Personal fulfilment,sustainable working conditions and flexible employment prospects as resources for nurses’ well-being at work: a qualitative study

Meaningful work

Nurses described meaningful work as a central resource for well-being. A clear job description, opportunities to assume diverse roles and organisational support for role development were seen as key contributors. Role variation, such as working across multiple units or engaging in rotational assignments, introduced diversity and a dynamic workflow, which nurses found motivating. A well-defined and meaningful job description was perceived to facilitate professional development and enhance nurses’ influence over their work.

Experiencing meaningful work also strengthened nurses’ expectations and commitment to the profession. Expectations differed across age groups, with younger nurses expressing higher demands regarding working conditions and organisational support. Opportunities for professional growth were viewed as particularly valuable, fulfilling personal needs and reinforcing commitment. Several nurses noted that their sense of calling had diminished over time; work was no longer seen as a lifelong mission, but as a profession requiring balance.

The new generation has entered the industry; they have very different expectations of work than the old generation. (Nurse 11)

Competence development

Nurses emphasised the importance of comprehensive orientation for newly hired employees, noting that the process had improved in response to their feedback. Effective orientation was considered essential for enabling new nurses to succeed in their roles. The transfer of tacit knowledge from experienced nurses to newcomers was highlighted as critical and working in senior–junior pairs was described as an effective mechanism for skill transmission. Nurses also valued responsibility-based work and expressed a strong desire for continuous learning and further education. Beyond routine tasks, participation in unit-level quality improvement activities was regarded as meaningful.

Senior nurses have a lot of tacit knowledge, and there is a danger that tacit knowledge will not be distributed to new nurses in a high-speed environment. (Nurse 7)

Career advancement

Nurses considered opportunities for career development highly relevant, particularly noting that younger generations expected clearly defined career paths. They expressed interest in career options that extend traditional managerial or clinical expert roles, such as specialist nurse, development nurse or teaching nurse positions. Career advancement models were perceived as enhancing competence and influencing compensation. Nurses also stressed the need for organisational support for educational pursuits, including the provision of study time during working hours.

There are different careers; some may wish to take on a leadership role, while others prefer to take on a specialist position; it is also possible, hopefully, to stay directly involved in patient care. (Nurse 17)

Importance of a working community

Nurses reported that well-being was strengthened through teamwork, mutual support, trust, equality and a strong sense of community. Smooth workflows, shared goals and the ability to meet work-related expectations were described as rewarding. Collaboration fostered solidarity, while supervision, departmental meetings and team-building activities were considered beneficial. Nurses depicted their workplaces as open, humorous, dialogical environments that supported a sense of belonging. A positive team spirit was seen as reducing stress, and nurses emphasised that individual attitudes and behaviours influence the entire working community. They also acknowledged shared responsibility for maintaining well-being at work.

Then the working atmosphere is very nice, and it is not bad to go work every day. Coworkers play an important role. (Nurse 1)

Supportive nursing manager

Nurses underscored the critical role of nursing managers in shaping the work environment and influencing employment choices. They valued managers who demonstrated genuine interest in staff well-being, responded to concerns and were familiar with their teams. Leadership qualities such as fairness, equality and accountability were considered essential. The physical presence, accessibility and responsiveness of the unit manager were especially appreciated. A supportive manager who actively engaged with staff was viewed as a key contributor to a positive workplace climate.

Equality and transparency are an important part of work well-being. We all want to be seen, encouraged, and appreciated. (Nurse 7)

Moderate workload

Nurses emphasised that maintaining adequate staffing levels, temporarily reducing patient beds when necessary and ensuring sufficient resources were crucial for achieving a manageable workload. An appropriate workload was seen as essential for providing high-quality and safe patient care. A humane workload also depended on mutual support among colleagues.

You can do your work so that you don’t have a bad conscience that you are too busy. (Nurse 1)

Various job roles

Nurses highlighted the importance of enabling diverse job roles within the organisation. Potential employees included students, retirees and individuals with partial work capacity. They noted that adequate guidance, orientation and workplace learning opportunities were essential for students’ successful integration. For employees with physical limitations, adapting job descriptions and modifying tasks were considered necessary to maintain engagement. Nurses also suggested offering alternative work arrangements during sick leave to support productivity and connection to the workplace.

A phone service has been built for the emergency room, so there were nurses like those who could not do the work that involves physical strain. So, they could be in the phone service; experienced nurses have been obtained, and they have found the work meaningful. (Nurse 17)

Nurses further proposed reconsidering which professional groups could contribute to nursing work. Suggestions included integrating apprentice students, implementing job-sharing models, outsourcing selected tasks and introducing new professional roles within care teams.

Nursing is changing, and we should be involved in it—not only with this training and competence but also with people who have other trainings that will be ready for health care. (Nurse 14)

Benefits

Nurses viewed fair compensation as a central element of feeling valued at work. They expected wages to correspond with job demands, competence and career progression, emphasising that salary adjustments should follow increases in skills and responsibilities. Several experienced nurses noted that salary development often plateaued after roughly ten years, which influenced considerations about changing positions. Financial recognition was seen as important, but nurses also hoped for acknowledgement for achievements through symbolic gestures and celebrations. In addition, practical benefits during working hours, such as subsidised meals and the provision of coffee were appreciated.

