By Robert D. Hiscott
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Extra resources for Career Paths of Nursing Professionals: A Study of Employment Mobility
There are tremendous costs associated with high rates of job turnover. From an organizational perspective, more time and cost must be expended on the recruitment, orientation, and training of new nursing professionals in hospital settings. S. study (Hinshaw, Smeltzer, and Atwood, 1987:8). When multiplied across large numbers of nursing staff who are leaving and joining an organization at any given time, these financial costs to organizations can be substantial. At an individual level, nursing professionals who leave jobs, voluntarily or otherwise, can potentially face a variety of personal, economic, or financial problems from loss of income while searching for new employment and during career interruptions.
This study of employment mobility, however, examines all jobs or employment positions reported by surveyed nursing professionals from the time of completing basic nursing training to the time of telephone survey interviewing in 1992 or 1993. By capturing detailed information on all jobs held over the course of working careers, it is possible to identify different forms or patterns of employment mobility at different ages or career stages. This ultimately enhances our understanding of the long-term career paths of nursing professionals.
This mobility dimension is examined in detail in Chapter 6. 2,9 30 CAREER PATHS OF N U R S I N G PROFESSIONALS Primary Responsibility or Specialty Area The final critical employment attribute to be examined for change or mobility over the course of nursing professionals working careers is the reported primary responsibility or specialty area of employment positions. " For many of the specific categories, the reported primary responsibility reflects an area of clinical practice or expertise of nursing professionals.