Examining antecedents and outcomes of part-time working nurses' motives to search and not to search for a full-time position

2013 ◽  
Vol 43 (8) ◽  
pp. 1608-1623 ◽  
Author(s):  
Hallgeir Halvari ◽  
Maarten Vansteenkiste ◽  
Steffen Brørby ◽  
Hans Petter Karlsen
Keyword(s):  
Full Time ◽  
Part Time ◽  
Time Position

scholarly journals Nyutdannede jordmødres vurdering av utdanning, klinisk kompetanse og arbeidsforhold

2015 ◽  
Vol 10 (2) ◽  
pp. 139 ◽  
Author(s):  
Mari Landsverk Hagtvedt ◽  
Tine Schauer Eri
Keyword(s):  
Working Conditions ◽  
Clinical Competence ◽  
Professional Competence ◽  
Perinatal Period ◽  
Evaluation Study ◽  
Full Time ◽  
Self Assessment ◽  
Part Time ◽  
Time Position

<p>Newly qualified midwives’ self-assessment of education, clinical competence and working conditions</p><p>In Norway, post-graduate nursing programmes are being transformed into master programmes. This occurs without previous evaluation of the study programmes. The level of competence and the requirements of newly qualified are being discussed, and a mentoring programme has been suggested to ensure follow-up and development of clinical competence. In central parts of the country, newly qualified midwives have difficulties getting a permanent full time position, which affects their possibilities to develop clinical competence. An evaluation study of the midwifery program at Vestfold University College has been performed to assess its relevance for professional work, as well as mapping the respondents’ working conditions and their self-assessment of clinical competence. The method used was a survey. The respondents rate the program as good. They lack competence to manage complicated conditions related to the perinatal period, and are inadequate when it comes to issues related to women’s sexual heath. These midwives work part-time, and it may take years to get a permanent position. They rate the follow-up as newly qualified as satisfying, yet they do not feel sufficiently confident during clinical practice. Comprehensive national midwifery competence will require more full time positions and better follow-up of newly qualified. To lay the basis for the content in master programmes, there is a need for a national evaluation of the midwifery programmes and a review of the professional competence of newly qualified.</p>

scholarly journals How can we become more equal? Public policies and parents’ work–family preferences in Germany

2021 ◽  
pp. 095892872110357
Author(s):  
Mareike Bünning ◽  
Lena Hipp
Keyword(s):  
Parental Leave ◽  
Public Policies ◽  
Full Time ◽  
Working Parents ◽  
Part Time ◽  
Time Position ◽  
Work Family ◽  
Employed Parents ◽  
The Right ◽  
Policy Setting

This study examines how public policies affect parents’ preferences for a more egalitarian division of paid and unpaid work. Based on the assumption that individuals develop their preferences within a specific policy context, we examine how changes in three policies affect mothers’ and fathers’ work–family preferences: the availability of high-quality, affordable childcare; the right to return to a full-time job after having reduced hours to part-time and an increase in the number of ‘partner months’ in parental leave schemes. Analysing a unique probability sample of parents with young children in Germany from 2015 ( N = 1756), we find that fathers would want to work slightly fewer hours if they had the right to return to a full-time position after working part-time, and mothers would want to work slightly more hours if childcare opportunities were improved. Full-time working parents, moreover, are found to prefer fewer hours independent of the policy setting, while non-employed parents would like to work at least some hours. Last but not least, our analyses show that increasing the number of partner months in the parental leave scheme considerably increases fathers’ preferences for longer and mothers’ preferences for shorter leave. Increasing the number of partner months in parental schemes hence has the greatest potential to increase gender equality.

Documentaries: Both informing and entertaining new zealanders

2003 ◽  
Vol 6 (2) ◽  
pp. 11-13
Author(s):  
William De Friez ◽  
Veronica McCarthy
Keyword(s):  
New Zealand ◽  
Small Business ◽  
Full Time ◽  
Business Operation ◽  
Film And Television ◽  
Winston Churchill ◽  
Part Time ◽  
Time Position ◽  
The University ◽  
New Zealanders

William (“Bill”) De Friez and Veronica (“Ronni”) McCarthy own and operate Raconteur Film and Television Productions located in downtown Christchurch. Bill serves as part-time director; his full-time position is faculty lecturer in the Film Department of the University of Canterbury. Ronni is the full-time producer for their small business operation that completes an average of three documentaries per year as well as a network children℉s series and other special projects. She won the prestigious Winston Churchill Fellowship in 1995 to study children℉s television outside of New Zealand.

“What Type of a Grown Man Doesn’t Have a Full-Time Job?”

