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Returning to work after maternity leaveUK nurses’ motivations and preferencesKing’s College, London University, UK, barbara.davey{at}kcl.ac.uk
King’s College, London University, UK, trevor.murrells{at}kcl.ac.uk
King’s College, London University, UK, sarah.robinson{at}kcl.ac.uk 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.
Key Words: flexible working • maternity leave • mothers’ employment • nurses/part-time working • work commitment
Work, Employment & Society, Vol. 19, No. 2,
327-348 (2005) This article has been cited by other articles:
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