North Carolina Institute of Medicine Task Force on the North Carolina Nursing Workforce (2004) (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
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Journal of Professional Nursing, 2009
The looming shortage of nurses and the faculty to educate them threatens Americans' access to quality health care across all settings. The Robert Wood Johnson Foundation (RWJF), the American Association of Retired Persons (AARP) Foundation, and AARP are joining together to raise the level of awareness of this crisis and solutions to resolve it in a sustained way. These leaders in health and social change created the Center to Champion Nursing in America (the Center) to ensure Americans have the highly skilled nurses we need to provide affordable, quality health care now and in a reformed health care system. Through national summits and technical assistance with states, the Center and RWJF are collaborating with a broad range of partners to increase nursing education capacity. At the national level, the Champion Nursing Coalition represents the voice of consumers, purchasers, and providers of health care to support solutions to the nurse and nurse faculty shortage. Working with this broad constituency, the nursing community can better address the workforce concerns that affect the people we serve. (Index words: Health care; Nurse faculty shortage; Education; Partnerships) J Prof Nurs 25: 335-339, 2009.
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.
Addressing Nevada's Nursing Workforce Shortages: A Call to Action
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United States Registered Nurse Workforce Report Card and Shortage Forecast
American Journal of Medical Quality, 2012
Registered nurses (RNs) play a critical role in health care delivery. With an aging US population, health care demand is growing at an unprecedented pace. Using projected changes in population size and age, the authors developed demand and supply models to forecast the RN job shortage in each of the 50 states. Letter grades were assigned based on projected RN job shortage ratios. The number of states receiving a grade of "D" or "F" for their RN shortage ratio will increase from 5 in 2009 to 30 by 2030, for a total national deficit of 918 232 (725 619 -1 112 112) RN jobs. There will be significant RN workforce shortages throughout the country in 2030; the western region will have the largest shortage ratio of 389 RN jobs per 100 000. Increased efforts to understand shortage dynamics are warranted.