Registered Nurses’ Metamorphosed “Real Job” Experiences and Nursing Students’ Vocational Anticipatory Socialization

Gan, Ivan

doi:10.1080/10510974.2021.1953102

Cited by 7 publications

(4 citation statements)

References 46 publications

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“…It is crucial that nurse managers understand how their nurses respond to reward systems, because nurses who receive the rewards that they want will likely be more committed to continue working for their employers and report improved job satisfaction (Seitovirta et al, 2017). However, there may also be other explanations for why staff nurses leave permanent positions because nurses and nursing students are typically receptive to work opportunities that align with their personal goals and values (Gan, 2021). A future direction that researchers may want to develop is to explore how nurses and nursing students view nursing in relation to career development and professional identities.…”

Section: What Are the Other Practical Applications Beyond The Results?mentioning

confidence: 99%

“…High workload, low salaries and receiving job offers are reasons why nurses leave their units (Engström et al, 2022). For nurses who continue to work in clinical nursing, their actions suggest that they still find certain aspects of clinical nursing meaningful (Gan, 2021). Consequently, nurses may switch from staff to temporary positions so that they can go to locations that need their help most (Gan, 2020a).…”

Section: Implications For Nursing Managementmentioning

confidence: 99%

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Understanding the causes and consequences of envy among nurses: A scoping review

Gan

2022

J Nursing Management

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Aim This scoping review presents an overview of the causes and consequences of envy among clinical nurses. Background Many nurses in the United States have in recent years left their permanent positions for temporary agency assignments that pay higher salaries. Although greed seems like a likely explanation for the rise in travel nursing, humans tend to have a particular interest in wanting what others have. Evaluation A five‐stage scoping review framework and the PRISMA‐ScR checklist guided this review. Key issues Social comparison and malicious envy are prevalent among nurses. Envy is a powerful emotion that affects human communication and behaviour in organizations. Scholars have underexplored the potential benefits of leveraging benign envy in the nursing context. Conclusion The results highlight the relational nature of envy. Social comparison and envy provide an insight that suggests that nurses who change jobs are not necessarily greedy. They may be seeking the right mix of tangible and intangible rewards. Implications for Nursing Management Greed and envy can motivate nurses to change jobs. Although envy and greed may produce the same outcome, they are qualitatively different. The motivation to change jobs alludes to nurses' desire to have better control of their professional and personal lives.

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Section: What Are the Other Practical Applications Beyond The Results?mentioning

confidence: 99%

Section: Implications For Nursing Managementmentioning

confidence: 99%

Understanding the causes and consequences of envy among nurses: A scoping review

Gan

2022

J Nursing Management

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“…Developing a mentoring programme may be helpful as well. As already pointed out by Gan ( 2021 ), such mentorship ideally starts when nurses are still in nursing schools, as more experienced nurses can support nursing students, and, eventually NGRNs, as they transition into their new roles. Regardless the moment a mentor becomes involved, mentors can act as informal points of reference and can provide information and guidance.…”

Section: Discussionmentioning

confidence: 99%

“…Similarly, gaining knowledge also made NGRNs more self-confident, which enhanced their voice behaviour.Nurse managers could therefore organize additional training sessions for NGRNs.Developing a mentoring programme may be helpful as well. As already pointed out byGan (2021), such mentorship ideally starts when nurses are still in nursing schools, as more experienced nurses can support nursing students, and, eventually NGRNs, as they transition into their new roles. Regardless the moment a mentor becomes involved, mentors can act as informal points of reference and can provide information and This, in turn, will make feel NGRNs more at ease at work, which increases the chances of themspeaking up.…”

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confidence: 99%

Factors influencing newly graduated registered nurses' voice behaviour: An interview study

Kee

Jong

2022

J Nursing Management

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Aim: To gain insight into the factors that affect newly graduated registered nurses' voice behaviour.Background: Employees with little work experience may experience difficulties with speaking up. Given that a lack of voice can negatively affect the delivery of safe client care and lower nurses' job satisfaction, it is important to understand which factors facilitate and hinder newly graduated nurses' voice behaviour.Methods: A qualitative descriptive study was conducted using semi-structured interviews with 17 newly graduated registered nurses working in inpatient hospital settings.Results: In total, seven factors emerged from our data, which were grouped in four overarching themes. Whether newly graduated nurses speak up depends on (1) their levels of self-confidence, (2) whether they feel encouraged and welcome to speak up,(3) their relationship with the voice target and (4) the content of their voice message. Conclusion:Factors that affect newly graduated nurses' voice behaviour are multifaceted, but mostly centre around time spent in and relationships at the workplace.Implications for Nursing Management: Nurse managers and colleagues can build an environment that fosters newly graduated nurses' voice behaviour. Specifically, induction programmes, assigning mentors and offering additional training can support newly graduated nurses in developing voice behaviour.

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When the education emphasises empathy: does it predict differences in professional commitment between male and female students in caring education?

Nesje

2023

Tert Educ Manag

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Men are underrepresented in caring degrees such as nursing, teaching and social work. There is a political ambition to attract more men to these educational programmes, in part because of the future, global need for professionals such as nurses and teachers. A common explanation for men not entering these programmes concerns the relational aspects. Care and empathy are important components in caring professions - skills which traditionally have been associated with the female role, and stereotypically viewed as less suitable for men. There has been too little research on how male students that do enter caring degrees evaluate the programmes’ emphasis on empathy, and furthermore whether this relates to their commitment to their future profession. In this study I show that there is no difference between male and female students in reporting that the study programmes have overemphasised empathy. However, reporting that the degree has given excessive weight to empathy is negatively related to commitment to the profession among male students and not among female students.

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Registered Nurses’ Metamorphosed “Real Job” Experiences and Nursing Students’ Vocational Anticipatory Socialization

Cited by 7 publications

References 46 publications

Understanding the causes and consequences of envy among nurses: A scoping review

Understanding the causes and consequences of envy among nurses: A scoping review

Factors influencing newly graduated registered nurses' voice behaviour: An interview study

When the education emphasises empathy: does it predict differences in professional commitment between male and female students in caring education?

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