Of course, there is also salary that gives you the feeling of appreciation. (Nurse 10)

Employer–provided benefits, including sports and cultural vouchers, recreation funds and organised events, were received positively. Nurses expressed interest in additional opportunities to support well-being, such as access to a workplace fitness area, hobby groups or the possibility to exercise during working hours. Campaigns that promoted physical activity and social interaction, for instance by encouraging employees to find a jogging partner, were also viewed favourably.

In general, it should be automatic to support well-being at work, such as cultural and sports vouchers. (Nurse 15)

Organisation’s atmosphere

Nurses described work-related well-being as shaped by individual factors as well as team and organisational practices. For younger generations, organisational commitment to well-being was considered an important recruitment factor. Participants expressed trust that organisation intervened when issues arose and emphasised the need for comprehensive occupational health services. Although individuals are responsible for maintaining their own health, timely access to support was seen as essential.

The well-being at work will become a serious problem if the employers do not recognize how to deal with it. The future will look dark. (Nurse 11)

A relatively flat decision-making structure was perceived to enhance influence and participation in workplace matters. Respectful interaction between professional groups and organisational flexibility were described as important contributors to positive atmosphere. During major organisational changes, nurses hoped to be genuinely consulted and for their perspectives to be reflected in decisions.

Well-being at work must be so that I can also influence flexibility and negotiation opportunities, and I can say my opinion and be heard. (Nurse 8)

Nurses highlighted the significance of an organisation’s reputation in both recruitment and retention. The image communicated to prospective employees, through effective onboarding, clear communication and opportunities for professional development, was considered highly influential. They also hoped that everyday working conditions, collaboration and the meaningful work would be emphasised. According to participants, organisations that responded well to staff expectations tended to have better retention outcomes, and strategic investments in marketing and recruitment could strengthen the ability to attract new nurses.

The most important factor is the reputation. What image has been created of employers and the workplace? How is it implemented at work, and how are these promises redeemed? (Nurse 17)

Work flexibility

Nurses reported that remote work opportunities increased their overall sense of flexibility, enabling a more effective balance between professional and family responsibilities. Remote arrangements allowed certain tasks to be completed from home, and ward nurses expressed interest in participating in training sessions or completing online courses remotely. Nurses also emphasised that involvement in shift planning enhanced their control over work schedules and contributed positively to well-being at work. Collaborative shift scheduling was considered particularly beneficial, as it accounted for individual preferences; some nurses preferred night shifts, whereas others favoured daytime work. Moreover, shift planning was seen as a practical mechanism for accommodating ongoing educational needs.

We have collaborative work shift planning; it supports well-being at work because you can affect your own schedule. (Nurse 11)

Nurses further highlighted the importance of maintaining a healthy balance between work and leisure time. They hoped that employment arrangements would be adaptable to different stages of life, allowing, for example, those on parental leave or approaching retirement to work selectively. Flexible arrangements such as part-time schedules, morning shifts and adjustable work–hour percentages were highly valued. Leisure time was viewed as essential for recovery, with restorative effects that enhanced both well-being and enthusiasm in the workplace.

It’s part of our life, and we have a life outside of work, which is great. (Nurse 8)

Flexible employment contracts

Nurses observed that employment relationships had become shorter, a change perceived positively because it allowed them to gain experience in different organisations. Younger nurses no longer expected to remain in the same workplace until retirement. Attractive job opportunities were associated with diverse tasks and prospects for professional growth.

I think employment relationships will become shorter than they were in the past. Then there are no more people who have been working in the same place for 15 years. (Nurse 1)

Nurses noted an acceleration in turnover, with more frequent job changes than before. A plentiful supply of available positions provided nurses with greater freedom to choose where to work. Decisions to change jobs were influenced by factors such as job satisfaction, the nature of the work tasks and personal life circumstances. Even nurses holding permanent contracts were now more likely to change employers compared to previous years.

People change places. It is not necessarily good to reach a pension position. (Nurse 14)

Temporary employment contracts were described as historically common in healthcare. For some nurses, permanent employment was not a priority; instead, they preferred fixed-term arrangements to avoid long-term commitment and to maintain flexibility. Temporary contracts also enabled exposure to various work environments.

Some nurses seem to like being temporary workers; they don’t necessarily dare to commit if they want [to] do something else. (Nurse 10)

However, several nurses expressed a preference for long-term employment due to stability and benefits associated with permanent contracts. This perspective was partly linked to experiences during the economic recession of the 1990s. In addition, some nurses desired continuity and expected to remain in one workplace throughout their careers.

We generally want permanent posts, because there are more possibilities to influence your own work. (Nurse 9)

Nurses emphasised the need for employment relationships to adapt to individual life circumstances. Some preferred temporary contracts because they offered flexibility in shift selection and opportunities for higher pay. Although freelance work had previously been associated with limited job employment prospects, the current abundance of available positions enables nurses to choose their preferred workplaces. Seasonal work was also considered attractive, particularly among younger nurses who wished to work part of the year and travel abroad. Generational differences in employment preferences were evident: younger nurses frequently changed jobs or organisations and favoured short-term contracts immediately after graduation. Permanent employment gained importance later in life, especially when starting a family.

You can see there are a lot of young people who basically start from the idea they will work here for half a year and then go out into the world for half a year. (Nurse 17)