How well can the theory of planned behavior account for occupational intentions?

We tested the capacity of an extended version of the theory of planned behavior (TPB) to account for intentions to work for the UK’s National Health Service as a nurse, physiotherapist or radiographer amongst three groups: professionally unqualified (N = 507), in professional training (N = 244), and professionally qualified (N = 227). We found strong support for attitude and subjective norm as predictors of behavioral intention, with or without controlling for alternative career intentions. There was some support for perceived behavioral control as a predictor of intention, but less for moral obligation and identity. As hypothesised, attitude was a stronger predictor of intention amongst the qualified respondents than the other two groups. We conclude that the TPB is less effective for the bigger and harder-toimplement decisions in life than for smaller and easier-to-implement ones. Also, the absolute and relative importance of some TPB variables varies with personal circumstances

Perceptions of radiography and the NHS: a qualitative study

Purpose: To identify the factors that determine the attractiveness of radiography as a career choice and the NHS as an employer to potential recruits and returners. Methods: Individual and group interviews were conducted in the East Midlands region to explore participants’ perceptions of the attractiveness of the NHS as an employer to potential radiography staff. Interviews were conducted with school pupils, radiography students, mature students, radiography assistants, agency radiographers and independent sector radiographers. Results: Eighty-eight individuals participated in the qualitative stage of the study. Analysis of the interview transcripts indicated that radiography as a career choice is perceived as boring and routine, involving high workloads and with little recognition from the general public. Working with patients is the source of considerable job satisfaction but is offset by staff shortages, lack of flexibility over working hours and a lack of consideration of family commitments in the NHS. Financial costs are highlighted as dissuading many participants from considering a career as a radiographer in the NHS or returning to work for the NHS. Greater use of open days in conjunction with more advertising of the profession is suggested as tactics to improve recruitment. Conclusions: The provision of more flexible working hours, greater consideration for family commitments and increased financial support for training are necessary to improve the attractiveness of a radiography career. NHS Human Resource Managers should consider these findings concerning the applicant and returner pools when developing strategies to address the current shortfall of radiographers

Perceptions of nursing in the NHS

AIM: To investigate the attractiveness of the NHS as an employer to potential nursing staff. METHOD: Individual and group interviews were conducted with school pupils, mature students on Access courses, nursing students, healthcare assistants, agency nurses and independent sector nurses. RESULTS: Eighty-one individuals participated in the qualitative stage of the study. Analysis of the interview transcripts indicated that nursing as a career choice is perceived as hard work, involving high pressure and stress. Working with patients is the source of considerable job satisfaction but is offset by staff shortages and lack of flexibility over working hours. Increases in pay and staffing levels, coupled with improved retention strategies are suggested as tactics to improve recruitment. CONCLUSIONS: Nursing in the NHS is moderately attractive to potential recruits and this attraction is predominately based on the interaction with patients. Improved satisfaction of current NHS staff would help to positively advertise the NHS as an employer. Improvements in pay, recognition and more flexible working hours would help encourage staff working outside the NHS to return

Perceptions of radiography and the NHS: some preliminary findings

The NHS Plan (Department of Health, 2000) announced that, by the year 2004, 6,500 more therapists and other health professionals would be employed in the NHS. However, there is currently a shortage of entrants to professional training courses in radiography. In a survey of UK therapy radiography schools, Johnson (2000) highlighted a total shortfall of 22 therapy radiography students for the 1999 intake, rising to 46 for the 2000 intake. In order to respond to the increased demand for radiographers it is crucial to identify the key factors that encourage or dissuade potential recruits to enter a radiography career and whether to pursue that career with the NHS. To address these issues a team from the Business School at Loughborough University has been commissioned by the Department of Health to carry out research into the ways in which the NHS is perceived as an employer by potential staff. The two-year project, which commenced in September 2000, focuses specifically on the radiography, physiotherapy and nursing professions. The investigation has been divided into two main stages. The first qualitative stage has now been completed and the findings provide the basis for this paper. The second, quantitative stage is currently being conducted and completion is expected by Autumn 2002. Further details of the structure of the research project are provided in, Who Would be a Radiographer in the NHS? Synergy News, August, 2001

The attractiveness of physiotherapy in the NHS as a career choice: a qualitative study

Background and Purpose: The NHS is currently experiencing a shortfall of staff in the allied health professions and in particular, physiotherapy. This research project aimed to identify the key factors that determine the attractiveness of physiotherapy as a career choice and the NHS as an employer to potential recruits and returners. Methods: Interviews were conducted with school pupils, mature students on Access courses, physiotherapy students, physiotherapy assistants, agency physiotherapists and independent sector physiotherapists. Findings: Ninety-two individuals participated in the qualitative stage of the study. Physiotherapy as a career choice was seen as attractive because of caring for patients, job availablity, variety in work content and high levels of teamwork. However, these positive features were off set by high levels of stress and workload, staff shortages and poor equipment. Conclusions: In order to improve the attractiveness of a physiotherapy career greater publicity of consultant therapist positions, improved staffing levels, better working environments and increased work flexibility are required. It should be noted that the relatively small number of participants reduces the generalisibility of the results of this study

Looking good? The attractiveness of the NHS as an employer to potential nursing and allied health profession staff

In the last 10 years, the number of people entering the National Health Service as healthcare professionals has fallen. This has coincided with high levels of attrition, and has meant that attracting NHS staff has become an increasingly important policy goal (Department of Health, 2001a). This concern has been reflected in the high level of attention given to these issues by the media and professional research. Much of this attention has concerned the nursing profession, an area that has been suffering from a shortage of qualified staff for some time (for example: Firby, 1990; Seccombe and Smith, 1996; Buchan, 1999). However, other areas such as the allied health professions (AHPs) have also been experiencing recruitment and retention problems (NHS Executive, 1998). Although recent figures suggest that the number of nurse recruits and returners to the NHS is improving (Department of Health, 2001d) it is acknowledged by academic experts and the Department of Health, that nurse recruitment will require continual attention (Gulland, 2001). Similarly, the Department of Health is now specifically targeting increased recruitment for the AHPs (Department of Health, 2000b) and work force planning is to become more high profile (Department of Health, 2000d). Therefore, the need to study and understand the key factors that encourage or dissuade people to work for the NHS remains a major research and policy issue