scholarly journals Lower Wages of Nurses in Long-Term Care: Does Racial and Ethnic Diversity Explain the Difference?

2021 ◽  
Vol 5 (Supplement_1) ◽  
pp. 70-70
Author(s):  
Joanne Spetz ◽  
Laura Wagner ◽  
Timothy Bates
Keyword(s):  
Registered Nurses ◽  
Ethnic Diversity ◽  
Long Term Care ◽  
Minority Groups ◽  
Labor Union ◽  
National Sample ◽  
Sample Survey ◽  
Term Care ◽  
Union Status

Abstract Registered nurses (RNs) are a key component of the long-term care (LTC) workforce and prior research demonstrates their importance to ensuring patient safety in LTC settings. RNs who work in LTC settings earn less than those who work in hospitals and also are more likely to be from racial and ethnic minority groups. This study seeks to measure wage differences between Registered Nurses (RNs) working in LTC and other settings (e.g., hospitals) and whether differences are associated with the characteristics of the RN workforce between and within settings. We used the 2018 National Sample Survey of Registered Nurses (NSSRN) public-use file to examine RN employment and earnings. Our study population included a sample of 15,373 employed RNs who provided patient care. Characteristics such as race/ethnicity, type of RN degree completed, census region, and union status were included in bivariate analyses and multiple regression analyses to examine the effect of these characteristics on wages. Logistic regression was used to predict RN employment in LTC settings. We found that RNs in LTC experienced lower wages compared to those in non-LTC settings, yet this difference was not associated with racial/ethnic or international educational differences. LTC nurses were also significantly less likely to be represented by a labor union, and there was not a statistically significant wage difference for LTC RNs who were unionized. Because RNs in LTC earn lower wages than RNs in other settings, policies to minimize pay inequities are needed to support the RN workforce caring for frail older adults.

Confidence in delegation and leadership of registered nurses in long-term-care hospitals

2016 ◽  
Vol 24 (5) ◽  
pp. 676-685 ◽  
Author(s):  
Jungmin Yoon ◽  
Miyoung Kim ◽  
Juhhyun Shin
Keyword(s):  
Registered Nurses ◽  
Long Term Care ◽  
Term Care

scholarly journals Second Job Holding Among Direct Care Workers and Nurses: Implications for COVID-19 Transmission in Long-Term Care

2020 ◽  
pp. 107755872097412
Author(s):  
Reagan A. Baughman ◽  
Bryce Stanley ◽  
Kristin E. Smith
Keyword(s):  
Registered Nurses ◽  
Long Term Care ◽  
The United States ◽  
Personal Care ◽  
Term Care ◽  
Licensed Practical Nurses ◽  
Care Workers ◽  
Practical Nurses ◽  
Nursing Aides

One reason that nursing homes are a primary source of COVID-19 infections and deaths in the United States may be that workers hold multiple jobs. We use 2010-2019 Current Population Survey data to document the rate of second jobholding among nursing and long-term care workers. On average, 6.41% of personal care and nursing aides and 6.23% of licensed practical nurses and registered nurses hold second jobs; second job holding rates are 35% and 32% higher than those of other workers, respectively. Both wages and hours in the primary job are negatively associated with the probability of holding a second job for personal care and nursing aides, while lower hours are more strongly correlated with a second job for registered nurses and licensed practical nurses. Many of these workers move across health settings from their first to second jobs, and 15% of second jobs for personal care and nursing aides are in other “essential” occupations.

scholarly journals Human Capital and Employment Outcomes Among Foreign Educated and US Nurses Working in Long Term Care

2021 ◽  
Vol 5 (Supplement_1) ◽  
pp. 883-884
Author(s):  
Roy Thompson ◽  
Susan Silva ◽  
Kirsten Corazzini ◽  
Thomas Konrad ◽  
Michael Cary ◽  
...  
Keyword(s):  
Job Satisfaction ◽  
Human Capital ◽  
Long Term Care ◽  
Knowledge Work ◽  
The United States ◽  
Employment Outcomes ◽  
Work Hours ◽  
Sample Survey ◽  
Term Care

