Understanding Turnover as a Lifecycle Process: The Case of Young Nurses

Understanding Turnover as a Lifecycle Process: The Case of Young Nurses

Understanding Turnover as a Lifecycle Process: The Case of Young Nurses

Understanding Turnover as a Lifecycle Process: The Case of Young Nursess

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Référence bibliographique [19552]

Côté, Nancy. 2016. «Understanding Turnover as a Lifecycle Process: The Case of Young Nurses ». Relations industrielles / Industrial Relations, vol. 71, no 2, p. 203-223.

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Fiche synthèse

1. Objectifs


Intentions :
«À partir de l’approche des parcours de vie et de la sociologie de l’individuation, cet article propose d’examiner les processus temporels à l’œuvre dans la décision de quitter son emploi et le rôle des différents contextes de vie dans l’orientation de ce processus. Une étude qualitative a été menée auprès d’infirmières et d’infirmières auxiliaires afin de comprendre ''de l’intérieur'', c’est-à-dire à partir de la perspective des acteurs, les raisons motivant autant de jeunes infirmières à vouloir quitter leur emploi.» (p. 222)

2. Méthode


Échantillon/Matériau :
«[W]e undertook a case study in a health and social services centre (CSSS) in the province of Québec, Canada, with a particularly high turnover rate among young nurses and nursing assistants.» (p. 208) The sample consisted of 26 nurses «under the age of 35, an age group in which the turnover rate is particularly high. […] Moreover, in recruiting the participants, a diversity of situations was sought with respect to job position, education level, number of years of seniority, and conjugal and family situation.» (p. 209)

Instruments :
Guide d’entretien

Type de traitement des données :
Analyse de contenu

3. Résumé


«Our results show that the young nurses’ decision to leave their jobs was the result of a complex process involving a set of factors related both to their work experience and to an interwoven set of personal, family and social experiences. In addition to the psychological components identified in the literature, it is also important to consider the social processes involved, which bring out the dynamics at play between structural constraints, the cumulative effect of different life contexts and the human agency involved in the decision to leave one’s job.» (p. 217) «The impact of [structural constraints and the related working conditions] is even greater for nurses with children. For these nurses, the availability and flexibility requirements of work are compounded by family responsibilities, which, moreover, can be particularly demanding and unpredictable when their children are young. Nurses who cannot rely on a social network to help ease the tension between their work lives and family lives become even more vulnerable when they are faced with changes in their work lives or personal lives.» (p. 216)