2020 ◽  
pp. 86-102
Author(s):  
David S. Pedulla
Keyword(s):  
Cultural Beliefs ◽  
Full Time ◽  
Initial Screening ◽  
Time Work ◽  
Part Time ◽  
Time Position ◽  
And Gender ◽  
Ideal Worker Norm ◽  
Ideal Worker ◽  
Part Time Work

This chapter aims to understand why part-time work and gender interact with one another in the field experiment. The masculine nature of the ideal worker norm and the feminized nature of part-time employment are central to understanding the gender-differentiated ways that hiring professionals treat workers with histories of part-time employment. During initial screening, employers likely do not have information about why a worker was in a part-time position, leaving them with significant uncertainty. Given a job applicant's narrative is unlikely to be available at this moment of initial screening, one way that employers make sense of part-time employment is by drawing on the stereotypes and cultural beliefs about the gender of the worker to weave a narrative about the applicant's part-time experience. In this way, hiring professionals develop stratified stories.

scholarly journals How can we become more equal? Public policies and parents’ work-family preferences in Germany

2020 ◽  
Author(s):  
Mareike Bünning ◽  
Lena Hipp
Keyword(s):  
Parental Leave ◽  
Public Policies ◽  
Full Time ◽  
Working Parents ◽  
Part Time ◽  
Time Position ◽  
Work Family ◽  
Employed Parents ◽  
The Right ◽  
Policy Setting

This study uses Sen’s (1985) “capabilities framework” to examine how public policies affect parents’ preferences for a more egalitarian division of paid and unpaid work. Based on the assumption that individuals develop their preferences within a specific policy context, we examine how changes in three policies affect mothers’ and fathers’ work-family preferences, namely, the availability of high-quality, affordable childcare, the right to return to a full-time job after working part-time, and an extension of “partner months” in parental leave schemes. Analyzing a unique probability sample of parents with young children in Germany, we find that, on average, fathers would want to work slightly fewer hours if they had the right to return to a full-time position after working part-time, and mothers would want to work slightly more hours if childcare opportunities were improved. Our analyses, however, also show that full-time working parents have preferences for shorter hours and that non-employed parents would prefer longer hours independent of the policy setting. Last but not least, we find that increasing the number of partner months in the parental leave scheme considerably increases fathers’ preferences for longer and mothers’ preferences for shorter periods of parental leave. Our main conclusion is that extending the number of partner months in parental schemes has the greatest potential to increase gender equality.

scholarly journals It's not the evidence, it's the way you use it: is clinical practice being tyrannised by evidence?

2008 ◽  
Vol 32 (2) ◽  
pp. 204 ◽  
Author(s):  
Kathy Stiller
Keyword(s):  
Working Hours ◽  
Later Life ◽  
Full Time ◽  
Clinical Expertise ◽  
Range Of Movement ◽  
External Evidence ◽  
Time Work ◽  
Part Time ◽  
Movement Function ◽  
Time Position

?Good doctors use both individual clinical expertise and the best available external evidence, and neither alone is enough. Without clinical expertise, practice risks becoming tyrannised by evidence, for even excellent external evidence may be inapplicable to or inappropriate for an individual patient.?1 (p. 72) I am a senior physiotherapist and clinical researcher and in the comparatively early stages of a sero-negative spondyloarthropathy that may well develop into full blown ankylosing spondylitis (AS). The severity of my symptoms was such that in 2005 I had to relinquish the full-time position I had held for 21 years and reduce my working hours to 12 hours per week in a nonclinical role. To set the picture of my symptoms at their worst, I was unable to sit for more than a few minutes a day because of severe axial pain, forced to do all work in kneeling, standing or lying positions, with social activities likewise restricted. In order to sleep I often needed strong analgesia and icepacks, only to wake 2?3 hours later. Life was pretty tough. After little response to conventional medications, I started a tumour necrosis factor a (TNF-a) blocker (Infliximab) in March 2007 with a significant and dramatic response. As well as markedly decreasing my pain and fatigue, and improving range of movement, function and quality of life, Infliximab has enabled me to commence some additional part-time work as a medical writer.

SCIENTIFIC SUBSTANTIATION OF POLYCLINIC STRUCTURE AT THE CENTRAL DISTRICT HOSPITAL

2021 ◽  
Vol 67 (5) ◽  
pp. 4
Author(s):  
L.V. Rugol ◽  
◽  
Keyword(s):  
Health Care ◽  
Primary Health Care ◽  
Russian Federation ◽  
District Hospital ◽  
Full Time ◽  
Primary Health ◽  
Central District ◽  
Part Time ◽  
Time Position ◽  
The Russian Federation

