The Changing Demographics of Nursing

The face of nursing has been changing over the last 50 years. Women who a half a century ago would only work as nurses until they married are now ending up as nursing managers and administrators, moving out of the practical field. . But still it has been noted that the age of the nursing workforce has increased over the last quarter of a century, and fewer younger people are entering the nursing profession.

In fact, at the time of the survey by the Bureau of Health Professions in 1997, baby boomers (those born between 1947 and 1962) were the largest component of the nursing workforce and at the current time only nine percent of registered nurses are younger than 30 years of age (Santucci, 2004). If this trend continues, then it would mean that the need for nursing would increase by as much as 22% between the years of 1998 and 2008. The demographics of nursing are changing as to the working environment as well.

While hospitals employ about 60% of all nurses, the nurses who work in hospitals are likely to be younger, mostly due to the strain of physically demanding work and the shift work involved. While the hospitals tend to produce recruiting programs more focused on younger nurses, this also means that there is the need to promote relationships between the different generations of nurses. Problems in workplaces are the most often sited issues when it comes to job turnover rates among nurses.

And the flow of younger nurses toward the hospital setting also means that the number of new graduate nurses being hired into the nursing pool is getting higher. This in turn results in a greater number of rather inexperienced new nurses in positions that may be better filled by experienced nurses. In order to answer this problem, residency programs have been developed for new graduate nurses, to provide orientation to the specialty areas such as critical care, medical/surgical and psychiatry. These residency programs appear to do much to help the new nurses address the challenges they face in their new positions.

Green and Puetzer (2002) clearly define in their article the issues surrounding the importance of effective recruitment, efficient training and ultimate retention of experience nursing staff. A structured mentoring and precepting program appears to be key to all three of these issues and shows that while the schools prepare the nurses for the basics, mentoring programs are the most effective in the workplace. Without residency programs, there is a significant degree of turnover in the nursing staff, which leads to poor clinical are and burnout.

A study by Bowles and Candela in 2005 reviewed involved the experiences of recent RN graduates in their first jobs (Bowles and Candela, 2005). The study was meant to determine new graduate perceptions of first jobs and why they left them, if they had. The results showed that 30% of new graduates left their positions within one year, and 57% had left their first positions within 2 years. Issues cited for leaving consisted of patient care problems, unsafe nurse to patient ratios, and stress associated with the acuity of the patients.

Other significant issues (22%) noted a lack of support on the part of management, as well as a lack of guidance and a sensation of being given too much responsibility for patient care as compared to the nurse’s level of comfort and experience. This review showed that RNs in the first year of work tend to leave their first position at a much higher rate than RNs who are in second or subsequent positions. It would appear from this study that to improve RN retention one must consider the development of orientation and mentoring programs.

This would improve work environments and reduce stress levels. There is a limited availability of preceptors. This often causes nurse interns multiple preceptor assignments that causes problem with educational continuity, follow through on assignments and progress assessments, as well as preceptor burnout. Smith and Chalker (2005) describe the issue from the nurse interns’ view where all active duty military nurses assigned to a military hospital between December 2000 and November 2003 were surveyed.

A total sample of 216 nurse interns were surveyed regarding the nurse intern’s perception of the preceptor continuity within the existing four-month nurse intern program. These nurses were also asked about differences in perception between clinical performance, role transition, job satisfaction and nursing retention issues among nurse interns who had the same preceptor throughout their 4-month internships as compared to those who did not.

In this study, there appeared to be no difference reported in the clinical performance, role transitions and retention in nursing between nurse interns who had assigned clinical preceptors versus those who did not. Over 48% of those surveyed indicated that the presence of one or multiple preceptors had little to do with the nurse’s desire to stay within the nursing profession. It is important, however, to note that of those who were surveyed who were new graduates, of these respondents 85% felt that having the same preceptor was most beneficial.

Some supporting comments included issues such as building a trusting bond with the preceptor, consistency and continuity, and confidence building. Another interesting study assessed the effectiveness of using a mentorship program not only to retain quality nurses, but also to actually recruit them to programs in the first place. In this study (Nelson and Godfrey, 2004) identified that the new graduate nurse population required special attention, quoting that one in every three nurses under the age of 30 planned to leave their current job within the year (Aiken, et. l. 2001).

Understanding this effect of patient care continuity, Nelson and Godfrey set out to see if a nurse mentorship program designed to provide an intense experience for students to gain greater clinical skills, and work values that would lead to commitment to professional teams and hopefully job retention. This study included nursing students who were within 2 semesters of graduation from a local program in Florida.

