Health and work well-being associated with employment precariousness among permanent and temporary nurses: A cross-sectional survey

Hult, Marja; Halminen, Olli; Mattila‐Holappa, Pauliina; Kangasniemi, Mari

doi:10.1177/20571585211070376

Cited by 13 publications

(17 citation statements)

References 33 publications

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“…We found that women were less likely to belong to the cluster "Employee turnover" and more likely to belong to the cluster "Unstable employment" which somewhat supports the earlier findings of precarious work in health care [4,28,40,41]. Women in health care may have somewhat precarious work [42], i.e., they have interruptions in their working careers due to various reasons that could be further investigated in other studies. However, a cautious interpretation could be that both at workplace level but also at societal level, support for career planning within health care or for prevention o interruptions in working should be provided.…”

Section: Discussionsupporting

confidence: 87%

Sequence analysis of the combinations of work shifts and absences in health care – comparison of two years of administrative data

et al. 2022

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Background In health care, the shift work is arranged as irregular work shifts to provide operational hours for 24/7 care. We aimed to investigate working hour trends and turnover in health care via identification of time-related sequences of work shifts and absences among health care employees. The transitions between the work shifts (i.e., morning, day, evening, and night shifts), and absences (days off and other leaves) over time were analyzed and the predictors of change in irregular shift work were quantified. Methods A longitudinal cohort study was conducted using employer-owned payroll-based register data of objective and day-to-day working hours and absences of one hospital district in Finland from 2014 to 2019 (n = 4931 employees). The working hour data included start and end of work shifts, any kind of absence from work (days off, sickness absence, parental leave), and employee’s age, and sex. Daily work shifts and absences in 2014 and 2019 were used in sequence analysis. Generalized linear model was used to estimate how each identified sequence cluster was associated with sex and age. Results We identified four sequence clusters: “Morning” (60% in 2014 and 56% in 2019), “Varying shift types” (22% both in 2014 and 2019), “Employee turnover” (13% in 2014 and 3% in 2019), and “Unstable employment (5% in 2014 and 19% in 2019). The analysis of transitions from one cluster to another between 2014 and 2019 indicated that most employees stayed in the same clusters, and most often in the “Varying shift types” (60%) and “Morning” (72%) clusters. The majority of those who moved, moved to the cluster “Morning” in 2019 from “Employee turnover” (43%), “Unstable employment” (46%) or “Varying shift types” (21%). Women were more often than men in the clusters “Employee turnover” and “Unstable employment”, whereas older employees were more often in “Morning” and less often in the other cluster groups. Conclusion Four clusters with different combinations of work shifts and absences were identified. The transition rates between work shifts and absences with five years in between indicated that most employees stayed in the same clusters. The likelihood of a working hour pattern characterized by “Morning” seems to increase with age.

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Section: Discussionsupporting

confidence: 87%

Sequence analysis of the combinations of work shifts and absences in health care – comparison of two years of administrative data

et al. 2022

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“…These adverse working conditions, along with underdeveloped career advancement options, lack of in‐service training (Simpson & Simpson, 2019 ) and also nursing's inherent challenges (Kox et al, 2020 ) may change nursing into a job without security (Bodin et al, 2020 ). Precarious working conditions, unfortunately, already hamper the quality of working life in nursing, manifested, in addition to the above‐mentioned issues, as low autonomy, poor control over working times, overwork and high demands (Bayliss‐Pratt et al, 2020 ; Hult et al, 2022 ). Like the participants in this study, many nurses currently intend to leave nursing, though the lack of career development options is only one reason among others.…”

Section: Discussionmentioning

confidence: 99%

Registered nurses' perceptions of their career—An interview study

Kallio

Kangasniemi

Hult

2022

J Nursing Management

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Aim We aim to explore registered nurses' perceptions of their career. Background Career development options have been found to increase attraction to nursing and support nurses' engagement with their organization and profession. Methods We collected qualitative individual interviews with 23 registered nurses; data were analysed with thematic analysis and reported according to the consolidated criteria for reporting qualitative research (COREQ) criteria. Results Three themes emerged: career choices, career engagement and career development. Participants had chosen a nursing career because they perceived it as humane, people oriented, meaningful, diverse and secure work. Participants' engagement in their career was connected to the content of the work, in which direct patient care was central. Nurses connected career development with high competency, independence, influence and meaningful working life experience. However, they perceived career development opportunities as minute within direct patient care. Conclusions Career development opportunities for nurses in direct patient care are needed to foster their career engagement and the attractiveness of the nursing profession. Further research is needed on the career planning and development of nurses working in patient care. Implications for Nursing Management Nurse managers must play a central role in engaging nurses in their careers and promoting their competency and career planning and development in organizations.

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“…In considering apprenticeship, we have adopted the definition of positive work experience given by Nilsson et al (2010), which has been tried and tested in different environments (Hult et al, 2022;Wahlstr€ om et al, 2020). It includes three characteristics: job demand, control and social support.…”

Section: Operationalisation Of Variablesmentioning

confidence: 99%

Understanding the characteristics of work that foster workplace well-being in an apprenticeship programme and their effects on apprentices' employability. Exploring the gender moderation effect

Ullibarriarana-Garate,

Agirre-Aramburu,

Mesonero-De Miguel

2023

HESWBL

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PurposeThis study seeks to show whether workplace experience (WE) in an apprenticeship programme affects the duration of joblessness amongst recent university graduates and to determine the antecedents that support a workplace well-being experience during an apprenticeship programme. Additionally, the research introduces the moderating effect of gender in order better to understand under what circumstances apprenticeship reduces the time taken to find employment.Design/methodology/approachThe research proposes PLS equation modelling constructed with a sample of 129 students from the Business Administration and Management degree at Mondragon University.FindingsThe research finds that social support and job demand are key features of work that should be addressed to ensure a workplace well-being experience in an apprenticeship programme. In addition, a workplace well-being experience during apprenticeship reduced the time taken by students to access their first job. This means that job training in a company helps students get their first job, but it is not the primary factor. The study also shows that men who had workplace well-being experience in an apprenticeship programme take less time to find their first job.Originality/valueThe study proposes an exclusive analysis of apprenticeship programmes in higher education systems from the perspective of workplace well-being experience, based on the DCS model. This research also adds to the literature on apprenticeship by providing evidence that a positive experience of work during an apprenticeship programme facilitates undergraduate students in securing employment. Furthermore, this paper confirms that workplace well-being experiences in apprenticeship programmes constitute a valid tool for tackling youth unemployment, and finds that it is more efficient amongst males than females.

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Health and work well-being associated with employment precariousness among permanent and temporary nurses: A cross-sectional survey

Cited by 13 publications

References 33 publications

Sequence analysis of the combinations of work shifts and absences in health care – comparison of two years of administrative data

Sequence analysis of the combinations of work shifts and absences in health care – comparison of two years of administrative data

Registered nurses' perceptions of their career—An interview study

Understanding the characteristics of work that foster workplace well-being in an apprenticeship programme and their effects on apprentices' employability. Exploring the gender moderation effect

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