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Journal articles on the topic 'Nursing workforce'

Author: Grafiati

Published: 4 June 2021

Last updated: 25 July 2025

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1

Jones, Dorothy, Margaret Lunney, Gail Keenan, and Sue Moorhead. "Standardized Nursing Languages Essential for the Nursing Workforce." Annual Review of Nursing Research 28, no. 1 (2010): 253–94. http://dx.doi.org/10.1891/0739-6686.28.253.

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The evolution of standardized nursing languages (SNLs) has been occurring for more than four decades. The importance of this work continues to be acknowledged as an effective strategy to delineate professional nursing practice. In today's health care environment, the demand to deliver cost-effective, safe, quality patient care is an essential mandate embedded in all health reform policies. Communicating the contributions of professional nursing practice to other nurses, health providers, and other members of the health care team requires the articulation of nursing's focus of concern and respo

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2

Seccombe, Ian, and James Buchan. "London’s nursing workforce." Nursing Standard 6, no. 26 (1992): 20. http://dx.doi.org/10.7748/ns.6.26.20.s33.

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3

Koenig, Heather, Rachel Bryan, and Jodi Nudelman. "Nursing Home Workforce." Health Affairs 43, no. 9 (2024): 1341. http://dx.doi.org/10.1377/hlthaff.2024.00362.

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4

White, Kathleen M. "Nursing workforce legislation." Nursing Management (Springhouse) 37, no. 1 (2006): 56. http://dx.doi.org/10.1097/00006247-200601000-00013.

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5

McGillis Hall, Linda, and Ann McMahon. "Nursing workforce research." Journal of Research in Nursing 16, no. 6 (2011): 485–86. http://dx.doi.org/10.1177/1744987111422428.

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6

Malloch, Kathy, Sally Davenport, and Carol Hatler. "Nursing Workforce Management." JONA: The Journal of Nursing Administration 33, no. 10 (2003): 538–43. http://dx.doi.org/10.1097/00005110-200310000-00009.

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7

Hunt, Jennifer M. "Nursing Workforce Planning." Journal of Advanced Nursing 20, no. 1 (1994): 203. http://dx.doi.org/10.1046/j.1365-2648.1994.20010202-5.x.

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8

Price, Bob. "Nursing workforce planing." Nurse Education Today 14, no. 3 (1994): 252. http://dx.doi.org/10.1016/0260-6917(94)90104-x.

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9

Graham, Elizabeth M., and Christine Duffield. "An ageing nursing workforce." Australian Health Review 34, no. 1 (2010): 44. http://dx.doi.org/10.1071/ah09684.

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There are well documented workforce shortages in nursing. Many strategies have been suggested to resolve the issue, including increasing migration or training places, changing skill mix or nurses’ roles, redesigning nursing work, and greater use of unregulated or unlicensed workers. One of the contributing and growing factors is the ageing of the workforce, but methods of retaining older employees have been given very little attention. This paper examines the impact of ageing on individuals, the ageing nursing workforce and the implications for government policy given its current status. What

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10

While, Alison. "District nursing workforce issues." British Journal of Community Nursing 29, no. 8 (2024): 364–66. http://dx.doi.org/10.12968/bjcn.2024.0061.

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11

Morgan, Sandy, and Patricia Tobin. "Managing the nursing workforce." Nursing Management (Springhouse) 35 (October 2004): 4–5. http://dx.doi.org/10.1097/00006247-200410004-00001.

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12

Prescott, Patricia. "The Enigmatic Nursing Workforce." JONA: The Journal of Nursing Administration 30, no. 2 (2000): 59–65. http://dx.doi.org/10.1097/00005110-200002000-00003.

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13

Morgan, Sandy, and Patricia Tobin. "Managing the nursing workforce." JONA: The Journal of Nursing Administration 34, Travel Suppl (2004): 4–5. http://dx.doi.org/10.1097/00005110-200410001-00001.

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14

Olinger, Betty H. "Increasing Nursing Workforce Diversity." Nurse Educator 36, no. 2 (2011): 54–55. http://dx.doi.org/10.1097/nne.0b013e31820b4fab.

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15

Hill, Karen S. "Reflections on Nursing Workforce." JONA: The Journal of Nursing Administration 45, Supplement (2015): S3—S4. http://dx.doi.org/10.1097/nna.0000000000000245.

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16

Day, Cindy. "Engaging the Nursing Workforce." Nursing Administration Quarterly 33, no. 3 (2009): 239–44. http://dx.doi.org/10.1097/naq.0b013e3181accb31.

