How do nurse managers describe clinical nurses' work arrangements? A qualitative study

Abstract

AimThe researcher sought to understand how nurse managers describe nurses in alternative work arrangements.DesignThe researcher conducted this study using grounded theory.MethodSemi‐structured interviews. A theoretical sample of 26 baccalaureate‐prepared nurse managers located across the United States participated in the study.ResultsA typology of five work arrangements provides descriptors that contribute toward greater conceptual clarity on nurses' work arrangements. The data reveal that the typology is fluid because nurses can easily switch across work arrangements. Because the rise in alternative work arrangements means that nurses can leave permanent positions—or explore different work arrangements—when circumstances permit or necessitate, nurses who do not receive continued mentoring will likely bring their deficiencies in skill and/or knowledge to facilities where they find future employment. Hence, inadequate mentoring at the unit level has practical consequences for the quality of patient care at the institutional level.

A scoping review of the nursing workforce's changing demography: Supporting Baby‐Boomer nurses

“…Furthermore, because Baby-Boomer nurses' replacement-Generations X, Y and Z-also values workplace flexibility (Christensen, Wilson, & Edelman, 2018), hospitals are using flexible staffing alternatives to curb both nursing shortage and to retain less experienced nurses (Koppel, Deline, & Virkstis, 2017;Leineweber et al, 2016). Because nursing is a versatile profession that allows nurses to pursue different work arrangements and to take different career paths (Gan, 2019a(Gan, , 2020a, the introduction of flexible working conditions for nurses both mitigates and complicates the staffing problem.…”

Nurses' experiences of communicating with patients with aphasia

“…However, this study is limited in the sense that the external validity may have been restricted because of the purposive sampling of participants, which included six nurses working in neurology or neurosurgery department in one district. In addition, different forms of employment may offer different experiences to nurses (Gan, 2020); however, this study is limited in the sense that all participants were full-time nurses.…”

The Impact of Social Support on Nurses’ Motivation: A Cross-Sectional Study in Malaysia

“…We see the value of analyzing this information as the support from the supervisors might be different to the nurses in the different work arrangements. 36 Third, our study was cross-sectional in nature, which limits our ability to make causal inferences. Thus, a longitudinal approach could cross-validate the current findings and provide further authentication regarding the causality of the social support–motivation nexus.…”