<p> The issue of "nursing shortages" is not new, as it is often discussed by both the media and nursing journals. The emphasis of this research paper is to establish the presence or absence of a nursing shortage in Hamilton. The primary concern is to present strategies for recruitment and retention that have been implemented by area nursing employers. This survey's attention was focused on the registered nurse population in hospital and community clinical areas. </p> <p> The majority of those interviewed, with one exception, believed that Hamilton was not experiencing a nursing shortage at this time, especially when statistics are compared with those of Toronto. Many suggestions were put forth regarding recruitment strategies. Among them have been the establishment of the Hamilton Recruitment Group. Co-operative programs for high-school students have been limited to a small number, but this strategy has had some success. Strategies for retention of nursing staff include education opportunities, changes in work schedules and improvements in communication consisting of involvement in policy decisions. </p> / Thesis / Bachelor of Arts (BA)

During this time of nursing shortages, hospitals that want to maintain the competitive edge must seek ways to recruit and retain a competent nursing staff. This study was conducted in a large hospital that strives to be the primary health care provider and employer of choice in its geographic region. The purpose of the study was to assess new nurses' perceptions of nursing practice and their expectations for meeting professional goals. Sixty-seven new nurses from 13 hospital departments were interviewed. Comprehensive orientation, continuing education, and mentoring were important values identified by this group of nurses. Communication with physicians and fear of causing accidental harm to patients were expressed concerns. Data from this survey will be used by the organization to change orientation policies to better meet the needs of the nursing staff and improve recruitment and retention of nurses.

The purpose of the study was to determine students’ and faculty members’perceptions of the accelerated nursing programs at two colleges in the Mississippi Delta, Coahoma and Mississippi Delta Community College. The study centered on whether the age, race or gender of the students affected their perceptions of program support, key issues and challenges, and program limitations. The study explored differences in faculty and students’ perceptions of the accelerated nursing program in regards to local support, nursing faculty, most complicated areas of the program (which were clinical and exams), and barriers. A quantitative research design was used for this study. The survey was themethodological framework that was employed in this investigation to collect the data. The participants consisted of 13 faculty members and 33 students of the accelerated nursing program at two community colleges. The procedure to gather data for this study was two surveys developed by the researcher. The data in this study were obtained by using an Independent t-test, ANOVA and descriptive statistics. The following were findings of this study. No significant differences found in students’ perceptions of the accelerated nursing program by age or gender. Significant differences were found in students’ perceptions of the accelerated nursing program by race. The differences found were that Caucasians had a more positive perception than African Americans of salary attracting them to stay and work in the Mississippi Delta. Caucasians also had a more positive perception than African Americans that clinical is the most complicated area of the nursing program. In addition, Caucasians had a more positive perception than African Americans that transportation was a program barrier. Overall, faculty perceptions of the accelerated nursing program varied. Significant differences were found when students; and faculty perceptions were compared. The differences found were that students felt positive about the exams being the most complicated area of the program and the faculty disagreed. The other difference found was that faculty had a negative feeling toward their college lacking financial support from the local area, while students had a positive feeling.

India has become the second largest supplier of foreign-educated nurses in the U.S. The annual inflow of India-educated nurses has been increasing till 2008. The trend, however, reversed ever since the peak year. Three major events – the 2008 financial crisis, changes in the format of the NCLEX exam for registered nurses, and the adoption of WHO Code of Practice – are analyzed to understand the turning point in 2008 and the recent trend of nurse migration. Unemployment rate, health sector expenditure, exam pass rate and the behavior of recruitment agencies will be discussed to examine the impact of the three events on the push and pull factors driving international migration of nurses. The study found that the financial crisis and changes made to NCLEX exams reduced migration flow by weakening the pull factors while the impact of the adoption of WHO Code of Practice is not clear.

The nursing profession is facing a potentially devastating shortage of nurses by the year 2020. Contributing to the shortage is the retirement of experienced nurses who are over the age of 45, and an aging baby boomer population. The loss will place a considerable strain on the overloaded health systems. As a result, it is important to identify successful strategies for addressing the problem of experienced nurse retention. Therefore, the purpose of this project was to conduct a systematic review of literature to answer the question of what retention strategies have been used to prevent the loss of the experienced nurse who is approaching retirement age. The systematic review, guided by Benner's theory of novice to expert and Kanter's empowerment theory, included quantitative, qualitative and mixed methods studies published between 2007 and 2017. Studies published in the United States and Canada were 8studies selected for detailed review, were graded using the Joanna Briggs Institute grading criteria. The themes identified in this study included five key indicators: nurse autonomy and empowerment (75%), stress and burnout (62%), workplace engagement (68%), leadership commitment (56%), and training/career development action plans (56%). The key indicators may provide the basis for recommendations for managers and leaders in promoting experienced nurse retention in their work settings. Positive social change is possible when management takes into consideration the value of the key indicators above in experienced nurse retention efforts. By retaining experienced nurses, the nursing profession can promote positive patient outcomes and a mentoring plan for nurses approaching retirement age.

