Suchergebnisse

Purpose– This study explored the relationship of measures of career priority and family priority with a number of other variables including personal demographics, work situation characteristics, work motivations, work outcomes and indicators of extra-work outcomes such as affluence and psychological well-being. The paper aims to discuss these issues.Design/methodology/approach– Data were collected from 290 nursing staff, the vast majority female, working in Ontario, Canada, using anonymously completed questionnaires.Findings– Career priority and family priority were significantly and positively correlated in this sample. Nursing staff also rated family priority significantly higher than career priority. Personal demographics were associated with levels of both career priority and family priority such that married nursing staff, nursing staff with children, and nursing staff working part time reported lower levels of career priority, while married nurses and nursing staff having children rated family priority higher. Nursing staff having higher levels of work motivation also rated career priority higher. Career priority was significantly correlated with several work outcomes. Nursing staff indicating a higher career priority were more satisfied and engaged in their jobs. Somewhat surprisingly, family priority was generally unrelated to these work and well-being outcomes.Research limitations/implications– Recent writing on women in organizations has raised the question of can women "have it all", a successful and demanding career and a satisfying home and family life. The findings contribute to this debate.Practical implications– Suggestions for both women and organizations to facilitate career and family facilitation are offered.Social implications– Increasing interest has been shown in women in the workplace, and whether they should "lean in" to advance their careers. The authors suggest that this strategy may be at odds with what women, and men, increasingly want.Originality/value– The paper highlights differences in the antecedents and consequences of career priority and family priority in a predominately female sample bringing work and family issues into the forefront once again.

Purpose
– Literature has shown that mentoring and career development programmes can assist women and minority groups in pursuit of more senior roles. The Challenging Perceptions 12-month, multi-faceted career development and mentoring programme was specifically designed to aid female mental health participants in their attempts to break the glass ceiling, which can be apparent within senior levels of the UK National Health Service. This study aimed to investigate the effects of a career development and mentoring programme on female mental health nurses' career and personal development compared to a matched comparison group.


Design/methodology/approach
– A longitudinal, qualitative study based on semi-structured interviews conducted with female mental health nurse participants and a matched control group at four time points, six months apart over an 18-month period. Female mental health nurses at F, G, H, I and Nurse Consultant Level who applied to participate in the programme were selected by a panel consisting of members of the project team and subsequently randomly allocated a group. Twenty-seven female mental health nurses experienced the programme and 27 female mental health nurses constituted a comparison group.


Findings
– Experience as programme participant influenced the career and personal development of participants, particularly compared to the matched control group. Career development outcomes included promotion and additional learning/study. Personal development outcomes included increased self-confidence and increased satisfaction with ability to deliver quality patient care.


Originality/value
– Career development and mentoring programmes designed to affect diversity have an important role to play in fostering the career and personal development of nurses in healthcare organisations.

Purpose– In this paper, the authors situate existing scholarship about men in nursing within the broader gendered landscape of the profession and society. As a consequence, the need to reframe the discourse about men in nursing from the current emphasis on personal or collective experiences to collective action becomes apparent. The paper aims to discuss these issues.Design/methodology/approach– A critical synthesis of scholarship addressing men in nursing serves as the basis for a conceptual paper which challenges the existing discourse on men in nursing.Findings– The experiences and careers of men in nursing are profoundly shaped by patriarchal power structures that situate caregiving within the realm of the feminine. Although men generally benefit in the context of patriarchal society, men in nursing are subject to a patriarchal paradox that marginalizes their performance of masculinity and situates them as unlikely caregivers. Therefore, men in nursing are preoccupied with balancing the contradictions and tensions in their lives associated with enacting a contextual performance of masculinity depending on the social context of their gender performance.Originality/value– A comprehensive synthesis of the existing men in nursing literature is presented and these findings are situated within a broader discussion of gender in nursing and society. This analysis provides the impetus for a "call to action" for nursing to comprehensively and meaningfully address the negative consequences of patriarchal forces on the profession of nursing.