| Learning Objective #1: Describe policies and practices that male nurses have identified that will enhance recruitment of men into nursing | |||
| Learning Objective #2: Describe policies and practices that male nurses have identified that will encourage retention of male and female nurses |
The purpose of this study was to explore the process that led to the male nurse's decision to become a nurse, the advantages and disadvantages of nursing as a career for the men, and to identify policies and practices that facilitate the entry of men into nursing and the retention of male nurses in the workforce. The study was guided by the Conceptual Model of Nursing and Health Policy (Fawcett & Russell, 2001). Data were collected during 2003 by individual, semi-structured, in-depth interviews with 20 male nurses, residing in Massachusetts, with 1 to 35 years of experience as RNs. Recruitment themes that emerged from the data included educating the public about the positive aspects of nursing as a career and exposing children to men who are nurses. Retention themes wer adequate salaries and benefits, a good practice environment, and personal recognition. The men indicated that retention of nurses was not gender specific.
Implications for policy and practice include strategies for increasing public awareness of nursing as a career choice for men, educating the public about benefits of nursing as a career, promoting a male friendly environment in educational settings, and providing male nurses with opportunities to share their enthusiasm for nursing with adolescents who are making career choices. Professional organizations, health care institutions, nursing schools, and individual nurses have opportunities to influence some or all of the policies and practices that affect recruitment and retention of men in nursing.