Should I stay or should I go? Career change and labor force separation among registered nurses in the U.S

• Published in: Social science & medicine (1982) 2010-06, Vol.70 (12), p.1874-1881
• Main Authors: Nooney, Jennifer G., Unruh, Lynn, Yore, Michelle M.
• Format: Article
• Language: English
• Subjects: Adult; Age Factors; Aged; Aged, 80 and over; Attrition; Biological and medical sciences; Career change; Career changes; Career Mobility; Careers; Decision Making; Delivery. Postpartum. Lactation; Elderly; Employment - statistics & numerical data; Enrollment; Family Roles; Female; Gynecology. Andrology. Obstetrics; Health participants; Humans; Labor Force; Labour force; Labour shortage; Labour turnover; Male; Medical sciences; Middle Aged; Miscellaneous; Nurses; Nurses - statistics & numerical data; Nurses - supply & distribution; Nursing shortage; Occupation strategy; Public health. Hygiene; Public health. Hygiene-occupational medicine; Registered nurses; Retention; Retirement; Sex Factors; Sociodemographic Factors; Socioeconomic Factors; Survival analysis; U.S.A; United States; USA; USA Registered nurses Nursing shortage Retirement Career change Survival analysis Retention; Work force retention; Young Adult
• ISSN: 0277-9536; 1873-5347
• DOI: 10.1016/j.socscimed.2010.02.037

Efforts to retain nurses within the profession are critical for resolving the global nursing shortage, but very little research explores the phenomenon of nursing workforce attrition in the U.S. This study is the first to simultaneously investigate the timing of attrition through survival analysis, the exit path taken (career change vs. labor force separation), and the major socioeconomic, family structure, and demographic variables predicting attrition in this country. Using nationally representative U.S. data from the 2004 National Sample Survey of Registered Nurses (N=29,472), we find that the rate of labor force separation is highest after the age of 60, a typical pattern for retirement. However, a non-trivial proportion of career change also occurs at older ages (50+ years old), and the rate of labor force separation begins to climb at relatively young ages (30–40 years old). Particularly strong predictors of early labor force separation include being married and providing care to dependents in the home (young children or elderly parents). Career change is predicted strongly by higher levels of education, male gender, and current enrollment in a non-nursing degree program. Having an Advanced Practice credential reduced the hazards of attrition for both exit paths. The results suggest a fruitful path for future research and a number of policy approaches to curbing nurse workforce attrition.