Career paths of 1988 and 1998 nurse graduates in Switzerland: nurses at work pilot study

Addor, Véronique; Jeannin, André; Schwendimann, René; Jeanneret, Floriane Roulet

doi:10.1111/jonm.12469

Cited by 13 publications

(8 citation statements)

References 14 publications

(15 reference statements)

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“…Nurses’ intention to improve professional capabilities indicates their inclination to upgrade their knowledge and skills for further use. Nurses’ perception of used skills may help reduce intention to leave (Addor et al., ), building the negative link as hypothesized.…”

Section: Introductionmentioning

confidence: 99%

“…To answer the second question, this study consulted recent literature on nurses’ intention to leave. This intention may be alleviated by nurses’ perception of used skills (Addor, Jeannin, Schwendimann, & Jeanneret, ), indicating the importance of professional nursing skills. Skills are central to an evaluation of nursing capabilities (Raleigh & Allan, ).…”

Section: Introductionmentioning

confidence: 99%

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The role of professional commitment in improving nurses’ professional capabilities and reducing their intention to leave: Two‐wave surveys

Chang

Lee

Chu

et al. 2019

Journal of Advanced Nursing

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Background: Social cognitive career theory (SCCT) can explain the mechanism underlying the formulation of nurse turnover intention. However, little is known about the role of professional commitment in such a mechanism.Aims: The aim of this study was to explore how elements of SCCT have an impact on the three aspects of professional commitment and thus nurses' intention to leave the profession.Design: This study used surveys to collect two-wave data. Methods:The participants were sampled in all available units of a major medical centre in 2017. By using proportionate random sampling methods, we successfully followed up a representative sample of 524 full-time nurses. Most participants (98.1%) were female. Items came from Cunningham et al.'s Self-Efficacy Scale, Outcome Expectations Scale, Human Capital Scale and Vocational Interest Scale; Meyer et al.'s Professional Commitment Scale; and Teng et al.'s Turnover Intention Scale. Structural equation modelling was used to test the hypotheses. Results: Self-efficacy was positively related to outcome expectation. Outcome expectation was positively related to career interest. Career interest was positively related to affective professional commitment. Human capital was positively related to normative professional commitment. Affective professional commitment was positively related to intention to improve professional capabilities, which was further negatively related to intention to leave the profession.Conclusion: Aspects of professional commitment are important process variables in the impact of self-efficacy and outcome expectation on nurses' turnover intention. K E Y W O R D SNurse, professional commitment, survey, turnover intention, workforce

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Section: Introductionmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

The role of professional commitment in improving nurses’ professional capabilities and reducing their intention to leave: Two‐wave surveys

Chang

Lee

Chu

et al. 2019

Journal of Advanced Nursing

View full text Add to dashboard Cite

show abstract

“…The second approach is to offer traditional educational programmes that, on the completion of which, academic credentials (e.g., diplomas) are conferred. Nurse education may help reduce nurses' turnover (Addor, Jeannin, Schwebdimann, & Jeanneret, ). We define this approach to nurse development as an upgrade in academic qualifications .…”

Section: Introductionmentioning

confidence: 99%

Relationship among upgrades in academic qualifications, practice accreditations, self‐efficacy, outcome expectations and nurses' career interest

Huang

Friesner

et al. 2020

J Nurs Manag

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Aims This study examined the relationship among upgrades in academic qualifications, practice accreditations, self‐efficacy, outcome expectations and nurses' career interest. Background Interest in the nursing career could help retain nurses in the nursing profession. A global nurse shortage warrants further research to understand what drives interest in the nursing career. Methods A cross‐sectional design was employed. Data were collected in a medical centre in Northern Taiwan between February and March 2017, using employee records and a survey instrument. Proportionate random sampling was used to identify full‐time registered nurses, of whom 524 provided useable responses. Employee records were used to measure nurses' upgrades in academic qualifications and practice accreditation. Results Upgrades in academic qualifications and upgrades in practice accreditation are positively related to outcome expectations. Both self‐efficacy and outcome expectations are positively related to career interest. Conclusion The pursuit of upgrades in academic qualifications and practice accreditation could enhance nurses' outcome expectations, thus enhancing their interest in a nursing career. Implications for Nursing Management Hospital managers could develop policies, procedures and programmes to encourage nurses to enhance their academic qualifications or practice accreditation, helping enhance their interest in remaining in the nursing career.

