Thesis (M.S.)--Boston University

The aim of the study was to discover, describe and analyze factors related to the perceived acceptance of male nurses in the practice of midwifery in the Seychelles as perceived by nurses, pregnant women and their partners. A descriptive study using the qualitative approach was used. Theoretical sampling was employed and thirty-four participants comprising nurses, pregnant women and their partners were interviewed using an interview guide. Probing was done throughout. The nurses, the pregnant women and their partners were interviewed both in focus groups and individually. Participants taking part in individual interview were different from those taking part in focus group interview. The focus groups were homogeneous comprising professional nurses and consumers of service (pregnant women and their husbands) respectively. The findings revealed multitude of factors associated with the perceived acceptance of males in the practice of midwifery. These were classified as positive, negative and ambivalent. The major positive themes were unconditional acceptance, conditional acceptance, and equitable treatment, by all three groups of informants while traditional belief was the major negative theme. Other positive themes by the nurses were change of attitudes over time, and males as caring professionals, while for pregnant women; it was viewed as prior acceptance of male obstetrician. Both the nurses and partners saw the intimate nature of midwifery as a negative factor while only the nurses identified fear of competition and religious belief. Lack of trust was another negative factor identified by the partners/husbands. Professionals and the husbands identified societal versus individual readiness as an ambivalent factor while the pregnant women and professionals saw conditional acceptance as an ambivalent factor. Recommendations made from this study have implications for nursing research, nursing practice, and nursing education. The study could also be helpful for decision makers at different levels in the health care system. / Thesis (M.Cur.)-University of Natal, Durban, 2001.

Thesis (Ed.D.)--Teachers College, Columbia University, 1994. / Includes tables. Typescript; issued also on microfilm. Sponsor: Robert V. Piemonte. Dissertation Committee: Douglas M. Sloan, Elizabeth M. Maloney. Includes bibliographical references (leaves 114-119).

D.Litt. et Phil. / In an examination of the training of nurses in Swaziland from 1927 – 2007, this study argues that the actions of the Church of the Nazarene (CON) and the state, as well as local conceptions of gender, contributed to the introduction and advancement of training of young Swazi women as nurses at the Ainsworth Dickson Nurses’ Home. Aiming at opening a medical mission at Bremersdorp in the Manzini District in Swaziland in 1925, the CON entered into an agreement with the British Colonial government, whereby the latter provided the CON with a piece of land on which to establish the first hospital in Swaziland, which it would staff with a British physician and white nurses. This agreement began an enduring relationship between the CON and the Swaziland government, which saw not only the establishment of the Raleigh Fitkin Memorial Hospital (RFM) but also the inauguration of nursing training in 1927. This study argues that the endurance of this training programme was largely dependent on the government’s financial support and on the provision of medical workers by the CON. From the 1930 onwards, the government not only paid salaries for the teaching staff, but also provided funding for nursing students. Following the example of Florence Nightingale, the CON and the Swazi government agreed, in the 1930s, to train only Swazi girls as nurses on the job, using the RFM as the teaching hospital. This agreement proved very suitable to the Swazi context, where cultural understandings precluded the training of boys as nurses, yet, from the beginning, marking the training of nurses in terms of gender...

Throughout history, men have played a significant role in the field of nursing. However, they currently represent only 12% of nursing students and 9.6% of Registered Nurses. As a minority in their occupation, male nurses experience gender-based barriers and negative stereotypes that female nurses do not. Research has addressed these barriers and stereotypes, but has lagged in identifying the consequences of exposure to them other than men's reluctance to enter or stay in the field. With the nurse-patient relationship at the core of quality healthcare, it is important to further clarify the consequences of stereotype exposure for male nurses in the clinical setting. The purpose of this dissertation was to investigate the communicative consequences of exposure to gender-based stereotypes among male nurses through the theoretical lens of stereotype threat (Steele & Aronson, 1995). Stereotype threat describes the apprehension individuals experience from the prospect of confirming a negative self-relevant stereotype. In the reported experiment, the salience of gender-based stereotypes (women are more empathic than men; men are better managers than women) was controlled for while male and female nursing students completed a simulated nurse-patient interaction task. Findings from this study highlight the influence of subtle stereotyping in simulated nurse-patient interactions. Specifically, men were less grammatically accurate when participating under conditions of threat than when not under conditions of threat. This finding provides a need for caution as healthcare is experiencing a shift towards e-health, which will rely heavily on both the spoken and written word. Additionally, findings suggest that the disruptive potential of making salient stereotyped attributes (e.g., empathy) may be offset by patient gender. For example, male participants were less tentative under conditions of threat with a female patient than a male patient. The influence of patient gender provides optimism that a shift in gender-based stereotyping is occurring. Therefore, it is an optimal time to increase recruitment and retention efforts of men in the field of nursing. Recommendations for such efforts are offered as well as future directions for stereotype threat research in interpersonal communication and healthcare. / text

