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rates of nurses (Hart, Morris, Collins, McMullen & Stanis, 2013), this has a deleterious effect on the permanent staff, who often have to increase their workloads. Further, Hart et al. (2013) expressed the view that communities and patients are ambivalent or reluctant to fully engage with FIFO nurses, as they see these nurses as not demonstrating professional and social commitment to the community. The aforementioned issues and concerns also negatively affect remote nurses’ ‘professional and intrinsic issues’, which include:

• professional isolation (Hanna, 2001; Williams, 2012);

• lack of training and education opportunities (Bell, Daly & Chang, 1997; Lenthall et al., 2009);

• lack of senior managerial career advancement opportunities;

• changing generational emphases on different career expectations, with greater emphasis in younger generations on work flexibility, work–life balance and lifestyle (Humphreys et al., 2009); and • a perceived lack of support and understanding by senior management, who are often located in metropolitan areas (Misener et al., 2008; Warburton, Moore, Clune & Hodgkin, 2014). 2.19 Summary of Chapter This chapter has built upon Chapter 1 to identify and discuss important features of the field of study, including who and what characterise the field, and how and in what manner the field operates for remote nurses delivering mental healthcare. Having examined the field, the next chapter reviews previous literature published on the case study.