Abstract Employing Foreign Educated Nurses (FENs) helps address Registered Nurse (RN) shortages in long-term care (LTC) in the United States (US). However, examination of factors explaining differences in their employment outcomes relative to US Educated Nurses (USENs) is limited. This study uses 2018 National Sample Survey of Registered Nurses data to compare income, work hours, job satisfaction, and human capital, defined as personal characteristics (knowledge, work experience) and behaviors (job mobility), of FENS and USENs working full-time in LTC. A human capital score, consisting of highest nursing education, skill certifications, state licensures, years of experience, multi-state employment history, and multi-lingual status was constructed. Covariates included nurse demographics, direct care role, and ability to practice to full scope. Covariate-adjusted group differences in employment outcomes and human capital were compared using ANCOVA and logistic regression. Mediation analyses explored whether human capital explained FEN vs USEN differences. FENs earned higher hourly wages (p=0.0169), worked fewer hours annually (p=0.0163), and reported greater human capital (p<.0001) compared to USENs. FENs and USENs, however, had similar annual salaries (p=0.3101) and job satisfaction (p=0.1674). Human capital mediated FEN vs USEN effects on hourly wages but not annual work hours. FENs’ higher levels of human capital partially account for FEN vs USEN differences in hourly wages. Application of the human capital concept advanced our ability to examine differences in employment outcomes and highlight aspects of the value that FENs contribute to LTC settings.

Authentic leadership and job satisfaction among long-term care nurses

2020 ◽  
Vol 33 (3) ◽  
pp. 247-263
Author(s):  
Carol Wong ◽  
Edmund J. Walsh ◽  
Kayla N. Basacco ◽  
Monica C. Mendes Domingues ◽  
Darrin R.H. Pye
Keyword(s):  
Job Satisfaction ◽  
Registered Nurses ◽  
Emotional Exhaustion ◽  
Authentic Leadership ◽  
Long Term Care ◽  
Direct Care ◽  
Care Needs ◽  
Term Care ◽  
Content Type

Purpose The purpose of this study is to examine the effects of managers’ authentic leadership, person–job match in the six areas of worklife (AWLs) and emotional exhaustion on long-term care registered nurses’ job satisfaction. Design/methodology/approach A secondary analysis of baseline data from a national survey of 1,410 Canadian registered nurses from various work settings was used in this study, which yielded a subsample of 78 nurses working in direct care roles in long-term care settings. Hayes’ PROCESS macro for mediation analysis in SPSS was used to test the hypothesized model. Findings Findings showed that authentic leadership significantly predicted job satisfaction directly and indirectly through AWLs and emotional exhaustion. Practical implications Authentic leadership may provide guidance to long-term care managers about promoting nurses’ job satisfaction, which is essential to recruiting and retaining nurses to meet the care needs of an aging population. Originality/value As demand for care of the aged is increasing and creating challenges to ensuring a sufficient and sustainable nursing workforce, it is important to understand factors that promote long-term care nurses’ job satisfaction. Findings contribute to knowledge of long-term care nurses by suggesting that managers’ authentic leadership can positively affect nurses’ job satisfaction directly and indirectly through positive perceptions of AWLs and lower emotional exhaustion.

scholarly journals Pathways of nurses in Long-term care hospitals: Seeking work-life balance

2020 ◽  
Author(s):  
Samsook Kim ◽  
Ga Eon Lee ◽  
Barbara Bowers ◽  
Yeonjae Jo
Keyword(s):  
Registered Nurses ◽  
Professional Growth ◽  
Long Term Care ◽  
Work Life ◽  
Work Life Balance ◽  
Theory Approach ◽  
Term Care ◽  
Life Balance ◽  
Theoretical Sampling

Abstract Background This study explores the pathways of nurses in LTCHs and its underlying conditions in Korea. Nursing shortage in long-term care setting has been a worldwide concern. Although the factors of staying or leaving of nurses in long term care hospitals (LTCHs) have been reported, few studies have examined the trajectory and conditions of nurses staying in and leaving LTCHs. Methods A qualitative study design with a grounded theory approach was conducted. Data were collected in one to one interviews. Purposive and theoretical sampling led to the inclusion of 17 registered nurses with diverse characteristics from 14 LTCHs in a metropolitan city in South Korea. Individual, in-depth interviews were conducted. Data collection and analysis coincided. Data were analyzed using open and focused coding, constant comparison, theoretical sampling and memoing, and this enabled the construction of a substantive theory. Results Seeking work-life balance was the core category of nurses’ pathway. Consequences of nurses’ pathway were categorized into three groups: thriving, surviving, and leaving. Thriving nurses in LTCHs found meaning in their work, fostered good relationships, and saw opportunities for growth. Surviving nurses in LTCHs were enduring their jobs in LTCHs, having a work-life balance, and supportive nursing leader. Leaving group nurses wished to leave LTCHs due to lack of professional growth, unappealing work, continuing conflict, and social stigma. However, compensation, work system, and interpersonal relationships were the common moving conditions for all three groups. Conclusions This study provided the trajectory and conditions of nurses to enter, stay, move, or leave at LTCHs. Understanding the pathways for staying or leaving can be used as a strategy for successful retention of registered nurses in LTCHs.

Sign in / Sign up

Export Citation Format

Share Document