All candidates for the program were prescreened and required a completed application as well as two letter of reference before they would be accepted into the program. Students in this study worked with assigned preceptors for a minimum of 16 hours with each two-week period, mentoring one on one with an experienced RN. It is interesting to note that ten of the students are now graduated, and remain employed by the hospital at which they precepted.

It is likely that the selection process weeded out those applicants who most likely would be in benefit of a preceptor program, perhaps the more clinically insecure RN or the one who is struggling with assimilating clinical decision making skills and the like. There was benefit to the students in that they all felt better prepared for entry into employment as an RN. The benefit to the hospital also cannot be denied. As noted in the study, savings related to RN retention continues to accrue.

Using the assumption that the 62 graduate nurses who did not participate in the program had participated, and applying the hospital’s 23% turnover rate applied to this hypothetical group, this would mean a net savings of 14 nurses (instead of the 29 they would have lost without the program, according to previous rates of turnover). Assuming that the cost of mentorship for each RN would be approximately $10,000, and then the savings would be around $150,000 to the hospital based on nurse retention alone.

This study would seem to indicate that the nurse mentorship program not only improves nurse clinical skills and job satisfaction, but also can be of monetary savings to the hospitals themselves. While relatively few articles available on mentorship for graduate nurses exist, there are enough valid studies out there which all seem to indicate the importance of orientation programs not only to improve clinical care, but to decrease nursing staff turnover, preceptor burnout and decrease the financial burden such turnover costs to the healthcare system.

Calculate the price
Make an order in advance and get the best price
Pages (550 words)
*Price with a welcome 15% discount applied.
Pro tip: If you want to save more money and pay the lowest price, you need to set a more extended deadline.
We know how difficult it is to be a student these days. That's why our prices are one of the most affordable on the market, and there are no hidden fees.

Instead, we offer bonuses, discounts, and free services to make your experience outstanding.
How it works
Receive a 100% original paper that will pass Turnitin from a top essay writing service
step 1
Upload your instructions
Fill out the order form and provide paper details. You can even attach screenshots or add additional instructions later. If something is not clear or missing, the writer will contact you for clarification.
Pro service tips
How to get the most out of your experience with MyHomeworkGeeks
One writer throughout the entire course
If you like the writer, you can hire them again. Just copy & paste their ID on the order form ("Preferred Writer's ID" field). This way, your vocabulary will be uniform, and the writer will be aware of your needs.
The same paper from different writers
You can order essay or any other work from two different writers to choose the best one or give another version to a friend. This can be done through the add-on "Same paper from another writer."
Copy of sources used by the writer
Our college essay writers work with ScienceDirect and other databases. They can send you articles or materials used in PDF or through screenshots. Just tick the "Copy of sources" field on the order form.
See why 20k+ students have chosen us as their sole writing assistance provider
Check out the latest reviews and opinions submitted by real customers worldwide and make an informed decision.
Business and administrative studies
Customer 452773, February 23rd, 2023
Customer 452591, March 18th, 2021
English 101
great summery in terms of the time given. it lacks a bit of clarity but otherwise perfect.
Customer 452747, June 9th, 2021
I just need some minor alterations. Thanks.
Customer 452547, February 10th, 2021
Business and administrative studies
Excellent work ,always done early
Customer 452773, February 21st, 2023
Business and administrative studies
always perfect work and always completed early
Customer 452773, February 21st, 2023
Business and administrative studies
looks good thank you
Customer 452773, March 3rd, 2023
Social Work and Human Services
Great work I would love to continue working with this writer thought out the 11 week course.
Customer 452667, May 30th, 2021
Business and administrative studies
excellent work
Customer 452773, March 9th, 2023
Great job
Customer 452773, February 13th, 2023
Business and administrative studies
Excellent job
Customer 452773, March 17th, 2023
Impressive writing
Customer 452547, February 6th, 2021
Customer reviews in total
Current satisfaction rate
3 pages
Average paper length
Customers referred by a friend
15% OFF your first order
Use a coupon FIRST15 and enjoy expert help with any task at the most affordable price.
Claim my 15% OFF Order in Chat

Sometimes it is hard to do all the work on your own

Let us help you get a good grade on your paper. Get professional help and free up your time for more important courses. Let us handle your;

  • Dissertations and Thesis
  • Essays
  • All Assignments

  • Research papers
  • Terms Papers
  • Online Classes


eskişehir escort
- Korsan taksi Antalya


eskişehir escort
- Korsan taksi Antalya