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17

Rocchio, Betty Jo, Jill D. Seys, Denise L. Williams, Barbara J. Vancil, and Molly M. McNett. "The Postpandemic Nursing Workforce." Nursing Administration Quarterly 47, no. 1 (2022): 4–12. http://dx.doi.org/10.1097/naq.0000000000000555.

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18

Fulton, Janet S. "Rebuilding the Nursing Workforce." Clinical Nurse Specialist 37, no. 1 (2023): 3–4. http://dx.doi.org/10.1097/nur.0000000000000725.

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19

Hoyt, Erica E., Desiree A. Díaz, and Mindi Anderson. "Nurturing a Nursing Workforce." Nursing Administration Quarterly 48, no. 2 (2024): 156–64. http://dx.doi.org/10.1097/naq.0000000000000625.

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Nurses' demands and challenges can sometimes lead to burnout, compassion fatigue, and a lack of focus on self-care. Implementing innovative strategies, such as role-play, may be instrumental in nurturing and rejuvenating the health care workforce. Role-play simulations offer a promising method to support essential skills and practices for health care workers. Using health care simulation is a widely accepted method to enhance critical thinking and decision-making among health care professionals. The International Nursing Association for Clinical Simulation and Learning (INACSL) Standards Commi

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20

Moss, Colleen. "Neonatal Nursing Workforce Issues." Journal of Perinatal & Neonatal Nursing 38, no. 2 (2024): 108–9. http://dx.doi.org/10.1097/jpn.0000000000000829.

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21

Deravin, Linda, Karen Francis, and Judith Anderson. "Choosing a nursing career: Building an indigenous nursing workforce." Journal of Hospital Administration 6, no. 5 (2017): 27. http://dx.doi.org/10.5430/jha.v6n5p27.

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Introduction: This paper provides an overview of the impact of government policy in supporting the growth of an Indigenous nursing workforce in New South Wales and Australia.Methods: Publically available nursing workforce performance reports along with current literature were reviewed to provide a perspective on the current situation.Results and discussion: The National partnership agreement on closing the gap in Indigenous health outcomes indicated that to improve Indigenous health outcomes, significant investment is required with particular reference to increasing an Indigenous workforce. As

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22

Drennan, Vari M. "More care out of hospital? A qualitative exploration of the factors influencing the development of the district nursing workforce in England." Journal of Health Services Research & Policy 24, no. 1 (2018): 11–18. http://dx.doi.org/10.1177/1355819618769082.

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Objectives Many countries seek to improve care for people with chronic conditions and increase delivery of care outside of hospitals, including in the home. Despite these policy objectives in the United Kingdom, the home visiting nursing service workforce, known as district nursing, is declining. This study aimed to investigate the factors influencing the development of district nursing workforces in a metropolitan area of England. Methods A qualitative study in a metropolitan area of three million residents in diverse socio-economic communities using semi-structured interviews with a purposiv

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23

Welch, Susan, Kristi Acker, Wanda Burton, et al. "Nursing Faculty Workforce Development Project." Nursing Administration Quarterly 47, no. 4 (2023): 296–305. http://dx.doi.org/10.1097/naq.0000000000000602.

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A proposed nursing faculty workforce development project by a college of nursing within a research-intensive institution will increase the number of nurse faculty from the current population of BSN-prepared nurses from underserved communities in a state to earn a master of science in nursing (MSN) degree with a nursing education specialty. This project will be accomplished through partnerships between a college of nursing and academic institutions with large nursing student populations from underserved communities. In addition, the project will incorporate the employment of MSN students at aca

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24

Chiarella, Mary, and Jessica K. Roydhouse. "Hospital churn and casemix instability: implications for planning and educating the nursing workforce." Australian Health Review 35, no. 1 (2011): 95. http://dx.doi.org/10.1071/ah09862.

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Health workforce planning is a priority for Australian governments at both state and federal levels. Nursing shortages are a significant problem and addressing these shortages is likely to be a component of any workforce plan. This paper looks at the case of hospital nursing and argues that casemix, workforce and management instability inhibit workforce planning for hospital nursing. These issues are related and any efforts to objectively plan the hospital nursing workforce must seek to address them in order to succeed. What is known about the topic? Multiple Australian jurisdictions are looki

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25

Messmer, Patricia R., and Marian C. Turkel. "Magnetism and the Nursing Workforce." Annual Review of Nursing Research 28, no. 1 (2010): 233–52. http://dx.doi.org/10.1891/0739-6686.28.233.

