Nursing Labour Market Research Articles

International Nurses

Letters Health AffairsVol. 23, No. 4: Medical Liability: Beyond Caps International NursesPeter I. Buerhaus AffiliationsVanderbilt University, Nashville, TennesseePUBLISHED:July/August 2004No Accesshttps://doi.org/10.1377/hlthaff.23.4.282-aAboutSectionsView articleView Full TextView PDFPermissions ShareShare onFacebookTwitterLinked InRedditEmail ToolsAdd to favoritesDownload CitationsTrack CitationsPermissions View articleTOPICSNursesImmigrants Loading Comments... Please enable JavaScript to view the comments powered by Disqus. DetailsExhibitsReferencesRelated Article MetricsCitations: Crossref 6 History Published online 1 July 2004 InformationCopyright 2004 by Project HOPE - The People-to-People Health Foundation, Inc.PDF downloadCited byThe U.S. Presidential Election and Health Care Workforce Policy1 February 2008 | Policy, Politics, & Nursing Practice, Vol. 9, No. 1U.S. Nurse Labor Market Dynamics Are Key to Global Nurse SufficiencyHealth Services Research, Vol. 42, No. 3p2The balance of care: Trends in the wages and employment of immigrant nurses in the US between 1990 and 2000Globalizations, Vol. 3, No. 3Tracking Health Care Costs: Continued Stability But At High Rates In 2005 The cost trend continues to pose affordability problems for U.S. workers.Paul B. Ginsburg, Bradley C. Strunk, Michelle I. Banker, and John P. Cookson3 October 2006 | Health Affairs, Vol. 25, No. Supplement 1Enhancing Marketing Recruitment StrategiesHealth Marketing Quarterly, Vol. 23, No. 2Correlation between annual volume of cystectomy, professional staffing, and outcomes1 January 2005 | Cancer, Vol. 104, No. 5

Agenda for Change is practice nurse priority

At this year’s RCN Congress, Josie Irwin, Head of Employment Relations, stated that the RCN is aware of the need to disseminate information about Agenda for Change to GPs, and to point out the implications on workforce supply of not implementing Agenda for Change for practice nurses. A recent RCN membership survey found that 46 per cent of practice nurses were currently over the age of 45 years. Complying with Agenda for Change ensures that the practice is paying the correct market rate for nurses and is able to compete within the tightening nurse labour market.

The nursing labour market in Canada (1985-1999)

This literature review analysed both published and unpublished scientific and professional studies on the nursing labour market in Canada within the period of 1985 to 1999. The goal was to conduct a situational analysis utilising statistical data and canvassing all concerned parties to extract their points of view. The analysis revealed significant cyclical variations in the evolution of the workforce, particularly with respect to auxiliary nurses, such as the perceived existence of major problems in recruiting new professionals in the field and retaining existing professionals in their organisations, the lack of homogeneity in educational training programmes, and the co-existence of several operational structures for organising nursing care, of which there is a lack of evaluation on their effectiveness. The results of the literature review identify the necessity to further develop the knowledge base on such a relevant dimension of the nursing labour market.

The health labor market in the South-East of Brazil: the insertion of the nursing team

The study points out the main characteristics of the nursing labor market in the Brazilian South-East, using Medical-Sanitary Assistance-AMS research data as a reference base, which were recently published by the Brazilian Institute of National Statistics and Geography-IBGE. With 272398 jobs in this region, the nursing team mainly works in the public health system and hospital institutions. In coherence with the Brazilian health system decentralization policies, the municipalization of nursing jobs and signs of labor market flexibility were observed in 1999. In view of this national and regional context, a research should be carried to obtain a quantitative and qualitative analysis of the current labor market for the nursing team.

New Signs Of A Strengthening U.S. Nurse Labor Market?

Wage increases, relatively high national unemployment, and widespread private-sector initiatives aimed at increasing the number of people who become nurses has resulted in a second straight year of strong employment growth among registered nurses (RNs). In 2003, older women and, to a lesser extent, foreign-born RNs accounted for a large share of employment growth. We also observe unusually large employment growth from two new demographic groups: younger people, particularly women in their early thirties, and men. Yet, despite the increase in employment of nearly 185,000 hospital RNs since 2001, the evidence suggests that the current nurse shortage has not been eliminated.

