The nurse manager: job satisfaction, the nursing shortage and retention (original) (raw)
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AORN Journal, 1987
he magnitude of the current shortage of nurses has not been equaled since the 1979 T shortage. Hospitals had twice as many openings for RNs in 1986 as they did in 1985.' Health care experts are in general agreement that the nurse shortage is worsening, and some fear it is approaching crisis proportions. In recent months, a wide range of opinions have been expressed in the press concerning the causes of the shortage. Opinions generally focus on three distinct aspects of the problem, as follows. Withdrawal from nursing. Many health care spokesmen suggest that job dissatisfaction, caused by factors such as low pay, poor professional image, and difficult working conditions, coupled with increased work opportunities outside nursing, have encouraged qualified nurses to seek employment in other fields. Lower enrollments. Some also suggest that negative perceptions of nursing, coupled with increased work opportunities for women in careers
Journal of Professional Nursing, 2010
The current population of nurses is aging and rapidly approaching retirement, and graduation of new nurses is not expected to meet demand. Multiple reports have offered information regarding the pending shortage and made recommendations regarding interventions. It is important that suggested interventions be based upon current evidence. An integrated review of literature was undertaken, searching CINAHL, PubMed, Academic Search Premier, Medline, and PsychInfo. Studies were limited to those conducted in the United States and published in English between 2000 and 2007. Search terms were nursing shortage, job satisfaction in nursing, stress in nursing, nursing turnover, nursing image, nursing work environment, physical demands of nursing, and nursing faculty shortage. The identified reasons for nurses leaving hospital practice were management issues, job design, job stress, physical demands, and the failure to nurture new nurses. The education issues include a lack of qualified faculty and clinical sites to allow for more students to be accepted into the programs. These are issues that can be addressed; and changes, implemented. Steps must be taken immediately to resolve these issues in an effort to keep an adequate supply of nurses at the bedside. (Index words: Job satisfaction; Nursing career; Shortage; Structured review; Workforce) J Prof Nurs 26:309-317, 2010.
2001
The characteristics, education, employment patterns, salaries, job satisfaction, and other characteristics of registered nurses (RNs). across the United States were examined in a national survey. Of the initial sample of approximately 54,000 of the nation's more than 3,066,000 licensed RNs, 35,579 RNs (72%) submitted usable responses. From 1980 to 2000, the RN population increased by more than 1 million with 1996-2000 marking the slowest growth in the RN population during the 20-year period. The percentage of nurses receiving their basic education in diploma programs decreased from 60% to 30%, with the percentage completing associate degree programs increasing from 19% to 40%. Hospitals remained the major employer of nurses although the number of nurses employed in other sectors-especially public and community health, ambulatory care, and other noninstitutional settingsincreased. In 1980-2000, full-time RNs actual annual salaries
Issues and Trends in Nursing Administration: Nursing Staff Shortage
2019
Nursing shortage is an internationally recognized crisis and the biggest challenge in achieving the health system effectiveness. This paper sought to review literature on issues and trends in nursing administrations. Conceptual Framework for Nurse Shortage; Nursing Role Effective model, community-based model and Moos and Schaefer (1993) integrative conceptual framework and Donabedian (1980) were used to guide the study. The findings revealed that nurse staffing is associated with both nurse and patient negative outcomes. It was recommended that an improvement to nurse’s work environments and an increase in incentives may retain nurses in the profession and also attract young people into the profession. Key words: Nursing administration, nursing staff, health system, nursing shortage.
Nursing and the New Deal: We Met the Challenge
Public Health Nursing, 1997
The years of the great depression were marked with unemployment and economic ruin for many people. Americans were left feeling helpless and hopeless. After the 1932 presidental election of Franklin Roosevelt, his administration embarked on a course of government known as the New Deal. Many new and innovative programs were established to create jobs and a sense of hope for the public. This article will examine four programs that were of particular interest to nursing: the Federal Abstract The years of the great depression were marked with unemployment and economic ruin for many people. Americans were left feeling helpless and hopeless. After the 1932 presidental election of Franklin Roosevelt, his administration embarked on a course of government known as the New Deal. Many new and innovative programs were established to create jobs and a sense of hope for the public. This article will examine four programs that were of particular interest to nursing: the
Solutions for Nursing Personnel Shortages
Senior Human Resource Management should adopt some changes in order to combat the current growing nursing/healthcare personnel shortage. Employees simply want to be heard and sympathized with. Nowadays the nursing shortage has caused many problems in the healthcare industry. First and foremost, the quality of care being provided to patients is declining due to the fact that there are not as many nurses to care for the patient appropriately. As a matter of fact, the workload being dumped on the employees is steadily increasing. Positions below the certification of Registered Nurses are slowly disappearing and those same responsibilities are now given to the registered nurses, In addition to the heavy amount of responsibility that registered nurses already have. We must remember that nurses are humans too and the amount of stress being placed on them increases fatigue, the chances of potential injury and job discontent.
Hospital Speedups and the Fiction of a Nursing Shortage
Labor Studies Journal, 2005
In recent years, hospital managers and public policy makers alike have focused considerable energy on the prospect of an imminent national shortage of hospital nurses. In response, officials have urged both increased funding for nursing schools and increased importation of foreign nurses from the Philippines and other developing countries. The study below documents that this policy direction is fundamentally misguided. There is no shortage of nurses in the United States. The number of licensed registered nurses in the country who are choosing not to work in the hospital industry due to stagnant wages and deteriorating working conditions is larger than the entire size of the imagined "shortage." Thus, there is no shortage of qualified personnelthere is simply a shortage of nurses willing to work under the current conditions created by hospital managers. Extensive survey data among both currently working nurses and those who have left the profession indicate a very strong consensus regarding the causes and potential solutions to this problem. Nurses will return to hospital work if the wages are improved and, above all, if nurse-to-patient ratios are restored to a level at which RNs believe they can provide professional care. If conditions are improved, enough nurses will be drawn back into the hospital industry to solve the alleged shortage. If, on the other hand, conditions remain stagnant or deteriorate further, new graduates of nursing schools will continue to abandon the profession in large numbers, and no increase in new graduates will suffice to keep hospitals adequately staffed. In a final section of the paper, a survey of magnet hospitals indicates that the industry can afford to implement improved staffing levels while remaining economically competitive.