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The focus of this chapter is to highlight practice exemplars and research findings related to the five components of the new Magnet Model®. A brief overview of the historical development and professional evolution of the American Nurses Credentialing Center (ANCC) Magnet Recognition Program® is presented followed by a brief overview of the original fourteen forces of magnetism. Content related to empirical practice-based research framed under the components of transformational leadership; structural empowerment; exemplary professional practice; new knowledge, innovation, and improvement; and e

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26

Sherman, Rose O. "A Very Different Nursing Workforce." Nurse Leader 20, no. 2 (2022): 109–10. http://dx.doi.org/10.1016/j.mnl.2021.12.019.

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27

While, Alison. "Valuing the district nursing workforce." British Journal of Community Nursing 27, no. 1 (2022): 5. http://dx.doi.org/10.12968/bjcn.2022.27.1.5.

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28

Villarruel, Antonia, Deborah Washington, William T. Lecher, and Nefertari A. Carver. "A More Diverse Nursing Workforce." AJN, American Journal of Nursing 115, no. 5 (2015): 57–62. http://dx.doi.org/10.1097/01.naj.0000465034.43341.b1.

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29

&NA;. "Embracing a diverse nursing workforce." Nursing Made Incredibly Easy! 11, no. 1 (2013): 4. http://dx.doi.org/10.1097/01.nme.0000423377.91140.37.

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30

Knowles, Judie. "Establishing a sustainable nursing workforce." Nursing Management 17, no. 4 (2010): 34–36. http://dx.doi.org/10.7748/nm2010.07.17.4.34.c7848.

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31

Hinthorne, Summer. "Examining a multigenerational nursing workforce." Nursing Made Incredibly Easy! 23, no. 1 (2024): 28–33. https://doi.org/10.1097/nme.0000000000000087.

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32

Wang, Jing-Jy. "Post-COVID Nursing Workforce Crisis." Journal of Nursing Research 32, no. 5 (2024): e344. http://dx.doi.org/10.1097/jnr.0000000000000637.

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33

NAPNAP. "Position statement on nursing workforce." Journal of Pediatric Health Care 16, no. 3 (2002): 36A. http://dx.doi.org/10.1067/mph.2002.123135.

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34

Holland, Cecil. "Investing in our nursing workforce." Nursing Management (Springhouse) 46, no. 9 (2015): 8–10. http://dx.doi.org/10.1097/01.numa.0000470775.02484.c0.

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35

NAPNAP. "Position statement on nursing workforce." Journal of Pediatric Health Care 16, no. 3 (2002): 36. http://dx.doi.org/10.1016/s0891-5245(02)55459-6.

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36

Aiken, Linda H. "Transformation of the nursing workforce." Nursing Outlook 43, no. 5 (1995): 201–9. http://dx.doi.org/10.1016/s0029-6554(05)80005-3.

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37

Cai, Yi, Zongfu Mao, Kirsten Corazzini, Marcia A. Petrini, and Bei Wu. "Nursing Workforce in Hubei China." Holistic Nursing Practice 29, no. 6 (2015): 370–76. http://dx.doi.org/10.1097/hnp.0000000000000112.

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38

Williams, Ged F., Wendy Chaboyer, and Elizabeth Patterson. "Australia's Nursing Workforce in Perspective." JONA: The Journal of Nursing Administration 30, no. 6 (2000): 304–8. http://dx.doi.org/10.1097/00005110-200006000-00008.

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39

Katz, Paul R., Jurgis Karuza, Larry Lawhorne, and John F. Schnelle. "The Nursing Home Physician Workforce." Journal of the American Medical Directors Association 7, no. 6 (2006): 394–98. http://dx.doi.org/10.1016/j.jamda.2006.05.003.

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40

Rafferty, Anne Marie, and Sean P. Clarke. "Nursing workforce: A special issue." International Journal of Nursing Studies 46, no. 7 (2009): 875–78. http://dx.doi.org/10.1016/j.ijnurstu.2009.04.012.

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41

Kowalski, Karren. "Nursing Workforce of the Future." Perioperative Nursing Clinics 2, no. 4 (2007): 265–72. http://dx.doi.org/10.1016/j.cpen.2007.08.002.

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42

O’Hara, Charlie, and Michaela Reid. "Characterizing the Telehealth Nursing Workforce." Journal of Nursing Regulation 15, no. 1 (2024): 80–87. http://dx.doi.org/10.1016/s2155-8256(24)00031-0.

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43

Blouin, Ann Scott. "Innovations in Nursing Workforce Management." JONA: The Journal of Nursing Administration 53, no. 11 (2023): 601–6. http://dx.doi.org/10.1097/nna.0000000000001352.

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Addressing the current and future nursing workforce shortage is the most pressing topic on healthcare leaders' agenda. The pandemic worsened a looming problem, driven both by supply and demand. Classic strategies deployed in past shortages are useful but are not sufficient to guide scarce resource management in the future. Emerging innovative technology solutions, carefully selected and evaluated, can supplement and enhance past strategies.