RCN research developments.

The workforce research commissioned by the RCN is integral to ensuring that the organisation maintains its authoritative voice in respect of the UK nursing labour market. Over recent years the annual employment survey has been the backbone of the research programme providing information on key aspects and developments in respect of nurses employment. Based on a sample of approximately 6,000 nurses the survey has formed the basis of the RCN’s annual evidence to the Pay Review Body and now provides a rich source of historical data allowing themes and trends to be tracked.

Older nurses and employment decisions.

To investigate the options, decisions and outcomes for nurses aged over 50 in terms of remaining in, retiring from, or returning to, work in the NHS. Interviews were conducted with 18 employers, advisers and policy makers linked to the nursing labour market. They were conducted by telephone (n = 14) or face to face (n = 4), recorded (with consent), transcribed and analysed thematically. Interviews were also held with 84 older nurses who were remaining in nursing, had retired or had returned to nursing. One focus group was held with older nurses who 'remained' in Scotland (n = 11) and the rest of the data were collected in face-to-face and telephone interviews (n = 73). Again, interviews were recorded (with consent), transcribed and analysed thematically. There is a gap between the rhetoric of policy and the implementation of practice in the employment of older nurses. Older nurses could continue to make a valuable contribution to the NHS, especially in light of the shortage of nurses, but their value is not always recognised. If older nurses are to continue making a contribution then they need good advice about employment, retirement and pension options.

Nursing shortages and evidence‐based interventions: a case study from Scotland

AbstractIn this report, key aspects of change in the labour market for nurses in Scotland are examined, and an integrated policy framework intended to improve nurse recruitment, retention and utilization is outlined. The purpose of this article is to provide an overview of the dynamics of the nursing labour market in Scotland and to draw some more general messages from the evidence base on the effectiveness of interventions to improve recruitment and retention of nursing staff. The paper has three main elements: it provides a backdrop of key trends in the Scottish nursing labour market; it summarizes issues related to planning and nursing shortages, including an assessment of the utility of current indicators of recruitment and retention difficulties; and it reviews the main potential interventions to address nurse recruitment and retention difficulties, drawing from key research/evidence from UK and other English language sources. Five main interventions are examined: integrating the planning of the healthcare workforce; improving recruitment; incentives to improve retention; improving staff deployment; and improving utilization/skill mix.

Mercado Laboral de Enfermería en el Estado de Guanajuato

Con el objeto de identificar las necesidades del mercado laboral para Enfermería, se realizó una investigación de tipo descriptivo, prospectivo y transversal. El estudio muestra las características del Mercado Laboral de Enfermería en el Estado de Guanajuato, referidas a la demanda real y potencial de este personal en las principales instituciones empleadoras, sus requerimientos sobre la formación y las áreas actuales y potenciales de desempeño. Entrelos principales hallazgos resaltan el aumento de la demanda potencial para el nivel licenciatura en las instituciones de servicios de salud privados, asociaciones civiles, empresas productoras de bienes y de servicios educativos, haciéndose notoria la diversificación del campo de trabajo de la profesión de enfermería, tanto por tipo de institución como por servicios a atender. Las perspectivas de contratación en las instituciones estudiadas se enfocan hacia los niveles de formación de Enfermera General y Licenciada en Enfermería. En relación al perfil requerido, los egresados de la DES-E cubren estos requerimientos.

Collaboration to nurture the nursing work environment. The Colleagues in Caring Practice Task Force.

