The Relative Geographic Immobility of New Registered Nurses Calls for New Strategies to Augment that Workforce

Little is known about registered nurses’ geographic mobility after they earn their first professional degree and become licensed to practice.

Through a cross-sectional mailed survey of newly-licensed registered nurses in 15 states, the researchers found that 52.5 percent work within 40 miles of where they attended high school. Researcher's analysis of Census Bureau data shows that next to teaching, nursing is one of the least mobile professions for women, for reasons that remain unclear.

To ensure that underserved areas have an adequate workforce of registered nurses, policy-makers should expand the number of educational programs in these areas; fund programs that provide incentives to young people from these areas to attend nursing programs; consider supporting extension programs from accredited nursing schools; and review admission policies for nursing programs and the financial aid they offer. If states find it difficult to retain out-of-state graduates, giving preference to in-state applicants may make sense. Finally, programs and policies that offer financial incentives to attract registered nurses to underserved areas, such as the National Health Service Corps and the Area Health Education Centers, are critically important. When sufficiently funded, such programs could serve to offset the low mobility of new registered nurses that these researchers observed.

The RN Work Project

  1. 1 Newly Licensed RNs' Characteristics, Work Attitudes, and Intentions to Work
  2. 2 Addressing the Complexities of Survey Research
  3. 3 A Comparison of Second-Degree Baccalaureate and Traditional-Baccalaureate New Graduate RNs
  4. 4 Understanding New Registered Nurses' Intent to Stay at Their Jobs
  5. 5 The Nursing Career Process from Application Through the First 2 Years of Employment
  6. 6 What Newly Licensed Registered Nurses Have to Say about Their First Experiences
  7. 7 Moving on, Up, or Out
  8. 8 Generational Differences Among Newly Licensed Registered Nurses
  9. 9 New Nurses Views of Quality Improvement Education
  10. 10 Newly Licensed RNs Describe What They Like Best about Being a Nurse
  11. 11 Early Career RNs' Perceptions of Quality Care in the Hospital Setting
  12. 12 Commuting to Work
  13. 13 State Mandatory Overtime Regulations and Newly Licensed Nurses' Mandatory and Voluntary Overtime and Total Work Hours
  14. 14 Work Environment Factors Other Than Staffing Associated with Nurses' Ratings of Patient Care Quality
  15. 15 The Relative Geographic Immobility of New Registered Nurses Calls for New Strategies to Augment that Workforce
  16. 16 Predictors of Actual Turnover in a National Sample of Newly Licensed Registered Nurses Employed in Hospitals
  17. 17 Charting the Course for Nurses' Achievement of Higher Education Levels
  18. 18 Verbal Abuse From Nurse Colleagues and Work Environment of Early Career Registered Nurses
  19. 19 Early-Career Registered Nurses' Participation in Hospital Quality Improvement Activities
  20. 20 Positive Work Environments of Early-Career Registered Nurses and the Correlation with Physician Verbal Abuse

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