Breaking with tradition: the new groups in professional nursing

Area of Science:

• Nursing Workforce Research
• Healthcare Human Resources
• Sociology of Professions

Background:

• Persistent registered nurse (RN) shortages necessitate exploring diverse recruitment pipelines.
• Understanding motivations of non-traditional RNs is crucial for retention strategies.
• Identifying demographic and motivational differences among RN groups informs workforce planning.

Purpose of the Study:

• To compare motivations and demographics of non-traditional RN groups (second career, former LPNs, minorities) with traditional RNs.
• To identify factors influencing recruitment and retention of diverse RN populations.
• To understand how different RN groups perceive nursing as a profession.

Main Methods:

• Statewide survey of 2,315 newly graduated registered nurses (RNs).
• Comparison of three non-traditional RN groups against traditional counterparts.
• Analysis of demographic data and stated professional values.

Main Results:

• Non-traditional RNs (second career, former LPNs, minorities) were often older, married, and had children.
• Second career RNs prioritized accessibility and socioeconomic factors over academic prestige or job type.
• Minority RNs valued socioeconomic rewards, with Asian RNs showing higher professional advancement expectations.
• Former LPNs prioritized convenient access to education and employment.

Conclusions:

• Non-traditional RNs are motivated by practical considerations such as socioeconomic benefits and accessibility, differing from traditional views of nursing as a 'calling'.
• Tailored recruitment and retention strategies are needed for diverse RN populations.
• Understanding these varied motivations is key to addressing ongoing RN workforce challenges.