No description available.

Nurses’ Input on the Nursing Shortage Purpose: The purpose of this study was to investigate the views of nurses regarding the nursing shortage in Tennessee. Aim: To achieve this aim, four focus areas were examined through listening sessions with stakeholders across four regions in the state. These focus areas included addressing the nursing pipeline, developing innovative clinical and academic models, supporting nurses' well-being, and sharing data about the shortage of nurses throughout the state. Methods: A qualitative descriptive study was conducted using focus group interviews for data collection. The study employed a SWOT (Strengths, Weaknesses, Opportunities, and Threats) analysis approach for data analysis. Results: The results of the listening sessions revealed three themes for each of the first three focus areas, except for the fourth one, sharing data about the nursing shortage, which identified a lack of information about the reasons nurses are leaving the profession, their setting, and the bedside. Although there were regional differences, the findings from the four regions showed similarities. Conclusion: The study gathered information from nurses working in different settings, and several strategies related to the four focus areas were suggested to address the nursing shortage. However, it is important to note that the nursing shortage in Tennessee, like the national one, is a complex issue.

Yes / This study aimed to determine factors that influence the nursing workforce shortage and their impact on nurses. This study applied a systematic review design. Using Cochrane library guidelines, five electronic databases were systematically searched (Research 4life-PubMed/Medline, Scopus, Embase, CINAHL) from 2010-2021. The remaining articles with pertinent information were presented in a data extraction sheet for further thematic analysis. A Reporting Items for Systematic Reviews and Meta-Analysis Flow Diagram was adopted and used. The studies published from 2010-2021 and in English language were examined and included in the systematic review. Four themes were identified as factors influencing the nursing workforce shortage, including Policy and planning barriers, Barriers to training and enrolment, Factors causing nursing staff turnover and Nurses' stress and burnout. Nursing workforce shortage is a global challenge that roots in multiple causes such as individual, educational, organizational and managerial and policy-making factors.

Nurses comprise the largest segment of the healthcare workforce. Adequate numbers of nurses help to ensure sufficient and safe nursing care in all settings. The current nursing shortage poses a barrier to optimum nursing care, and the nature of recruitment and retention of nurses has generated research interest because of its association with the labor shortage. The purpose of the project was to develop a nurse mentorship program for possible adoption by a northern state correctional facility. Goals are to aid recruitment and improve retention of nurses in the facility. This quality improvement project was informed by Jean Watson's theory of transpersonal caring. Program development was guided by a team of interdisciplinary stakeholders in the institution, including a nurse educator, institutional directors of both education and nursing departments, and senior staff nurses who agreed agreeing to function as project coordinators. The peer-reviewed literature and institutional contexts informed program conceptualization and planning for implementation and planning. A series of meetings were held in which the project team explored and discussed available evidence relative to institutional context and needs. The primary product of the project was a mentoring program, and secondary products include plans for implementation and evaluation of that program by the institution in the future as part of a broader institutional initiative. The developed program was shared with 5 nurse scholars with relevant expertise as a content validation process, with revisions made in accordance with feedback. The implementation and evaluation plans include all details necessary for operationalizing as well as evaluating merit and worth of the program over time.

The state of education in the United States faces many challenges in preparing students for the workforce and postsecondary education. These challenges are heightened at the postsecondary level for schools of nursing. The current shortage of nurses will continue to rise if recruitment and retention strategies are not employed. The purpose of this qualitative hermeneutic phenomenological study was to understand and explore the experiences of former health science program students enrolled in nursing school. Research questions focused on the experience of career and technical education (CTE), motives and perceived benefits of CTE, nursing experience, career choice, and academic interests. The theoretical framework for this study was based on Lent, Brown, and Hackett's social cognitive career theory. Data were collected through semistructured face-to-face interviews with 6 associate and bachelor degree nursing students in South Carolina that completed CTE health science courses in high school. Data were manually coded and analyzed. The findings of the study indicated that CTE health science program experiences were positive and provided early college preparation and career opportunities. Furthermore, findings indicated that collaborative efforts between secondary, postsecondary, and nursing stakeholders are needed. This study has implications for positive social change by providing information to stakeholders in education about CTE, bridge programs, and secondary-postsecondary partnerships that may lead to a solution for the shortage of nurses.