Does a 'shadow workforce' of inactive nurses exist?

School of Business Administration, University of Vermont, Burlington, VT, USA.
Nursing economic$ (Impact Factor: 0.8). 09/2006; 24(5):231-7, 227; quiz 238.
Source: PubMed


One of many solutions posed to address the nursing workforce shortage stems from the opportunity to re-engage individuals who were trained as nurses, but are not currently working in the field. ▶ In attempt to assess reasons for leaving nursing and consideration for re-entering nursing, individuals with lapsed or inactive RN licenses were surveyed in a small, rural state. ▶ When asked about their reasons for leaving, retirement (64%) and family reasons (52%) ranked highest followed by other non-nursing opportunities, work environment stress, physical strain, paperwork, and work schedule. ▶ In a sample of respondents ranging in age from 30 to 94, only 15% cited any interest in re-entry. ▶ The most commonly cited issue influencing the decision to re-enter was the accessibility of re-entry programs (95%), work schedule (90%), cost of re-entry programs, and orientation. ▶ Other benefits related to continuing education opportunities (58%-73%) were much more important than Magnet recognition (30%), collective bargaining (24%), or child/eider care (22%). ▶ Given the limited interest in re-entry, the study concluded that the opportunity to impact the nursing shortage through re-entry is quite limited.

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