Responding to demands that nursing leaders conduct business in creative proactive ways, the authors of this department share the work of The Robert Wood Johnson Foundation's national program, Colleagues in Caring: Regional Collaboratives for Nursing Work Force Development. The purpose of this initiative is to enhance regional and state collaborative planning and implement actions and policies to address the rapid changes occurring in the United States nursing labor market. This department, edited by Mary Fry Rapson, PhD, RN, CS, National Program Director, and Rebecca B. Rice, EdD, RN, National Deputy Director, presents the ongoing work of the program, highlighting the work of the 20 individual collaboratives. Regional approaches to the expected program outcomes and specific challenges and opportunities that are unique to each region's environment are included. The Colleagues in Caring Program is administered by the American Association of Colleages of Nursing. Current information on the Initiative can be found at http://www.aacn.nche.edu/CaringProject/index.htm. The staff at the National Program Office can be reached at 202/496-1095 (fax 202/496-1093).

MEDIA REVIEWS. Nurses Work: an Analysis of the UK Nursing Labour Market by J. Buchan, I. Seccombe & G. Smith. Ashgate Publishing Ltd, Aldershot, 1998, 164 pages, f32.50, ISBN 1 840 14386 X.

Journal of Advanced NursingVolume 31, Issue 3 p. 737-737 MEDIA REVIEWS Nurses Work: an Analysis of the UK Nursing Labour Market by J. Buchan, I. Seccombe & G. Smith. Ashgate Publishing Ltd, Aldershot, 1998, 164 pages, £32·50, ISBN 1 840 14386 X. Cherill A. Scott MA MSc RN, Cherill A. Scott MA MSc RN Research Fellow & Associate Lecturer RCN Institute London EnglandSearch for more papers by this author Cherill A. Scott MA MSc RN, Cherill A. Scott MA MSc RN Research Fellow & Associate Lecturer RCN Institute London EnglandSearch for more papers by this author First published: 09 October 2008 https://doi.org/10.1046/j.1365-2648.2000.1367r.xCitations: 2Read the full textAboutPDF ToolsRequest permissionExport citationAdd to favoritesTrack citation ShareShare Give accessShare full text accessShare full-text accessPlease review our Terms and Conditions of Use and check box below to share full-text version of article.I have read and accept the Wiley Online Library Terms and Conditions of UseShareable LinkUse the link below to share a full-text version of this article with your friends and colleagues. Learn more.Copy URL Share a linkShare onFacebookTwitterLinked InRedditWechat No abstract is available for this article.Citing Literature Volume31, Issue3March 2000Pages 737-737 RelatedInformation

The casualisation of nursing jobs: a management response to having to do more with less

Restructuring of health care has raised a uumber of issues affecting nurses and nursing which have been documented over the last half decade. However, comparatively little attention has been given to staffing arrangements, particularly in relation to casualisation. This empirical South Australian study identifies three management responses to the current climate: working nurses harder, working smarter and casualising nursing jobs. The paper suggests that the identified trend to increasing casualisation, which is likely to point towards a national nursing labour market trend, needs to be considered in terms of cost and workload issues. It also suggests that the question of where responsibility for the professional development of casual nurses rests needs to be addressed.

Doing More with Less in Nursing Work: A Review of the Literature

The paper explores the literature on changes in nursing work. It examines the suggestion that changes in work practices are management responses to cost cutting imperatives. Nursing labour force issues such as staffing roles and staffing mix, the push for flexibility in the workforce and casualisation are discussed. The paper concludes that given the rise of casual work in the general Australian workforce, research needs to be conducted on the extent of casualisation of nursing, and the implications this may have for nursing practice, professional development and on the nursing labour market.

Is There Monopsony in the Labor Market? Evidence from a Natural Experiment

Recent theoretical and empirical advances have renewed interest in monopsonistic models of the labor market. However, there is little direct empirical support for these models. We use an exogenous change in wages at Department of Veterans Affairs (VA) hospitals as a natural experiment to investigate the extent of monopsony in the nurse labor market. We estimate that labor supply to individual hospitals is quite inelastic, with short‐run elasticity around 0.1. We also find that non‐VA hospitals responded to the VA wage change by changing their own wages.

Still attractive after all these years? Magnet hospitals in a changing health care environment.

