants completed two rounds of semi-structured postal questionnaires. Delphi technique was applied to rate responses on Likert scales to ascertain respondents' consensus on certain topics. Participants were also provided the opportunity to make additional comments. Results indicated that nurses in private practice are well experienced with an average of 21 years nursing experience and hold several qualifications. Job satisfaction, being able to be more involved in achieving quality health outcomes and maximising skills and abilities are significant influences for private practice. These results suggest that private practice nursing can contribute effectively to broadening the range of primary health services available to the population and to addressing the issues of retention and recruitment of nurses. Self-employed nurse entrepreneurs push the boundaries of the profession and expand the realm of nursing practice. Entrepreneurship is a path for the future of nursing as it offers expanded career opportunities for nurses and opportunities for increased ambulatory health services. In addition, the broad, expert knowledge nurses hold on many aspects of health can be disseminated throughout the health sector to the advantage of corporate health partners. There is further development required in this innovative and expanding area of the nursing profession.Thesis (Ph.D.)--Department of Clinical Nursing, 2003.
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Lee, Yi-Yen, and 李宜燕. "Students graduating nursing faculty willingness to engage in employment and the expected angle of psychiatric care color pressure-in a psychiatric teaching hospital for example." Thesis, 2015. http://ndltd.ncl.edu.tw/handle/v5xdc7.
Full textAbstract:
碩士美和科技大學
健康照護研究所
103
Personality traits can be used to explain individual behavior and some predict the acting style. Unlike a personality not only the individual's thinking and behavior of other individuals enduring characteristics and a change with the environment and produces different reaction dynamics. So the purpose of this thesis is to approach if nursing student whose personalities traits are not out in front of society, due to the related environmental develop, so after contacting the psychiatric ward of practicum, different personality traits acceptance of a psychiatric ward nursing care work. From the recovery sample analysis, the present study was the following conclusions: First, the role stress care department graduates, personality traits, self-efficacy and employment aspirations of choice, not because of their gender vary. Second, the nursing department graduates due to different school systems, and in the role of stress, self-efficacy, personality traits and employment will select, there are different differences. Third, the nursing department graduates according to the accumulated experience of personal choice in the face of the psychiatric ward of employment, show higher self-belief, higher employment will select a psychiatric ward. Fourth, the personality traits of employment will select just a rigorous self-discipline and personality traits and goodness students choose their employment Desire it would be more obvious tendency. Fifth, the role of personality traits can mitigate the effects of stress and self-efficacy 'choice of employment. Another of the study made the following recommendations: First, the Intensive Care department Semi and university graduates practice skills and self-confidence, slowing its role stress feelings affects their willingness to face the employment options. Second, enhancing graduates accumulated personal experience to encourage students to study the cumulative multi-work experience, improve their employment options will. Third, students focus on personality traits, to develop their employment will and interest, to enable them to apply their knowledge, in line with industry needs.
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Squire, Marjorie. "The experiences of older women participating in the workforce a qualitative study of ten registered nurses over the age of 60 working in the Waikato's health sector /." 2008. http://adt.waikato.ac.nz/public/adt-uow20080509.145821/index.html.
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Taylor, Scheherazade. "Job attitudes and behaviors of registered nurses does employment status make a difference? : a report submittted in partial fulfillment ... for the degree of Master of Science, Nursing Administration ... /." 1994. http://catalog.hathitrust.org/api/volumes/oclc/68798749.html.
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