Nursing workforce issues: Nursing student enrollment and faculty trends in the state of Maryland
Review TypeNone: Degree-based Submission
Repository Posting Date2020-07-24T21:24:04Z
Author(s)Pichler, Virginia S.
Author DetailsDr. Virginia S. Pichler, PhD, RN
Level of EvidenceDescriptive/Correlational
CINAHL HeadingsNursing Shortage; Schools, Nursing; Faculty, Nursing; School Admissions; Faculty, Nursing--Manpower; School Admissions--Trends; Nursing Shortage--Maryland; Schools, Nursing--Maryland; Faculty, Nursing--Manpower--Maryland; School Admissions--Trends--Maryland
The United States is experiencing a nursing shortage unlike any previous shortage. The nursing workforce is aging at a greater rate than the general workforce. Nursing school enrollments are not predicted to meet the demands created by older nurses leaving practice and increasing health care complexity. The purpose of this study was to identify potential disparities in the registered nurse workforce by collecting information about nursing schools and programs, nursing faculty, faculty hiring projections, nursing students and enrollment projections. This information should help managers and providers plan for future needs. The study sample was schools of nursing in the State of Maryland. Using data collected with the Maryland Colleagues in Caring Nursing Education Survey, nursing programs were described. Faculty characteristics reported were ethnicity, gender, age, highest educational preparation, area of nursing specialty and employment status. Projected need for additional faculty was also reported. Information on nursing students included ethnicity, gender and total number of graduates over a five-year academic period. Student enrollment was also projected. The findings indicate a worsening of the current nursing shortage, as the number of new graduates does not replace the decreasing supply of nurses. Nursing school enrollments in Maryland have decreased over the past three years. More than 50% of the nursing faculty is 50 years or older. A potential faculty shortage may result as younger nurses are choosing alternate practice areas. Neither the nursing faculty nor students reflect the ethnic or gender distribution of the general population. Attention to the recruitment and retention of nurses is a priority for resolving the shortage. The strategies employed in the past to balance supply and demand are not as effective with this nursing shortage. As consumers and legislatures join the forces already addressing the nursing shortage, solutions will be presented. Research on the nursing workforce and the results of implementing solutions employed should continue. It is unlikely this shortage will resolve over the next five years.
DescriptionThis dissertation has also been disseminated through the ProQuest Dissertations and Theses database. Dissertation/thesis number: 3013408; ProQuest document ID: 250628403. The author still retains copyright.
Advisor(s)Moore, Jean B.
Degree GrantorGeorge Mason University
NotesThis item has not gone through this repository's peer-review process, but has been accepted by the indicated university or college in partial fulfillment of the requirements for the specified degree.
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