Andrew James Clements

Exploring commitment, professional identity, and support for student nurses

Problems with the recruitment and retention of nurses globally mean that insight into the factors that might increase retention in qualified staff and students is crucial. Despite clear links between work commitment and retention, there is little research exploring commitment in student nurses and midwives. This paper reports the findings of a qualitative study designed to provide insight into commitment using semi-structured interviews conducted with nine pre-registration students and a qualitative survey completed by 171 pre-registration students. Thematic analysis of the data emphasised the impact of placement experiences on commitment via interpersonal relationships. Students typically emphasised their professional identity as the basis for commitment, although many participants also highlighted a lack of acceptance by qualified practitioners, which reduced it. There was evidence that suggested that practitioner workload may impact the student experience due to challenges in making sufficient time to provide support. Implications for retention strategies are discussed.

‘You Could Damage Somebody's Life’: Student and Lecturer Perspectives on Commitment

Retention problems in the social work profession have been well documented. There is evidence that social workers experience a shorter working life compared to many other professional groups. Despite existing links between commitment to the job role and important work outcomes such as retention, few studies have investigated commitment in social work students. This study utilised qualitative data to examine this issue from the perspective of seven social work students and three lecturers. Aspects of commitment, as well as associated concepts such as perceptions of support and perspectives on the social work profession were explored. Commitment was primarily seen by students and lecturers as synonymous with dedication to the profession and its values. The extent and nature of support from a range of sources was seen as varying in quality, although peer support was generally seen in positive terms. It is suggested that interventions to enhance peer support have the potential to enhance student commitment and, consequently, retention.

Understanding students’ motivation towards proactive career behaviours through goal-setting theory and the job demands–resources model

ABSTRACT The graduate labour market is highly competitive but little is known about why students vary in their development of employability. This study contributes to the literature by applying goal-setting theory and the job demands–resources model to investigate how motivational processes influence students’ proactive career behaviours. We tested four hypotheses using structural equation modelling and moderation/mediation analysis using a nested model approach; 432 undergraduates from 21 UK universities participated in this cross-sectional study. The results showed that students higher in mastery approach had greater perceived employability mediated by two proactive career behaviours (skill development and network building). Students’ career goal commitment was associated with all four proactive career behaviours (career planning, skill development, career consultation and network building). Students’ academic and employment workloads did not negatively impact their proactive career behaviours. University tutors and career services should therefore encourage students to set challenging career goals that reflect mastery approach.

Work-related wellbeing in UK prison officers: a benchmarking approach

Purpose The purpose of this paper is to examine the well-being of UK prison officers by utilising a benchmarking approach. Design/methodology/approach The Health and Safety Executive (HSE) Stress Indicator Tool is widely used in the UK to assess key psychosocial hazards in the workplace encompassing demands, control, support from managers and co-workers, relationship quality, role and change management. This study utilises this approach to examine the extent to which a sample of UK prison officers meets the HSE recommended minimum standards for the management of work-related well-being. Levels of mental health and job satisfaction in the sector are also assessed using measures with extensive occupational norms. The psychosocial hazards that make the strongest contribution to mental health and job satisfaction are also considered. Findings Respondents reported lower levels of well-being for all of the hazard categories than recommended. Moreover, mental health and job satisfaction were considerably poorer among prison officers than other occupational groups within the emergency and security services in the UK. Considerable variation was found in the psychosocial hazards that predicted mental health and job satisfaction. Practical implications The high levels of stressors and strains experienced by UK prison officers gives serious cause for concern. Priority areas for interventions to enhance well-being in the sector are considered and areas for future research discussed. Originality/value This study highlights the wide-ranging benefits of a benchmarking approach to investigate work-related stressors and strains at the sector level.

Working Conditions, Work–Life Conflict, and Well-Being in U.K. Prison Officers: The Role of Affective Rumination and Detachment

Although prison officers experience working conditions associated with work–life conflict, little research has explored this issue. This study draws upon the work–home resources model to investigate relationships between working conditions (demands and experiences of aggression) and time-based, strain-based, and behavior-based work–life conflict in U.K. prison officers (N = 1,682). Associations between working conditions, work–life conflict, and emotional exhaustion were also examined. Two recovery behaviors (affective rumination and detachment) were considered as potential moderators of associations between working conditions and emotional exhaustion. High levels of all work–life conflict dimensions were found, which were related to working conditions and emotional exhaustion. Some evidence was found that higher rumination and lower detachment exacerbated the positive association between both job demands and aggression and emotional exhaustion. The implications of the findings for the well-being and professional functioning of prison officers are discussed, together with key areas for future research.

The Role of Demographic and Psychosocial Factors in Predicting SBS Symptoms in Workplaces

It has been suggested that several demographic, work-related and psychosocial factors might be at least as important as features of the working environment in self-reported Sick Building Syndrome (SBS) symptoms in employees. This is supported by studies that find the frequency of symptoms reported by people working in buildings designated as ‘sick’ does not always differ from those working in ‘healthy’ buildings. This chapter presents the evidence for factors unrelated to the objective working environment as valid predictors of self-reported SBS symptoms. The role played by sex and age in symptom reporting is considered, together with several psychosocial variables and job-related factors such as stress, mood, job satisfaction, perceived control and social support. It is argued that explanations for SBS symptoms that only consider objective features of the working environment and clinical factors fail to recognise the important contribution of other potential predictors. Priorities for future research that encompass psychosocial and work-related variables are considered.