Returning to work after maternity leave: nurses' motivations and preferences

TY - JOUR

T1 - Returning to work after maternity leave: nurses' motivations and preferences

AU - Davey, B

AU - Murrells, T

AU - Robinson, S

PY - 2005/6

Y1 - 2005/6

N2 - 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

AB - 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

U2 - 10.1177/0950017005053176

DO - 10.1177/0950017005053176

M3 - Article

VL - 19

SP - 327

EP - 348

JO - Work, Employment and Society

JF - Work, Employment and Society

IS - 2

ER -