This article, based on research carried out in 2002-2003, examines the experiences of recently internationally qualified migrant nurses to Britain and explores their stories with the aim of understanding aspects of their work-related identities. The migrant nurses' encounters at work may highlight their difference to the majority, namely the British qualified nurses. Despite attempts on behalf of some healthcare employers of embracing diversity, the process of achieving acceptance and respect as a migrant worker can be a taxing one. Findings indicate that the nurses' identity as a 'migrant', rather than as a 'man' or 'woman', drew most comment in their day-to-day work. While the nurses encountered some prejudice because of their foreign origin, they also experienced fair and respectful interactions. The study highlights the complexity of work-related identities among international migrants, a group of employees which, despite nursing shortages in the NHS, has attracted little research interest and poses a challenge to management.
This study examines different work-related foci of commitment, such as the work group and the employing organization as well as the current occupation. It assesses how these foci of commitment are influenced by, and influence, attitudes and emotions at work. Data from employees and managers in the British health-service sector shed light on the associations. Regression analysis reveals a strong association between positive workrelated emotions and commitment levels, leading to a higher intention to stay with the organization. Implications for management and how the study fits into the existing body of commitment literature are discussed.
PurposeThe purpose of this paper is to provide a UK older worker's perspective on the influences of multiple work and non‐work related commitments on their decision to extend working lives or to retire. As demographic change and economic challenges related to the financing of health care and pension plans affect retirement policies, this paper seeks to explore the individual worker's perspective. Their choice is framed by seeking to balance financial security in later life with the positive elements of work and the desire to match work with other commitments, something hardly taken into consideration by employers.Design/methodology/approachThe paper combines findings from existing research studies and UK based, semi‐structured interviews conducted as part of two ESF (European Social Fund) funded projects aiming at extending labour market participation for older workers. Key areas, such as retirement planning, training, flexibility and health are explored and the organisational identities/commitment literature provides a conceptual framework for understanding the push and pull factors associated with labour market exit among the over 50s.FindingsFundamental to the success of changes in government pension policies in terms of extending labour market participation of older workers is the element of individual agency rather than a view of victimisation. Viewing older workers as the ones who have to pay for increasing life expectancy by working longer could lead to people staying in work for the wrong reasons, negatively affecting productivity and job satisfaction. The discussion and conclusion stress the need for deeper understanding of work as one contributor to overall quality of life.Originality/valueThe political agenda to prolong working lives is principally driven by economic arguments. However, for any future policies to lead to an intrinsic motivation to want to remain in work, the voices of older workers express the desire to combine work with non‐work related commitments and identities. Achieving such balance could benefit the whole labour force.
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