Sjuksköterskeprofessionen har ur ett historiskt perspektiv varit ett kvinnoyrke. Kvinnor till skillnad från män tillskrivs vårdande som egenskap, då stereotypa föreställningar och attityder finns om att kvinnor är mer omsorgsfulla än män. Manliga sjuksköterskor tenderer att söka sig bort från omvårdnadsområden med nära omvårdnad till omvårdnadsområden som kräver medicinteknisk kunskap och fysisk styrka. Manliga och kvinnliga sjuksköterskor har olika förutsättningar i vårdandet som orsakas av deras könstillhörighet. Syftet var att belysa om och i så fall hur manliga sjuksköterskor upplever svårigheter i vårdandet relaterat till deras könstillhörighet. Litteraturstudie har använts som metod. Studien baseras på 11 vetenskapliga artiklar hämtade från databaserna CINAHL plus with full text och PubMed. Artiklarna bearbetades med hjälp av innehållsanalys. I resultatet framkom tre huvudteman med subteman. Det första huvudtemat, I Att vara man i vården, beskriver vad manliga sjuksköterskor har upplevt i sin profession som sjuksköterska. Det andra temat, II Sexualisering, beskriver manliga sjuksköterskors erfarenheter av att bli sexualiserade av patienter och samhället. Det tredje temat, III Att använda strategier i omvårdnadsarbetet, beskriver strategier manliga sjuksköterskor utvecklat för att hantera problem som uppstått i omvårdnadsarbetet. Resultatet diskuteras utifrån Connells teori om maskuliniteter. Diskussion förs om genusordning och hegemoniskt maskulinitetsideal inom sjuksköterskeprofessionen samt om hur könsstereotypa föreställningar och förväntningar påverkar manliga sjuksköterskor i vårdandet.

Thesis (M.A.)--Indiana University, 2008. / Title from screen (viewed on June 2, 2009). Department of Sociology, Indiana University-Purdue University Indianapolis (IUPUI). Advisor(s): Linda Haas. Includes vita. Includes bibliographical references (leaves 88-94).

Thesis (M. Nurs.)--Washington State University, December 2005. / Includes bibliographical references (p. 58-65).

Indiana University-Purdue University Indianapolis (IUPUI) / This project examined several research questions using survey research of men working in nursing at a Midwestern hospital corporation. The first is why do men enter a nontraditional occupation, such as nursing? Second, what are their experiences working in nursing, as a nontraditional occupation for men? What problems do they encounter, such as discrimination or stereotyping? What advantages do they enjoy, such as promotions or preferential treatment? Third, what factors cause men to stay in nursing for long periods of time? Answers to these questions can help us understand how more men might be recruited to enter nursing, including breaking down the challenges men in nursing might face.

This qualitative study explores male nurses’ negotiation of masculine gender identities in the nontraditional work of registered nursing. Few registered nurses in the United States are men, and men leave the profession within the first four years after graduation at twice the rate of women. This study builds on previous work by seeking to understand why male nursing graduates of an institution formerly for women only, made the decision to become nurses, how they decided to attend a women’s college over a more gender balanced campus experience, and in what ways they negotiate gender identities in the configuration of nursing practice careers. Though others have cautioned that active recruitment of men into nursing could be detrimental to women nurses’ careers, the current nursing shortage has changed the terrain in health care creating a structural need for both women and men. In contrast to previous studies, which focused on elucidating mechanisms in the workplace that encouraged men nurses’ rapid ascendancy in the profession, this study explores socialization processes encountered in both educational and workplace settings to gain understanding of the meaning these experiences hold for male nurses in the negotiation of masculinity in a predominantly women’s profession. By uncovering the salient meaning that socialization into the professional culture of nursing has for male nurses, an understanding can be gained of how best to recruit and retain men in the profession. Gender theory provides the lens with which structures of gendered educational and work relations among participants in this study were examined. Data were collected from thirty participants using multiple methods, and analyzed using an emergent themes approach. Participants identified themselves as competent, compassionate caregivers. Although relationships with female nursing colleagues were undergirded by horizontal reciprocity, tensions arose when male physicians communicated greater trust with male nurses. Interactions with nursing managers were regarded with caution. The male nurses in this study perceived that they were expected to respond with stoicism in crises, work excessive overtime, and were assigned the most complicated cases. They did not feel they could voice reservations about accepting complicated case assignments as did their female colleagues.