Çamveren, H., Arslan Yürümezoğlu, H., & Kocaman, G. (2020). Why do young nurses leave their organization? A qualitative descriptive study. International Nursing Review, 67(4), 519–528. Web.
The study investigates an issue of nurses’ high turnover that harmfully affects the provision of health care services sufficiency. The authors underline that strategies aimed at increasing nurse retention are required urgently to prevent personnel shortage. In particular, the article focuses on the younger generation of nurses who are more sensitive to the work environment and are inclined to leave the organization more boldly. The paper is also valuable in providing the main reasons forcing young specialists to leave the hospital in favor of another organization. Three categories of reasons were highlighted, including negative work environment, nursing shortage, and unsatisfied individual expectations (ÇAmveren et al., 2020). The article discusses the subcategories of these three clusters based on quantitative empirical research conducted involving 15 nurses who voluntarily left a university hospital in Turkey.
Drennan, V. M., & Ross, F. (2019). Global nurse shortages—the facts, the impact, and action for change. British Medical Bulletin, 130(1), 25–37. Web.
The article provides a closer look at the worldwide nurse workforce. Drennan and Ross (2019) examine the labor market supply and demand, concluding that demand for nurses shows an increasing trend across all the countries. Meanwhile, nurse shortage has a disproportional nature influencing certain governments more than others. In addition to the previous article, the work of Drennan and Ross discusses not only the reasons for nursing leaving organizations and the profession in general but also the factors that attract young professionals to this specialty. Based on this data, the study analyzes existing gaps and, most interestingly, discusses how the shortage of nurses can be reduced in different countries, depending on their economies, available technologies, and institutional characteristics.
Galehouse, M. (2019). What’s behind the nursing shortage? How can we fix it? TMC News. Web.
Galehouse (2019) opens the door to the humane picturing of the human component of the nursing profession, starting with the story of Tonya Roberson. She chose her specialty to bring hope and a sense of security to people. The article is helpful in terms of data on the number of nurses in the United States and their demographic breakdown. In addition, using the example of Texas, the author shares information on the quantitative nurse shortage, estimating it at 60,000 jobs by 2030. In my work, I will also use the factors described by the author that influence the personnel shortage in the United States.
Pennic, J. (2021). Nurse staffing shortage: 5 policy solutions to address national crisis. HIT Consultant Media. Web.
This credible online source summarizes five policy solutions that would help address the current insufficient number of nurses. Pennic (2021) openly calls the current shortage of nurses a national crisis and argues that this situation harms both nurses, who are increasingly prone to professional burnout, and patients, who will receive less client-oriented help. The five solutions proposed by the author focus on adjusting the healthcare system to potential similar to COVID-19 emergencies, facilitating regulatory barriers, educating people on vaccination, prioritizing nurses’ mental health, and providing retention incentives. In my work, these recommendations will be used as tools for hedging the problem.
Scott, J. (2021). How technology can alleviate effects of the nursing shortage. Technology Solutions That Drive Healthcare. Web.
Scott (2021) explains the reason underlining an increasing shortage of nurses and overviews the role of technology in combating the effects associated with this phenomenon. The aging population was named as the leading cause of the problem. The article is helpful in that it provides numerical data about the estimated gap of the personal: “37,800 and 124,000 physicians by 2034”. The following technologies are highlighted as the ones that would help alleviate the potential risks of the shortage: telesitting, telehealth, blockchain credentialing, mobile staffing apps, and artificial intelligence. These tools could partly replace the role of nurses in the healthcare system and automatize some processing held on medical organizations. However, Scott immediately remarks and explains that the technology was called only to lighten the staff’s workload. In fact, the most effective solution is the replenishment and retention of human resources, which confirms the thesis of my paper.