摘要:英国硕士论文专区提供英国硕士论文代写:高素质与雄心勃勃,英国护士从毕业到职业生涯的劳动力保留意识与期望-Highly qualified and highly ambitious:implications for workforce retention of realising the career expectations of graduate nurses in England
ntral Council for Nursing, Midwifery and Health Visiting(UKCC), 1999). Wales has now taken the next step of moving towards all-graduateentry.
The question of whether all nurses in the UK should be qualified to degree level
at the point of registration is one that divides the profession. Historically, that some
nurses should be educated to degree level has long been advocated, however, and
four-year degree courses were developed in some universities from the late 1960s
onwards (Hayward, 1992). In 1995, the Royal College of Nursing (RCN) advocated
that all nurses should be educated to degree level at registration (RCN, 1995), a
position also favoured by the Council of Deans and Heads of UK University
Faculties for Nursing, Midwifery and Health Visiting (1998) and various statutory
and professional bodies (UKCC, 1999). However, this view is not universally held
and indeed a College motion urging a move to all-graduate entry was narrowly
defeated at the 2003 annual meeting (RCN, 2003). A key focus of the debate is
whether such a move will have a positive or negative impact on recruitment and
retention, an issue of key concern to an NHS committed to driving up standards of
patient care while recognising that this depends on increasing the numbers of nurses
in post (Department of Health, 2000). Given the importance of understanding the
impact that all-graduate status might have on numbers, the Department of Health
commissioned research to this effect.
Although commissioned to inform this quite specific debate, the data allow for
analysis of the nature of ‘graduateness’ more generally and provide a case study of
a workforce in which a greater graduate intake was purposively encouraged. While
several studies have investigated work experiences of a broad range of graduates,
the present study benefits from having a matched group against which to examine
graduate attitudes and behaviour, i.e. diplomate nurses. It is also the first study of
its kind to the authors’ knowledge within any of the health professions that have
opted for greater graduate entry. Given the growth in numbers of graduates within
the UK workforce, it is likely that findings are relevant beyond the nursing and
healthcare context.
GRADUATES IN THE WORKFORCE
The graduate workforce in the UK
As indicated, nursing is not the only profession in which graduate intake has
increased. ‘Graduateness’ as a characteristic is becoming more widely demanded
within the UK and the promotion of benefits of holding a degree by government,
industry and employers shows no sign of abating. The proportion of individuals
Highly qualified and highly ambitious
288 HUMAN RESOURCE MANAGEMENT JOURNAL, VOL 16 NO 3, 2006
© 2006 The Authors.
Journal compilation © 2006 Blackwell Publishing Ltd.
entering the UK workforce holding a degree has doubled since 1970 (Elias and
Purcell, 2003). There is evidence that the supply of degree courses has been
encouraged by government initiatives to widen participation within higher
education through the setting of targets (Dearing Report, Department for Education
and Skills, 1998, 2002). Moreover, there is little evidence to suggest that UK higher
education institutions are having difficulty in recruiting, even after the introduction
of tuition fees. Data indicate that applications rose by 10 per cent between 2000 and
2004 (Univers
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