This paper examines the research base for 'magnet hospitals'--hospitals that have a good reputation for recruitment and retention of registered nurses. It also assesses the extent to which the concept of the magnet hospital continues to have relevance to nursing in the United Kingdom (UK). The study reviews previous research, examines recent trends in nursing employment, and reports on case studies conducted as fieldwork research. The early research on magnet hospitals, conducted in the 1980s in the United States of America (USA), is reassessed in the light of subsequent cost containment driven changes in the USA nursing labour market and in the organization of USA hospitals. Many of these changes have impacted on nursing staff, with increases in workload, and with changes in skill mix, particularly as a result of increased use of care assistants. Similar developments have been happening in the UK. The paper examines the extent to which the concept of the magnet hospital can retain validity in this changing health care environment. Case studies in 14 USA magnet hospitals were conducted in 1997. The results highlight that, as a result of hospital reorganization and merger, some of these hospitals no longer exhibit core characteristics of 'magnetism', whilst others have retained these characteristics despite organizational change. The paper concludes by cautioning that the concept of the magnet hospital continues to have a relevance to the management of nursing resources, but that the research base, with some notable exceptions, continues to be weak and that there is a need for monitoring and a process of re- accreditation to maintain a 'live' register of magnet hospitals.

Gender and Racial Discrimination in Pay and Promotion for NHS Nurses

For many years the NHS has been subject to allegations that gender and racial discrimination are a feature of the internal labour market for qualified nurses. This paper examines this issue with regard to the promotion process using 1994 survey data. We start by rejecting the assumption of covariate exogeneity inherent in the ordered probit model. A full simultaneous model is then developed which has important consequences for estimates of the influence of gender, ethnicity, training and career interruptions. We find evidence of significant differences in speed of promotion between gender and ethnic groups, which imply large differences in career earnings.

Estimating the market for nursing personnel in North Carolina.

To facilitate nurse workforce planning in the United States at the state level, the North Carolina Center for Nursing conducted a statewide survey of nurse employers to describe the current market for nurses; identify the types of nursing personnel in short supply; estimate the effect of organizational changes on nursing demand; examine preferences for RNs with varying levels of education; and identify the specific skills or competencies desired by employers. Descriptive. A geographically stratified random sample of 909 nurse-employing organizations in North Carolina was surveyed in 1996 by telephone. A total of 667 interviews were completed for a response rate of 78%. Descriptive statistics and correlation analyses are reported. A nursing labor market was found characterized by uncertainty in hospitals, particularly those undergoing reorganization, but of definite growth outside of hospitals. Demand is increasing for unlicensed assistive personnel, RNs with baccalaureate degrees, some advanced practice RNs, and in hospitals, for RNs with master's degrees in management. Recruitment continues to be a major challenge to hospitals in specialty areas, particularly critical care and surgery. In the community sector, demand is strong for all types of nursing personnel. Tests for substitution of specific types of nursing personnel revealed no systematic substitution by employers. Critical thinking and management skills were competencies most valued by hospital employers while specific clinical competencies, including assessment skills and technical skills, received priority emphasis by community-based employers. Although change is occurring in the health system of North Carolina, there remains a strong demand for nursing personnel. The findings pose a challenge to produce a nursing workforce sufficient in numbers and education.

Covered lives and seamless systems: nursing workforce development and integration in Arizona's managed-care environment.

Responding to demands that nursing leaders conduct business in creative proactive ways, the authors of this department share the work of The Robert Wood Johnson Foundation's national program, Colleagues in Caring: Regional Collaboratives for Nursing Work Force Development. The purpose of this initiative is to enhance regional and state collaborative planning and implement actions and policies to address the rapid changes occurring in the United States nursing labor market. This department, edited by Mary Fry Rapson, PhD, RN, CS, National Program Director and Rebecca B. Rice, EdD, RN, National Deputy Director, presents the ongoing work of the program, highlighting the work of the 20 individual collaboratives. Regional approaches to the expected program outcomes and specific challenges and opportunities that are unique to each region's environment are included.

National body needed to solve nursing crisis.

A STUDY of the nursing labour market has predicted that government efforts to end nursing shortages will fail.

Editorial

A NEW publication written by a group of respected policy analysts provides a cool overview of the UK nursing labour market, demonstrating the extent to which every policy change, deal and review affects it in some way.