The idealization of ‘compassion’ in trainee nurses’ talk: A psychosocial focus group study

Abstract

Why do nurses in training continue to draw on the ideal of compassion when responding to their experiences of nursing work in the UK National Health Service (NHS), despite the difficulties that they face in developing compassionate, long-term relationships with patients in practice? To answer this question, we draw from a psychosocial analysis of focus group data from 49 trainee nurses in the NHS. First, we show how this ideal leads them to blame qualified nurses for failures in patient care. We suggest this is an unconscious defence against the anxiety evoked both by the vulnerability of their position as those who need to gain access to the profession, and of being unable to conduct compassionate nursing work. Second, we emphasize that less powerful occupational groups, such as trainee nurses, may adopt defences that underpin dominant organizational policy, such as idealization, despite further disadvantaging their group and benefitting those in power. We conclude by questioning the particular emphasis on compassion in nurses’ training, which can prevent occupational solidarity and the ability to reflect on the structural and organizational factors required to conduct patient-centred nursing work.

Careers in cities: An interdisciplinary space for advancing the contextual turn in career studies

“…Working in spatial proximity facilitates a person's awareness of, and interactions with, co-workers, business partners, professional associations and networks, educational institutions, and other stakeholders. Large cities also open up niche or specialist roles that are typically absent from secondary cities (Kozhevnikov, 2020).…”

“…On the other hand, the density and diversity of cities can have negative effects, creating higher competition for positions (Guo and Baruch, 2020;Kozhevnikov, 2020), and more precarious work arrangements, where workers assume a greater burden of risk (Blair et al, 2004;Ekinsmyth, 2002;Petriglieri et al, 2019). Thus, people's participation in a city's career ecosystem through project collaborations, shared learning and knowledge creation sustains their career making and social status over time (Cnossen et al, 2020;Grabher, 2002;Hughes, 1958;Ryan et al, 2011).…”

“…Intriguingly, high levels of social participation afforded by such freedom may have a negative effect on extrinsic career success, perhaps by diverting time and energy in other directions. Kozhevnikov (2020) also considers the effect of cities on migrant careers, but his focus is on contrasting the career experiences of 82 skilled migrants in global versus second-order cities.…”

“…While prior literature has contributed to our understanding of the dispositions, orientations and purposeful efforts that help individuals take ownership of their careers (e.g., Arthur et al, 2017;Briscoe and Hall, 2006; DeFillipi and Arthur, 1994) and build sustainable careers (e.g., Chudzikowski et al, 2020;De Vos and Van der Heijden, 2015), knowledge about careers in cities broadens our understanding beyond the immediate work context, such as organizations, projects and networks. Insights from the experiences of workers in global and secondary cities (Alacovska et al, 2020;Kozhevnikov, 2020) informs career ownership, as they highlight trade-offs between career outcomes and broader considerations of wellbeing at the nexus of careers and cities.…”

“…Mobility includes migration and voluntary career transitions within and between cities and other localities. Cities, within and across countries, differ in the opportunities they provide -employment, supportive communities and networks, housing and costs(Alacovska et al, 2020;Kozhevnikov, 2020). There are over 270 million migrants worldwide (United Nations Department of Economic and Social Affairs, 2019), and the challenges they face in re-establishing careers in cities are significant.…”