Leadership training to improve nurse retention (original) (raw)
Related papers
The impact of the Retirement of Baby Boomer Nurses on the Healthcare System', 2024
Healthcare System is becoming the backbone of « Prosperity and Sustained Existence of Any Given Country » because it helps prevent diseases while in the same time improving the quality of life, productivity, profitability and competitiveness. Unfortunately, several challenges are now preventing the Healthcare System from bearing all the fruits expected. For example, despite the current acceleration of the Care-centric Economy Era, many countries are facing Healthcare crisis mainly driven by the ‘ Nursing Shortage ’. Since then, it becomes relevant to understand the driving factors of this shortage in the U.S. and Worldwide. Accordingly, the current ‘ Demographic Revolution ’ mainly driven by the growing importance of ‘Aging Population’ ( James Michael WALKER, 2024) has started to be considered as one of the key driving factor of the current ' Nursing Shortage' because the growing importance of the Baby boomers and their retirement is negatively impacting the Healthcare System. In fact, Buerhaus, Peter I. et al. (2017) found that compassionate, career-minded, predominantly female baby boomers embraced the nursing profession in the early 1970s following the introduction of Medicare and Medicaid programs. As a result, in 1990, there were 1 million baby boomer registered nurses (RNs), making up about two-thirds of the RN workforce. Furthermore, Montana State University (2015) found that in 2015, almost 40 % of RNs were boomers over 50. Moreover, according to Bradley University (2021), in 2021, nursing workforce (approximately 4 million as of 2021) was made up of four generations : Twenty-two percent of registered nurses (RN) were baby boomers born between 1946 and 1964 (ages 57 to 75 in 2021). Thirty-seven percent were Gen Xers born 1965 to 1980 (ages 41 to 56 in 2021). Thirty-nine percent are millennials born 1981 to 1996 (ages 25 to 40 in 2021). Only 1 % are Gen Zers born 1997 to 2012 (ages 9 to 24 in 2021). Since then, the massive retirement of the aging nurses has started to dramatically reduce the ' U.S. Healhcare Labor Force '. Accordingly and at the global level, International Council of Nurses (ICN) (2021) found that with the ageing of the nursing workforce, 17 % of nurses globally are expected to retire within the next ten years, and 4.7 million additional nurses will need to be educated and employed just to maintain current workforce numbers, let alone address the shortages. In the U.S., Qualtrics (2024) finds that the average age of practicing nurse is 50 years old and it’s estimated that nearly one-third of the workforce will reach retirement age in the next 10-15 years. Furthermore, Buerhaus, Peter I. et al. (2017) predicted that the number of baby boomer RNs would reach 660, 000 in 2020, about half their 2008 peak. Moreover, Yun et al. (2010) found that in the United States of America (USA) , there is an extreme shortage of nurses as it will need approximately 3 million nurses to fulfil its nursing gap, a demand that cannot be easily achieved . In addition, Adams et al. (2021) and Yahyaei et al. (2022) found that the U.S. will experience an estimate of 12.9 million deficit of skilled nurses and midwives by 2035. Since then, Qualtrics (2024) finds that without a steady pipeline of new registered nurses to fill this gap, the industry expects to see a massive lack of nurses by 2030. Unfortunately, doing could put the U.S. at a greater risk of Healthcare Crisis. Unfortunately, the 2020 COVID-19 Pandemic with its associated Great Resignation has already shown to us what this Healthcare crisis associated with the nursing shortage will look like. In fact according to Morris, Gayle (2023), the COVID-19 has highlighted the gaps in healthcare and created an increasing demand for bedside nurses. For example, due to existing nursing shortages, the aging of the nursing workforce and the COVID-19 effect, ICN estimates up to 13 million of nurses will be needed to fill the global nurse shortage gap in the future. Furthermore, International Center on Nurse Migration (2020) found that in total, 10.6 million additional nurses will be needed by 2030. In the United States, it's projected that 1.1 million nurses are needed to replace retiring nurses by 2022. Since then, and in aggregate terms, Buerhaus, Peter I. et al. (2017) found that four challenges face the nursing workforce today and tomorrow : the aging of the baby boom generation, the shortage and uneven distribution of physicians, the accelerating rate of registered nurse retirements, and the uncertainty of health care reform. Beside the COVID-19 pandemic, some other Systemic Risks such as the 2007-2009 Financial Crisis have also put the U.S. at