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44

Livesay, Karen, Ruby Walter, Sascha Petersen, and Lin Zhao. "Are women nursing academics represented in university leadership positions?" Journal of University Teaching and Learning Practice 19, no. 1 (2022): 107–21. http://dx.doi.org/10.53761/1.19.1.07.

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The nursing workforce constitutes the largest professional health workforce in Australia. Nursing is traditionally a female dominated profession. This study reviewed Australian universities that provide entry to practice nursing education. The study identified the distribution of females and males in leadership in nursing education, the positioning of the discipline in the university, and where nurses occupy leadership roles above the nursing discipline (faculty/college). Of the 37 universities that offered entry to practice nursing, more females were evident. However, more men were evident in

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45

Cheshire, Michelle H., Norma Graciela Cuellar, Jennifer M. Figueroa-Delgado, and Patricia Rojas. "A Nursing Workforce Initiative: Increasing the Latino/Hispanic BSN Workforce." Hispanic Health Care International 18, no. 2 (2020): 117–20. http://dx.doi.org/10.1177/1540415320904929.

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Of the 3 million nurses in the United States, only 5.4% of registered nurses are Latinos. This is a grave concern since the U.S. Census’ projected increase of Latinos in the United States is expected to be 28% by 2060. In 2010, the Institute of Medicine report recommended a diverse workforce in health care to improve health outcomes. However, the increase in the Latino nursing workforce continues to be low compared to with the population of Latinos in the country. The National Association of Hispanic Nurses and the University of Alabama partnered to increase the number of baccalaureate-prepare

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46

Green, Alexia, Aileen Kishi, and M. Christina R. Esperat. "State Policy and Research Initiatives Focused on Improving Nursing Workforce An Integrative Literature Review." Annual Review of Nursing Research 28, no. 1 (2010): 63–112. http://dx.doi.org/10.1891/0739-6686.28.63.

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The purpose of this chapter is to examine to and synthesize nursing workforce research and policy initiatives at the state level. An integrative literature review was systematically conducted using Ganong's Stages of an Integrative Research Review (1987). Searches were limited to English-language publications in the years from 2000 to 2010 which focused on workforce issues in the United States. A total of 155 published articles were included in this review. Overall, the literature indicated that significant research is examining nursing workforce issues and that states are actively engaged in

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47

Williams, Ged, Jeffrey Souter, and Claire Smith. "The Queensland Emergency Nursing Workforce Tool: A prototype for informing and standardising nursing workforce projections." Australasian Emergency Nursing Journal 13, no. 3 (2010): 89–96. http://dx.doi.org/10.1016/j.aenj.2010.05.003.

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48

Holaday, Louisa, and Jasmine Travers. "REBUILDING THE NURSING HOME WORKFORCE: A TIME FOR CHANGE." Innovation in Aging 6, Supplement_1 (2022): 303. http://dx.doi.org/10.1093/geroni/igac059.1198.

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Abstract The COVID-19 pandemic magnified several long-standing problems in nursing homes, including issues within the nursing home workforce. Issues include staffing shortages, high turnover, low pay, inadequate training, poor treatment and limited access to resources. Research suggests that workforce issues of these kinds have the potential to significantly threaten and further increase disparities in the quality of care for nursing home residents. Thus, solutions are needed that ensures the nursing home workforce receives adequate investment so that these critical personnel are able to more

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49

Fangonil-Gagalang, Evangeline. "Diversifying the Nursing Workforce Through Holistic Admissions Review to Nursing School." Journal of Christian Nursing 42, no. 1 (2024): 14–21. https://doi.org/10.1097/cnj.0000000000001224.

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ABSTRACT: Although a diverse healthcare workforce has been linked to improved care quality and cost savings, the U.S. nursing workforce does not mirror the population of underrepresented minority (URM) groups in the country. Holistic admissions review (HAR) is an innovative process that can increase the number of URM students entering nursing education programs. In addition to using traditional grade point average and entrance test scores for admissions criteria, HAR considers non-academic attributes such as personal qualities and life experiences. Nursing schools that adopt HAR can help diver

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50

Oldman, Crystal. "A depleted workforce." Journal of Health Visiting 10, no. 8 (2022): 348–50. http://dx.doi.org/10.12968/johv.2022.10.8.348.

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The decline of the nursing and health visiting workforce in the community appears to be in conflict with the aims and objectives of the NHS Long Term Plan, says Crystal Oldman. Where is the workforce plan to address the problem?

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