Returning to work after maternity leave
Returning to work after maternity leave
复制标题
产假结束后重返工作岗位
DOI：
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发表时间：
2005
期刊：
影响因子：
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通讯作者：
S. Robinson
中科院分区：
文献类型：
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作者：
Barbara Davey;T. Murrells;S. Robinson
在英国，弹性工作制的实施被视为一个关键的战略，在保留护士在国家卫生服务（NHS）一旦他们有孩子。然而，偏好理论认为，大多数女性创业者是由职业或工作以外的动机驱动的，兼职工人不像全职工人那样忠诚，这是NHS的一些管理人员所持的看法。本文调查了112名护士生完第一个孩子后的动机，比较了全职和兼职护士之间的差异，以及全职、兼职和不工作的护士之间的差异，结果表明，除了不工作的受访者外，工作时间和首选时间都不是护士是否致力于工作或职业的良好指标。主要的区别是护士谁不愿意工作和所有other.The调查结果，护士返回兼职在他们喜欢的时间是出于他们的工作和职业生涯的挑战，认为他们是不承诺的政策含义点的重要性，NHS组织提供灵活的工作和灵活的职业生涯和培训机会，以保持老年人的承诺护理。
In the UK, the implementation of flexible working is seen as a key strategy in retention of nurses in the National Health Service (NHS) once they have children. However, Preference Theory argues that the majority of women returners are driven by motivations other than career or work, and that part-time workers are not as committed as full-timers, a perception held by some managers in the NHS. This article examines the motivations of 112 nurse returners after their first child, the differences between nurses returning part time or full time and between nurses preferring to work full time, part time or not at all.The findings suggest that neither hours worked nor preferred hours are good indicators of whether nurses are committed to work or a career, except for respondents who prefer not to work. The main differences are between nurses who would prefer not to work and all others.The findings that nurses returning part time at their preferred hours are motivated by their work and career challenge the view that they are not committed.The policy implications point to the importance of NHS organizations providing both flexible working and flexible career and training opportunities to retain returners’ commitment to nursing.