Demographic, Work Environment and Resilience Characteristics among Registered Nurses

In a caring profession like nursing, the risk of sending newly-graduated nurses with low resilience into the workplace provided impetus for the study to explore the association between demographic, work environment and resilience characteristics among registered nurses employed in acute care setting. Select subscales from the PES-NWI were used to assess Nurse Manager Ability, Leadership and Support of Nurses; Staffing and Resource Adequacy; and Collegial Nurse-Physician Relations (Lake, 2002) and the Resilience Scale was used to measure resilience (Wagnild & Young, 1993). Intent to stay was measured by McCain’s Behavioral Commitment Scale (McCloskey, 1990). One-hundred and thirteen (113) registered nurses completed and returned the survey, giving a response rate of 50.2%. Using SPSS 24 (IBM Corp., 2013) software, descriptive and inferential statistics were used to analyze the data. The p-value for all comparisons was set at p≤0.05. Five (5) out of the twenty-one (21) correlations were statistically significant and were greater than or equal to .33. Resilience scores and Behavioral Commitment scores, or intent-to-stay, had a correlation of only .069. Adequate Staffing was also correlated to positive Nurse-physician relationships and to strong Nurse Management. These factors are clearly related to creating a stable workforce among nurses. The results showed that no factor had strong correlation with the highest level of nursing education received, suggesting that, at this hospital, registered nurses prepared by a four-year degree had no higher or lower resilience and were no more or less likely to stay at their place of work than those who were prepared at the associate degree level. Findings from this study have the potential to mitigate practice work environment stressors and decrease turnover among registered nurses employed in acute care settings

Wages, Benefits, Hours, Commuting Time, and License Renewal for Iowa Registered Nurses

The Iowa Board of Nursing licensing database for Registered Nurses (RNs) contains information on Registered Nurses who have renewed their licenses including age, race, gender, education, and location of employment.  It also contains comparable information on nurses who opted not to renew at the time of their last renewal. This report contains an analysis of the nurses’ characteristics that increase the likelihood of license renewal based on all useable information contained in the licensing database.  In addition, we randomly sampled subpopulations of nurses who had current licenses and nurses who had allowed their licenses to expire.  A survey of these nurses was analyzed to provide insights into the effects of individual wages, benefits, family income, family responsibilities, hours worked, and commuting time on the decision to work, work in nursing, and maintain a nursing license. Wages; workforce; benefits; labor force; nurses; health care

Do Unionized Registered Nurses Reduce AMI Mortality?

Although recent research shows interesting relationships between hospital work organization and patient outcomes, the relationship between nurse unions and patient outcomes has not been explored. This study examines the relationship between the presence of a bargaining unit for registered nurses and the acute myocardial infarction (AMI) mortality rate for acute care hospitals in California. After accounting for patient and hospital characteristics, we find that hospitals with unionized RN workforces have 5.5 percent lower AMI mortality than do nonunion hospitals (-0.8 percentage point/14.6 percent average AMI mortality).

Demographics and Perceptions of Work Environment for Registered Nurses

Registered nurses (RNs) are the lifeblood of hospitals. Therefore, retaining skilled nurses is necessary to insure the viability of these institutions. A two-year longitudinal, non-experimental research study utilized a descriptive design to compare the perceptions of RNs who remained on their units to those who left or changed units over a two-year time period. The purpose of this study was to ascertain whether there was a statistically significant difference between these two groups. Results in several areas indicate that further evaluation is necessary by nurse managers and administration. This information could help retain RNs as well as attract qualified nurses to a center of excellence

Applying a Multidimensional Strategy to Mitigate Lateral Violence in a Small Rural Community Hospital in Western New York

Providing registered nurses with education and strategies to mitigate lateral violence is an evidenced-based method for creating a culture of civility. A descriptive pilot study with registered nurses was conducted on two medical/surgical units at a small rural community hospital. Strategies included a review of organizational policies, a one-day educational retreat for unit managers and registered nurse champions, and an online educational toolkit on lateral violence for the staff nurses on the pilot units

Wantagh Union Free School District and Wantagh Registered Professional Nurses Association

WANTAGH UNION FREE SCHOOL DISTRICT, Employer, and WANTAGH REGISTERED PROFESSIONAL NURSES ASSOCIATION, Union. Case No. M2008-191.m2008_191.pdf: 333 downloads, before Oct. 1, 2020

Who are temporary nurses?

Using data from the National Sample Survey of Registered Nurses, the authors compare the characteristics of temporary and permanent registered nurses. They compare their findings for the nursing profession with characteristics of temporary and permanent workers in other occupations. They also look at the role of geography in a registered nurse’s decision to become a temporary worker.Nurses - Supply and demand ; Nurses - Statistics ; Temporary employees

How Can Employment-Based Benefits Help the Nursing Shortage?: Executive Summary

Summarizes a study of the benefits available to registered nurses; trends in health insurance and retirement plan enrollment; and the role benefits play in recruitment and retention. Includes recommendations for healthcare leaders and employers