Validating HRSA's nurse supply and demand models: a state-level perspective.

In addition to federal initiatives, solutions to the nursing shortage must also be devised at the state level. Understanding the timing and severity of the nursing shortage in a particular state is paramount to devising appropriate solutions In 2005, the Health Resources and Services Administration released new versions of the Nurse Supply Model and Nurse Demand Model designed to project the supply of RNs and demand for RNs, LPNs, and nurse aides in the United States through the year 2020. The process used by two state-level analysts to project nurse supply and demand in North Carolina using the HRSA models is described. The authors conclude that the models work well for state-level forecasting but that users should carefully assess the default data provided with the model against independent data sources specific to their states.

Evidence and root causes of an inadequate pipeline for nursing faculty.

The North Carolina Center for Nursing (NCCN) examined the projected supply of nursing faculty in the state of North Carolina. Coupled with a longitudinal educational mobility study of the state's registered nurses, the forecast shows that the growing faculty shortage is real and that its root cause is a growing shortfall in the pipeline of RNs prepared educationally to pursue graduate education and assume faculty roles.

Educational mobility of RNs in North Carolina: who will teach tomorrow's nurses? A report on the first study to longitudinally examine educational mobility among nurses.

OBJECTIVE: Affected by the current nursing shortage, schools of nursing cite a lack of qualified nursing faculty as a primary barrier to program expansion. We sought to identify patterns in how nurses' entry-level degrees and other individual characteristics correlated with the timing and achievement of subsequent advanced nursing education. METHODS: Using longitudinal analysis of data gathered as part of North Carolina's licensing renewal process, we studied the educational mobility of newly graduated RNs with a variety of entry degrees in this state. We followed one cohort of 3,384 new graduates who were licensed in 1984 (2,850 remained active and in the study at the 10-year point, and 2,418 remained active and in the study at the 20-year point) and another cohort of 5,341 new graduates who were licensed in 1994 (4,211 remained active and in the study at 10 years). Demographic data for a third cohort of 5,400 new graduates who were licensed in 2004 were included and considered along with data gathered by the National League for Nursing for nursing education research, to assist us in making comparisons between North Carolina and other states. RESULTS: Only 26% of the 2,418 members of the 1983-84 cohort at 20 years and 17% of the 4,211 members of the 1993-94 cohort at 10 years pursued higher degrees, and just 19% and 12% of the respective cohorts did so in nursing. More than 80% of all nurses in either cohort who attained a master's degree in nursing or a doctorate in any field began their nursing career with a bachelor's degree. Younger age at entry into nursing, male sex, and belonging to a racial or ethnic minority were associated with being more likely to pursue higher academic degrees. CONCLUSIONS: Based on our findings, we suggest that increasing the number of graduates with a bachelor of science in nursing degree, especially those who are men or members of a racial or ethnic minority, will have the most immediate effect on increasing the potential nursing faculty pool.

Which pasture is really greener? A research note on salary studies.

National and regional studies of nurse salaries often draw conclusions based solely on the dollar values reported. This brief research note shows the importance of including information about the cost of living into any comparative analysis of geographic differences in salaries.

Job and career satisfaction among staff nurses: effects of job setting and environment.

Just as customer satisfaction is the key to retaining customers, satisfaction with job and career choices are important for keeping staff nurses on the job. The roles of employment setting, job commitment, tenure, years until retirement, short staffing, and patient load in predicting satisfaction were assessed for RN and LPN staff nurses. Results show that when RNs and LPNs feel short staffing interferes with their ability to meet patient care needs, they are also less satisfied with both their job and their career. In order not to exacerbate the current nursing shortage, employers must find ways to ensure adequate staffing to keep staff nurses satisfied and on the job.