An exploration of the factors influencing career choice in mental health

Aims and objectives: To identify the factors that are associated with considering a career in mental health. Background: The mental health specialty is facing a recruitment crisis in the United Kingdom but there is limited evidence about which factors encourage and discourage people from considering a career in mental health. Design: Quantitative, observational, online survey using a multiple ordinal logistic regression model to identify if there were any significant predictors of the extent to which participants would consider a career in mental health. The design and write up of the study were guided by the STROBE checklist. Method: We gathered the views of 231 participants (female = 188, 81.7%) aged between 16–65 (mean = 22.7, SD = 8.9), using an online survey, the majority of whom were studying on, or graduates of, psychology/social studies degrees. Information was gathered about the extent to which a range of factors influenced consideration of a career in mental health. Results: The majority (71.2%) of participants reported that they would definitely or probably consider undertaking a career in mental health, and over half (51.4%) would consider a career as a mental health nurse. The ability to help others and receiving appropriate training required for the role were important career choice factors. Being female, having a mental health condition and greater knowledge of mental health were associated with a significantly greater likelihood of considering a career in mental health, while having had experience of working with people with mental health difficulties was significantly negatively associated. Conclusions: Students and graduates of psychology and social studies degrees appear to be a large, untapped recruitment pool for mental health services. Relevance to clinical practice: The results can inform more targeted recruitment strategies and development of suitable career pathways for those interested in a career in mental health

Job search information behaviours: An ego-net study of networking amongst young job-seekers

Networking is considered an integral feature of job search, yet its behavioural manifestation has received little attention in the extant literature. Here this is addressed in a study of young job-seekers that adopted an egocentric network approach underpinned by Information Behaviour theory, with specific reference to Wilson's model of information needs and seeking. The analysis of data from semi-structured interviews reveals that job-seekers acquire a broad range of job search information from contacts in their networks, and that the contributions of such contacts extend beyond the sharing of job vacancy alerts. In addition, in cases where social media platforms are accessed by job-seekers, these facilitate crucial ties to industry contacts, and provide valuable informational opportunities to those who adopt them. These findings contribute to a widened understanding of the information behaviours that support the effective mobilisation of contacts within social networks during job search, and are of particula

All preregistration students should develop skills in learning disabilities

In the light of ongoing service developments and government legislation it is important that preregistration nurses from all branches have the opportunity to develop their confidence and skills in the care of people who have learning disabilities. This article outlines the development of strategies employed by one institute of higher education in order to reflect the principles of Valuing People from a health perspective in non-learning disability nursing programmes. The particular challenges that have been encountered in the implementation of these strategies over the last 3 years are discussed, as are issues faced in the evaluation of the effectiveness of such strategies. </jats:p

Role perceptions and reported actual role content of hospital nurses in Mainland China

The study aimed to explore nurses&apos; views and experiences regarding their working roles in Mainland China. Ministry of Health guidance relating to the hospital nurse&apos;s role has been widely used in Mainland China since 1982 but it does not adequately cover the development of new roles arising from recent health care system reforms. This has led to increasing concerns about the potential of role conflict and role ambiguity for nurses especially where role expectations are not reflected in actual role content leading to job dissatisfaction and higher turnover. A cross-sectional survey design using postal questionnaires comprising demographic questions and four scales measuring role perception and actual role content, job satisfaction, occupational stress, role conflict and role ambiguity was used. Five hundred and twelve hospital nurses in Beijing participated representing a response rate of 81%. Most respondents reported that staff nurses should undertake most of the roles described in the domain of patients&apos; physical care, psychosocial and communication and professional aspects of patient care and patient care management and there was overall consensus regarding the roles of other health care personnel. Further, they reported that nurses always or sometimes carried out these roles. Different role perceptions were reported across educational groups. Additionally, nurses&apos; ratings of role perception and actual role content were related to their ratings of job satisfaction, occupational stress, role conflict and role ambiguity (p &lt; 0.05). There was relative consensus regarding role perceptions but the role boundary between nursing and non-nursing work lacked clarity. The importance of role expectations is highlighted regarding job satisfaction and other components of working lives. Acknowledgement of a potential gap between expectations and actual role of nurses provides the basis for developing strategies to reduce resulting occupational stress, role conflict and role ambiguity and increase job satisfaction. Additionally the findings provide a basis for international comparison of actual nurse role content and the potential support needs of nurses from Mainland China who move to work in other health care systems.http://gateway.webofknowledge.com/gateway/Gateway.cgi?GWVersion=2&SrcApp=PARTNER_APP&SrcAuth=LinksAMR&KeyUT=WOS:000253759500004&DestLinkType=FullRecord&DestApp=ALL_WOS&UsrCustomerID=8e1609b174ce4e31116a60747a720701NursingSCI(E)PubMedSSCI12ARTICLE81011-10221

