Article i 'Tidsskrift for arbejdsliv' no. 1 2004, page 64-76.
The purpose of the article is to describe how nurse managers’ are changing their work identity in the transition from nurse to manager. It is a period of their work life where their professional identity is under pressure and where they are searching for a new identity as a manager. The change of work identity primarily takes place as a movement out of the profession’s strong community. The new manager must establish a distance to the employee, which is necessary to take care of her job as a manager, she changes her perspective on how to run a hospital department and she changes her position in the community to more peripheral or marginal positions. From an identity point of view it is very important that that new managers replace the losses that are associated with movements out of the community of practise. The employees’ acknowledgement and the manager’s way of influencing the negotiation of meaning have a great impact on whether the manager is moving out towards the periphery or is marginalized. The first year as a manager can be a painful experience, but also a period of transition that is marked by a huge learning potential and possibilities for development.