Significance. The existing personnel imbalance in health care, including the number of medical staff and occupied positions in the central district hospitals (CDH) of the constituent entities of the Russian Federation and structural units of these hospitals, makes it difficult to improve availability and quality of primary health care (PHC). Development and implementation of the standard CDH models with the standard staffing table, on the basis of which it is possible to form the optimal structure of the central district hospital with the optimal staffing table based on the justified need for human resources, will contribute to improving quality and availability of primary health care at the municipal level. Purpose of the study: to significantly substantiate the regular number of medical personnel of the central district hospital with differently sized catchment areas. Material and methods: Forms of the federal statistical observation (FSN) No. 30 in the pilot territories in three constituent entities of the Russian Federation in the three different federal districts, procedures for care delivery by specialty. Analytical and statistical methods. Results. Actually, a doctor position should be included in the CRH staffing table if the standards allow for the full-time position. Certain health specialties allow for part-time positions if the outpatient and inpatient positions of the specialists can be combined into one full-time position, or part-time positions in the related specialties in the polyclinic with due regard to the population demand. Results. The structure of the CDH polyclinic and the list of full-time medical positions considerably differ depending on the size of the attached population. The adequate number of specialty doctors is ensured by the CDH work organization, distribution of specialists across separate subdivisions that are part of the CDH structure, and the use of telehealth technologies.

Exploring Barriers to Doctoral Education in Communication Sciences and Disorders: Insights From Practicing Professionals

2020 ◽  
Vol 5 (6) ◽  
pp. 1552-1563
Author(s):  
Denise A. Tucker ◽  
Mary V. Compton ◽  
Sarah J. Allen ◽  
Robert Mayo ◽  
Celia Hooper ◽  
...  
Keyword(s):  
Doctoral Students ◽  
Online Survey ◽  
Academic Research ◽  
Doctoral Degree ◽  
Full Time ◽  
Doctoral Study ◽  
Doctoral Research ◽  
Part Time ◽  
Advance Research ◽  
Doctor Of Philosophy

Purpose The intended purpose of this research note is to share the findings of a needs assessment online survey of speech and hearing professionals practicing in North Carolina to explore their interest in pursuing a research-focused PhD in Communication Sciences and Disorders (CSD) and to document their perceptions of barriers to pursing a PhD in CSD. In view of the well-documented shortage of doctor of philosophy (PhD) faculty to attract, retain, and mentor doctoral students to advance research and to prepare future speech and hearing professionals, CSD faculty must assess the needs, perceptions, and barriers prospective students encounter when considering pursuing a doctoral research degree in CSD. Method The article describes the results of a survey of 242 speech and hearing professionals to investigate their interest in obtaining an academic research-focused PhD in CSD and to solicit their perceived barriers to pursuing a research doctoral degree in CSD. Results Two thirds of the respondents (63.6%) reported that they had considered pursuing a PhD in CSD. Desire for knowledge, desire to teach, and work advancement were the top reasons given for pursuing a PhD in CSD. Eighty-two percent of respondents had no interest in traditional full-time study. Forty-two percent of respondents indicated that they would be interested in part-time and distance doctoral study. The barriers of time, distance, and money emerged as those most frequently identified barriers by respondents. Conclusion The implications inform higher education faculty on how they can best address the needs of an untapped pool of prospective doctoral students in CSD.

The Concept of Nontraditional Student

2017 ◽  
Vol 28 (1) ◽  
pp. 40-60
Author(s):  
Treinienė Daiva
Keyword(s):  
Nontraditional Students ◽  
Social Roles ◽  
Nontraditional Student ◽  
Full Time ◽  
Older Students ◽  
Learning Differences ◽  
Status Characteristics ◽  
Part Time ◽  
Definition Of ◽  
The University

Abstract Nontraditional student is understood as one of the older students enrolled in formal or informal studies. In the literature, there is no detailed generalisation of nontraditional student. This article aims to reveal the concept of this particular group of students. Analysing the definition of nontraditional students, researchers identify the main criteria that allow to provide a more comprehensive concept of the nontraditional student. The main one is the age of these atypical students coming to study at the university, their selected form of studies, adult social roles status characteristics, such as family, parenting and financial independence as well as the nature of work. The described features of the nontraditional student demonstrate how the unconventional nontraditional student is different from the traditional one, which features are characteristic for them and how they reflect the nontraditional student’s maturity and experience in comparison with younger, traditional students. Key features - independence, internal motivation, experience, responsibility, determination. They allow nontraditional students to pursue their life goals, learn and move towards their set goals. University student identity is determined on the basis of the three positions: on the age suitability by social norms, the learning outcomes incorporated with age, on the creation of student’s ideal image. There are four students’ biographical profiles distinguished: wandering type, seeking a degree, intergrative and emancipatory type. They allow to see the biographical origin of nontraditional students, their social status as well as educational features. Biographical profiles presented allow to comprise the nontraditional student’s portrait of different countries. Traditional and nontraditional students’ learning differences are revealed by analysing their need for knowledge, independence, experience, skill to learn, orientation and motivation aspects. To sum up, the analysis of the scientific literature can formulate the concept of the nontraditional student. Nontraditional student refers to the category of 20-65 years of age who enrolls into higher education studies in a nontraditional way, is financially independent, with several social roles of life, studying full-time or part-time, and working full-time or part-time, or not working at all.

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