[[alternative]]工作家庭衝突對工作耗竭與專業承諾之影響 : 以台灣護理人員為例

博士[[abstract]]台灣的護士正經歷高水準的耗竭和嚴重的人力短缺。夲硏究調查醫院主管支持和情緒智力在護士的工作-家庭衝突對工作耗竭關係及工作承諾的影響。收集410位護士自我填答資料，使用分層迴歸分析進行資料分析和假設檢驗；驗證性因素分析測試情緒智力、工作與家庭衝突和倦怠的建構效度。護士的工作-家庭衝突與情緒枯竭、否定個人和降低成就感呈正相關之假說成立。避免其他原因引起的工作-家庭衝突的預防以降低護士職業耗竭率。結果也顯示高程度的護士感知耗竭對專業承諾有顯著負面影響。主管支持的調節效果主要可以幫助工作家庭衝突與情感枯竭的連結及在工作家庭衝突與個人成就較少有效地連結，工作家庭衝突與否定個人沒有連結。另外，情緒智力在調節工作-家庭衝突與工作倦怠的三個構面之間的關係是顯著的。這些發現對醫療機構管理者有著重要的意涵，意指促進護士的專業承諾，可藉由支援資源的最佳利用，以及提高個人資源的情緒智力去實現。很顯然，工作家庭衝突是組織中有效管理的一個重要問題，可以透過組織計畫方案和主管行為來監督管理。本研究在中國文化中作理論的測試，支持先前研究開發理論的普遍性。[[abstract]]Nurses experience high levels of burnout and seriously nursing shortage in Taiwan. This study is to investigate the role of supervisor support and emotional intelligence in the work-family conflict and burnout relationship that impacts the professional commitment among nurses. Self-reporting data were collected from 410 nurses. Hierarchical regression analysis is used for data analysis and hypothesis tests; confirmatory factor analyses test the construct validity of emotional intelligence, work-family conflict, and burnout. The hypotheses were supported, namely, that nurse work-family conflict is positively correlated with emotional exhaustion and depersonalization, and negatively with personal accomplishment. Prevention of other causes of work-family conflict should also be undertaken to reduce the nurse burnout rate. Results also indicated that high levels of nurses’ perceived burnout have a significant negative influence on professional commitment. The moderation effect of supervisor support can help mainly on the WFC-emotional exhaustion link and less effectively on WFC-personal accomplishment link, but not WFC-depersonalization link. In addition, emotional intelligence is significant in moderating the relationship between work-family conflict and the three dimensions of burnout. These findings have important implications for managers within the healthcare institutions in knowing the directions of nurse’s professional commitment enhancing and the best utilization of support resources and improve personal resource emotional intelligence in achieving it. It is clear that work-family conflict is an important issue for effective people management in organizations and can be managed through both organizational programs and supervisor behaviors. The current study also provides a test of these theories in Chinese culture to support the generalizability of theories developed in previous research.[[tableofcontents]]TABLE OF CONTENTS ⅰ LIST OF FIGURES ⅲ LIST OF TABLES ⅳ CHAPTER I INTRODUCTION 1 1.1. Background and Rational 1 1.2. Statement of the Problem 7 1.3. Purpose of the Study 12 1.4. Significance of the Study 14 1.5. Summary 15 CHAPTER II REVIEW OF THE RELATED LITERATURE 17 2.1. Work-Family Conflict 17 2.2. Burnout 19 2.3. Supervisor Support 21 2.4. Emotional Intelligence 22 2.5. Professional Commitment 26 2.6. Research Hypotheses 27 2.6.1. Relationship between Work-Family Conflict and burnout 27 2.6.2. Relationship between Burnout and Professional Commitment 29 2.6.3. Moderating Effect of Supervisor Support on WFC and Burnout Relationship 30 2.6.4. Moderating Effect of Emotional intelligence on WFC and Burnout Relationship 32 CHAPTER III METHODOLOGY 35 3.1. Research Design 35 3.2. Measurement Instruments 36 3.2.1. Emotional intelligence Measurement 36 3.2.2. Work-family conflict Measurement 38 3.2.3. Burnout Measurement 39 3.2.4. Supervisor support Measurement 40 3.2.5. Professional commitment Measurement 41 3.2.6. Description of Demographic Variables 42 3.3. Sample and Data Collection 43 3.4. Statistical Tool 44 CHAPTER IV RESULTS AND FINDING 45 4.1. Demographic Data 45 4.2. Correlation Analysis 45 4.3. Hypothesis Testing 47 4.4. Summary 52 CHAPTER V DISCUSSIONS AND CONCLUSION 55 5.1. Discussion of Finding 55 5.2. Conclusions 58 5.3. Management Implication 63 5.4. Limitation of the Study and Possible Direction for Future Research 66 REFFERENCES 68 APPENDIX- 1 QUESTIONAIRE 79 APPENDIX- 2 QUESTIONAIRE IN CHINESE VERSION 84 LIST OF FIGURES FIG 1 Proposed Conceptual Model of the Study 35 LIST OF TABLES TABLE 1 Variable Measures with Items from Emotional Intelligence Scale 37 TABLE 2 Variable Measures with Items from Work-Family Conflict Scale 38 TABLE 3 Variable Measures with Items from Burnout Scale 40 TABLE 4 Variable Measures with Items from Supervisor Support Scale 41 TABLE 5 Variable Measures with Items from Professional Commitment Scale 42 TABLE 6 Participant’s Demographic Characteristics 43 TABLE 7 Descriptive Statistics and Correlations 47 TABLE 8 Results of Hierarchical Regression Analysis 48 TABLE 9 Results of Hierarchical Regression Analysis and Moderation 49 TABLE 10 Summary of Test and Hypotheses Results 53[[note]]學號: 895620267, 學年度: 10