CONTINGENT EMPLOYMENT IN NURSING: FACTORS AFFECTING CAREER CHOICE.
Contributors: University of Texas at Austin.
Published: 1993
Number of pages: 210
Subjects: Education, Adult and Continuing.; Health Sciences, Nursing.; Women's Studies.; Sociology, Industrial and Labor Relations.
Description: The temporary (contingent) workforce is growing faster than the economy in general, has a majority of women, is extending from clerical and blue collar to professional and technical occupations, and is expected to continue to grow. This study of 153 registered nurses who have chosen to work on a contingent basis for traveling agencies, local staffing agencies and hospital pools, identified the driving and restraining forces influencing the career decision to become a contingent employee.

Higher pay is the chief reason for the choice of contingent employment. These nurses ranked in the upper half of the U.S. income level, averaging a 36 hour work week. Alternate sources of benefits were available to 85%, savings averaged 4.5% and personal debt averaged 33% of disposable income. Controlling one's schedule was the second most important reason for temporary work. A majority were satisfied with the balance between work, family, leisure and home. Most had stable work histories, with full time work for most of the career. They averaged 8.5 years of experience as permanent staff and almost 4 years with an agency or pool. They were better-educated than nurses in general and demonstrated a high level of commitment to nursing through specialty certification, continuing education, increasing academic qualifications, and membership in nursing organizations. A majority preferred a lateral career pattern. Career anchors ranked highest were altruism, independence and family commitment with some differences according to age group. Satisfaction with work and professional success was adequate, but restraining factors such as lack of input into policies and procedures, and fluctuating hospital demands were identified. Job satisfaction scores were comparable with normative data for the Index of Work Satisfaction. Implications for career theory, research, and practice in continuing education, professional academic programs and human resource development were identified.

This group of nurses do not fit the stereotype of uncommitted, casual, unstable and exploited temporary workers. They are a resource for clinical expertise, versatility, and broad knowledge of nursing practice in the community and pathfinders in the search for satisfying career patterns for women.
Notes: Source: Dissertation Abstracts International, Volume: 54-04, Section: A, page: 1198.

Thesis (PH.D.)--THE UNIVERSITY OF TEXAS AT AUSTIN, 1993.

School code: 0227.