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Nursing work and the implications of "the second shift".
Canadian Journal of Nursing Administration
|November 1, 1990
Summary
Nursing faces complex recruitment and retention challenges. Addressing the "second shift" workload for married nurses is crucial for effective retention strategies.
Area of Science:
- Nursing
- Sociology
- Workplace Studies
Background:
- Nursing faces significant challenges in nurse recruitment and retention.
- Existing studies indicate the problem is multifaceted and complex, requiring more than wage increases.
- The impact of domestic responsibilities on female nurses' retention is a critical, often overlooked factor.
Purpose of the Study:
- To highlight the impact of the "second shift" on nurse retention.
- To emphasize the need for nursing administrators to consider the "second shift" in retention strategies.
- To integrate sociological concepts, specifically Hochschild's "second shift" theory, into nursing management.
Main Methods:
- Literature review focusing on nursing retention challenges.
- Application of Hochschild's (1989) "second shift" research to the nursing profession.
- Analysis of the relationship between domestic work and paid nursing work for married women.
Main Results:
- Wage increases alone are insufficient for retaining nurses.
- The "second shift"—unpaid domestic labor after paid work—significantly affects female nurses.
- Ignoring the "second shift" compromises nursing recruitment and retention efforts.
Conclusions:
- Nursing administrators must account for the "second shift" in developing retention strategies.
- Recognizing and addressing the "second shift" is vital for supporting the nursing workforce.
- A holistic approach considering work-life balance is essential for nurse retention.