Nursing Supply and Characteristics in the Nonmetropolitan Areas of the United States: Findings from the 1988 National Sample Survey of Registered Nurses

Movassaghi, Hormoz; Kindig, David A.; Juhl, Nyla; Geller, Jack M.

doi:10.1111/j.1748-0361.1992.tb00368.x

Cited by 14 publications

(12 citation statements)

References 6 publications

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“…The northeastern states had the highest number of nurses per population and the southern states the lowest. This substantial variation in ratios of registered nurses to population is seen by region and county size and follows physician distribution (Movassaghi, Kindig, Juhl, & Geller, 1992). Adequacy standards for nursing supply in different locations have not been established, and single nurse-to-' population ratios are not considered to be sufficient standards of adequacy (Moses, 1991).…”

Section: Nursesmentioning

confidence: 99%

“…There is a need to further investigate the reasons for the variations in availability by location and to develop standards of adequacy of nursing support for counties with different characteristics. Defining nursing workforce need and requirements is a necessary step in developing a long-term nursing national strategic plan (Movassaghi et al, 1992). Planning for nursing recruitment must be intertwined with examination of retention factors.…”

Section: Nursesmentioning

confidence: 99%

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Rural Health Care Providers in the United States

Hart

Salsberg

Phillips

et al. 2002

The Journal of Rural Health

140

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One of the most recalcitrant problems of the rural health landscape is the uneven distribution and relative shortage of medical care providers. Despite considerable efforts by federal and state governments over the past three decades to address these problems, rural provider distribution and shortage issues have persisted. The purpose of this article is to identify the challenges for rural health research and policy regarding health provider supply in the first decade of the 21st century. While the emphasis in this article is on physicians, workforce concerns pertaining to nurses, nurse practitioners, and physician assistants are briefly described. Physician supply, geographic and specialty distribution, age, gender, quality of care, recruitment and retention, training, productivity and income, reimbursement and managed care, federal and state ameliorative programs, safety net, and telehealth are discussed. Also highlighted are issues concerning rural health care workforce research, methods, and data as well as a series of policy-relevant questions. Solutions to rural health personnel problems can only be successfully addressed through multifaceted approaches. No vision of the future of rural health can come to fruition if it does not promote stable, rewarding, and fulfilling professional and personal lives for rural health care providers.

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Section: Nursesmentioning

confidence: 99%

Section: Nursesmentioning

confidence: 99%

Rural Health Care Providers in the United States

Hart

Salsberg

Phillips

et al. 2002

The Journal of Rural Health

140

View full text Add to dashboard Cite

show abstract

“…In 1988, approximately 1 of 14 nurses in the United States, or nearly 115,000 nurses, worked in a nursing home (Movassaghi, Kindig, Juhl, & Geller, 1992). Most health analysts insist that the demand for licensed nurses in long-term care facilities will intensify near the turn of the century as a result of the rising number of old-old ( 8 5 + ) persons in our society and the greater acuity level of nursing home residents (Bronfman, 1993).…”

mentioning

confidence: 99%

“…In addition to these two possible sources of variance, there are other differences between the two work settings that might attenuate the relationship between the location of a facility and the job satisfaction of its nursing staff for example, the lower prestige of working in a nursing home as opposed to a hospital (Hicks, 1990), the greater tendency of newly graduated nurses to work in hospital versus nursing home settings (McKibbin, 1990), and the higher proportion of rural nurses who work in nursing homes as opposed to hospitals (Movassaghi et al, 1992). Collectively, these and other circumstances call into question the degree to which we can assume that the residential differences in job satisfaction that have been observed among hospital nurses can be generalized to nurses working in other settings.…”

mentioning

confidence: 99%

Job satisfaction of nurses employed in rural and urban long‐term care facilities

et al. 1995

Research in Nursing & Health

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Previous investigators have identified residential differences in the job satisfaction of hospital nurses. However, the degree to which the greater job satisfaction of rural nurses can be generalized beyond hospitals to other work settings, including nursing homes, is unknown. The purpose of this research was to examine the job satisfaction of nurses (registered and licensed practical) employed in both rural and urban nursing homes. A total of 281 nurses from 26 participating nursing homes completed a mailed questionnaire that measured the personal and job-specific characteristics of the nurses and the contextual properties of the facilities in which they worked. The data indicated no statistically significant differences in the overall job satisfaction, or on any of the five subscales of the instrument, between rural and urban nurses. However, a pooled multivariate model identified five factors that predicted the job satisfaction of nurses employed in long-term care facilities: the employees' race and personal income; the employees' perception that their supervisor was interested in their career aspirations; the length of time that the nurses had intended to stay at the time of their hiring; and their current intent to leave.

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“…Unfortunately, there is no such federal designation for RNs because there has been no agreement on what constitutes a shortage (Grumbach et al, 2001), much less what would constitute an adequate supply, or need, for RN workforce in a geographic area. Until such time as a standard of RN need is developed for what constitutes an adequate supply in a geographic area-as is the case with HPSA and MUA/P designations regarding the need for physicians in geographic areas-then there will be no strategic national long-term planning of nursing workforce (Hart et al, 2002;Movassaghi, Kindig, Juhl, & Geller, 1992).…”

Section: Discussionmentioning

confidence: 99%

Comparative Analysis of Urban and Rural Nursing Workforce Shortages in Nebraska Hospitals

Cramer

Nienaber

Helget

et al. 2006

Policy, Politics, & Nursing Practice

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Current workforce models that rely on economic indicators have seriously underestimated the rural RN shortage and its impact on rural hospitals. This cross-sectional study developed an algorithm using the concept of need and applied it to health service demand data in 66 counties of a midwestern state (1993-2002) to determine trends in RN shortages between urban and rural areas. Results showed that rural areas consistently had the largest gap between predicted need for RNs and numbers employed and that the rural RN shortages were significantly greater than in urban areas. This study suggests that adequate and geographically specific targets of RN need are essential, especially for rural areas, because of policy implications for rural hospital staffing and workforce planning. Inadequate workforce targets perpetuate the shortage, especially in rural areas, and exacerbate the very reasons that RNs leave over concerns for patient safety, inadequate staffing, and job dissatisfaction.

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Nursing Supply and Characteristics in the Nonmetropolitan Areas of the United States: Findings from the 1988 National Sample Survey of Registered Nurses

Cited by 14 publications

References 6 publications

Rural Health Care Providers in the United States

Rural Health Care Providers in the United States

Job satisfaction of nurses employed in rural and urban long‐term care facilities

Comparative Analysis of Urban and Rural Nursing Workforce Shortages in Nebraska Hospitals

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