a greater risk of ' Nursing Shortage'. In fact, Buerhaus, Peter I. et al. (2017) explained that major events like the Great Recession have led to baby boomer RNs retiring in large numbers, with roughly 60, 000 boomer RNs departing the workforce annually since 2012. Since then, it's becoming relevant to note that massive retirement of the ' Baby Boomer Registered Nurses (RNs)' and Systemic Risks such as the 2007-2009 Financial Crisis and the 2020 COVID-19 Pandemic are and will becoming one of the key driving factors of Nursing Shortage in the U.S. However, some specific ' Endogeneous Factors' are also playing a role into the current Nursing Shortage. Accordingly, Qualtrics (2024) finds that : - Schools are citing a lack of qualified nurse faculty and budget constraints as primary reasons for turning away aspiring nurses. Accordingly for example, in 2019, U.S. nursing schools turned away over 80,000 qualified applicants due to nurse faculty shortages and insufficient resources. - Schools don’t seem to be preparing nurses properly for entry into the workforce, with some estimates reporting that between 30-57 % of nurses quit their job within their first two years of employment. New nurses often cite workload, scheduling and lack of resources to meet their patients’ needs as reasons for leaving. Therefore, Kovner, C. (2022) has said that : « Therefore are concerns that the future balance between the supply and demand for nurses will result in major nursing shortages around the world ». As a result, both ' Endogenous and Exogenous Driving Factors ' of the Nursing Shortage' could prevent the Care-centric Economy Era from bearing all the fruits in the U.S. and Worldwide. Key Words : Healthcare System ; Nursing Shortage ; Demographic Revolution; Aging Population; Baby boomers; Registered Nurses (RNs); Nursing Gaps: Skilled Nurses ; Healthcare Crisis; Great Resignation; COVID-19 Pandemic; COVID-19 effect; Endogenous and Exogenous Driving Factors; Lack of Nursing Education Resources; Burnout and Stress Related to the Pandemic; Care-centric Economy Era.
Implications of an Aging Registered Nurse Workforce
JAMA, 2000
Context The average age of registered nurses (RNs), the largest group of health care professionals in the United States, increased substantially from 1983 to 1998. No empirically based analysis of the causes and implications of this aging workforce exists. Objectives To identify and assess key sources of changes in the age distribution and total supply of RNs and to project the future age distribution and total RN workforce up to the year 2020. Design and Setting Retrospective cohort analysis of employment trends of recent RN cohorts over their lifetimes based on US Bureau of the Census Current Population Surveys between 1973 and 1998. Recent workforce trends were used to forecast longterm age and employment of RNs. Participants Employed RNs aged 23 to 64 years (N = 60 386). Main Outcome Measures Annual full-time equivalent employment of RNs in total and by single year of age.
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.
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
Nursing Work Force of the Future: The Administrative Perspective
Journal of Perinatal & Neonatal Nursing, 2001
The nursing work force shortage is having a major impact on an industry that is already reeling from major assaults driven by inadequate payment and reimbursement. This article evaluates the current work force shortage as it relates to the competitive marketplace, the data regarding the shortages, the work environment, and the intergenerational issues that sabotage teams. There are recommendations for action in the areas of recruitment and retention, training and education, leadership and management, and improving the work environment.
The 2020 National Nursing Workforce Survey
2021
Background Every two years, the National Council of State Boards of Nursing (NCSBN) and the National Forum of State Nursing Workforce Centers (Forum) conduct the only national-level survey focused on the entire U.S. nursing workforce. The survey generates data on the supply of registered nurses (RNs) and licensed practical nurses/licensed vocational nurses (LPNs/LVNs). These data are especially crucial in providing information on emerging nursing issues which in 2020 was the significant burden placed on nurses and the healthcare system by the coronavirus (COVID-19) pandemic. Purpose To provide data critical to planning for enough adequately prepared nurses and ensuring a safe, diverse, and effective healthcare system. Methods This study used a national, randomized sample survey of 157,459 licensed RNs and 172,045 LPNs/LVNs. Data from 42,021 RN respondents and 39,765 LPN/LVN respondents were collected between February 19, 2020, and June 30, 2020. Data included nurse demographics, edu...