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“…The reasons are diverse, but major factors include generational imbalances and training capacity problems which prevent the supply of labour catching up with the increased demand [ 1 , 2 ]. Retention of nurses is the most efficient measure to reduce the shortage [ 3 ], but a high turnover in the healthcare workforce is a problem worldwide. Work and nature of the work environment, which vary across institutional settings, are key factors, so working conditions (WCS) of nurses have received much research attention [ 4 – 7 ].…”

Section: Introductionmentioning

confidence: 99%

Institutional effects on nurses’ working conditions: a multi-group comparison of public and private non-profit and for-profit healthcare employers in Switzerland

Aeschbacher

Addor

2018

Hum Resour Health

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BackgroundIn response to the need for competitive recruitment of nurses resulting from the worldwide nursing shortage, employers need to attract and retain nurses by promoting their competitive strengths in their working conditions (WCS) and by addressing their competitive weaknesses. This study investigated workplace differences between public hospitals (PuHs), private for-profit hospitals (PrHs), socio-medical institutions (SOMEDs), home care services (HCs), private medical offices (PrOs) and non-profit organisations (NPOs), helping to provide a foundation for competition-oriented institutional employer branding and to increase transparency in the labour market for nurses.MethodsData from the Swiss Nurses at Work study of the career paths of 11 232 nurses who worked in Switzerland between 1970 and 2014 were subjected to secondary analysis, assessing the effect of institutional characteristics on self-reported determinants of job satisfaction (such as WCS) using multivariate linear regression and post hoc tests with Bonferroni-adjusted significance levels. Principal component analysis was used to reduce the number of WCS in the original study.ResultsNurses at PuHs and PrHs were less likely to experience autonomy, flexibility of work hours and participation in decision-making than those at other workplaces. Although PuHs were rated higher than PrHs in terms of satisfaction with salary and advancement opportunities, they were associated with more alienating work factors, such as stress and aggression. SOMED workplaces were significantly more often associated with alienating conditions and low job satisfaction, but were rated higher than the other institutions in terms of participation in decision-making. The nurses’ ratings implied that PrO workplaces were more likely to offer a mild work environment, social support and recognition than other institutions, but that advancement opportunities were limited. NPO workplaces were associated with the highest degree of autonomy, flexibility, participation, recognition, organisational commitment and job satisfaction. In these respects, HC and NPO workplaces received similar ratings, although the HC workplaces were associated with a significantly lower organisational commitment and significantly lower job satisfaction.ConclusionsDue to their structural characteristics, NPOs, SOMEDs and HCs can attract nurses seeking greater self-determination, PuHs can attract career-oriented nurses, and PrOs and PrHs are likely to attract nurses through offering less-stressful working conditions.Electronic supplementary materialThe online version of this article (10.1186/s12960-018-0324-6) contains supplementary material, which is available to authorized users.

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Career paths of 1988 and 1998 nurse graduates in Switzerland: nurses at work pilot study

Abstract: Provisional retention recommendations are provided, which will be tested in the full study with validated instruments.

Cited by 13 publications

References 14 publications

The role of professional commitment in improving nurses’ professional capabilities and reducing their intention to leave: Two‐wave surveys

The role of professional commitment in improving nurses’ professional capabilities and reducing their intention to leave: Two‐wave surveys

Relationship among upgrades in academic qualifications, practice accreditations, self‐efficacy, outcome expectations and nurses' career interest

Institutional effects on nurses’ working conditions: a multi-group comparison of public and private non-profit and for-profit healthcare employers in Switzerland

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