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.
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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ABSTRACT: Nurse rostering is a complex problem. We propose a new heuristic using a competitive agent-based negotiation that focuses on nurse preferences called competitive nurse rostering (CNR). Unlike the existing literature, CNR models each nurse's preference functions separately and separates the cost minimization and preference maximization problems. CNR produces quality nurse rosters even though it cannot leverage extra staffing. As an agent system, CNR can distribute computational requirements over several computer systems, include other solution methods at various points in of the rostering problem, and act as a real-time scheduling system. These benefits are not naturally inherent in centralized heuristic solutions.International Journal of Production Economics 08/2008; 114(2-114):697-713. DOI:10.1016/j.ijpe.2008.03.004 · 2.75 Impact Factor
- Journal of Clinical Nursing 12/2008; 17(22):2949-50. DOI:10.1111/j.1365-2702.2008.02414.x · 1.26 Impact Factor
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ABSTRACT: The process of using nurse license renewal data to generate the information needed to measure and project the supply of RNs, LPNs, and APNs in a state is described. The use of licensing applications as the foundation to which time-varying survey questions can be added offers a continuing record of the behavior of the nursing workforce for all nurses in a state workforce. A significant added benefit is this can occur at a fraction of the cost of a one-point-in-time survey of even a small sample of nurses. Other states could benefit from adopting a similar approach of collaboration between health care systems (e.g., hospital associations), boards of nursing, and academia. Such collaboration would allow nursing administrators and academia alike the ability to accurately predict nursing workforce needs, thus facilitating operational decision making and strategic planning.Nursing economic$ 07/2009; 27(4):233-8. · 0.80 Impact Factor
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